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Performance Communication and Development Program Announcements

FY08 PCD Checklists are due in Human Resources by June 1, 2008.

The time has come to prepare and submit your FY08 PCD checklists. Last year, the PCD process yielded excellent response and participation from the campus community and we look forward to another great year. All regular staff employees, who have completed their initial probationary period, should receive a formal performance review annually. We do not have details of the merit budget at this time, but more information will be made available in the near future.

Some things to remember when completing and preparing PCDs in your area:
  • PCD is a year round process that prompts two-way communication between supervisor and employee.
  • Use the PCD process to:
    o Set and measure goals
    o Encourage performance improvement
    o Identify training and development opportunities
  • Meet with your employee to thoroughly explain and discuss PCD results.
  • Have employee sign all required fields of the form during your final discussion with them; do not submit the PCD to them at a later time without your presence.
  • Provide your signature in the presence of employee during the final discussion.
  • Provide required documentation for all employees who receive “exceeds expectations” or “needs improvement.”
  • If a merit pool is provided, employees who “exceed expectations” should receive a higher merit increase than other employees would receive with a “meets expectations” rating.
  • Do not discuss PCD results with anyone who is not directly involved in the final review or approval process.
The performance ratings are defined as follows:

Meets Expectations (Achieved Expectations)
Performance meets job expectations; employee achieved the agreed upon objectives and effectively demonstrated the agreed upon skills. It is expected that the majority of staff will receive the “meets expectations” rating. Employees receiving a “meets expectations” rating should have performed all of his/her job duties and, on some occasions, may have worked above expectations. These employees are eligible for merit.

Exceeds Expectations
Performance consistently exceeded expectations for the year; employee demonstrated and sustained exceptional performance; tasks were consistently completed ahead of schedule and always at a high quality level. Employee regularly goes beyond what is expected.
Employees receiving an “exceed expectations” rating should account for a minimal portion of the population. These employees have consistently performed their job duties at an exceptional level. Supporting documentation (Section C) must be included with the Checklist. These employees are eligible for merit.

Needs Improvement
Performance below minimum expectations; employee did not meet some or none of the agreed upon objectives and/or did not accurately or timely complete some of the agreed upon tasks; immediate improvement is required.

Employees receiving a “needs improvement” rating should be on a development plan. These employees should have been coached and/or performance has been documented at some time in the rating period. Supporting documentation (Section D) must be included with the Checklist. These employees are not eligible for merit.

Human Resources is committed to ensuring leaders are satisfactorily trained to utilize the PCD. Training for supervisors will be conducted by our HR Generalists in partnership with staff council and other campus representatives. The training will be available as scheduled classes and tailored sessions for departments as needed.

Your HR Generalist can address any questions or concerns you may have about the PCD process. Please visit the HR website for more information and to download the PCD forms.