Process
Guidelines
Prioritize Performance
Management
The first step in the
Performance Communication
and Development Program is
for supervisors to establish
Performance Management as a
priority. Recognition and
development of performance
are important ingredients in
engaging staff and their
contributions to the
mission, vision and
strategic initiatives of the
University.
Training
Training on the PCD program
is offered to supervisors
and senior leadership. Training
is important to
understanding and utilizing
the program, process and
forms; and also helps the
supervisor to work in
partnership with staff in
determining the best
value-added performance
communication approach. This
program’s success is largely
dependant upon actively
engaging staff and improving
performance using coaching
and feedback therefore,
regular use of skills
acquired at training will
aid a supervisor’s success.
 Contact
your HR Generalist for
Training
Pick Form and Process
The performance
communication form(s) and
process will be determined
in partnership with
supervisor and staff member.
It is important for both
supervisor and staff member
to agree upon form(s) and a
process that correspond with
their different kinds of
work, differing staff needs
and supervisor strengths.
Various tools, strategies
and processes are available
to better serve the
performance communication
needs of the staff person,
supervisor, and ultimately,
the University.
Complete Forms
Throughout the year, the
supervisor and staff member
communicate using the
selected form(s) for
guidance. The final meeting
at the end of the year
summarizes the performance
for the year and documents
the process using the PCD
Checklist.
Submit Forms
Submit the PCD Checklist and
additional required
documentation to Human
Resources by June 1, 2008.
Performance Management
Maintenance
It remains important for all
staff members and
supervisors to maintain the
Performance Communication
and Development Program and
continually communicate and
identify objectives.
Suggested Forms for
Non-Exempt Staff Members
Performance
Communication & Development
(PCD) Plan Checklist
(Required)
- Complete this form at the
end of the performance
period.
- The supervisor and staff
check which performance
communication and
development method(s) which
were used.
- They agree on whether
staff met, exceeded, or did
not meet expectations.
- Senior Reviewer’s
Signature is the next level
Supervisor of the Staff
Member’s Supervisor.
Section B – Summary of
Notes of Informal
Conversations between
Supervisor & Staff Member
- This summarizes multiple
informal performance-focused
dialogues between supervisor
and staff and based on the
Mission Values for the UC
and Associated Facilities.
- Once summarized, both
supervisor and staff initial
the dated entry.
Section C – Performance
Communication Discussion
Guide
- This guides and documents
an annual performance
discussion between
supervisor and staff.
- Summary notes of the
discussion are documented
and both supervisor and
staff initial the completed
form.
Suggested Forms for
Exempt Staff Members
Performance
Communication & Development
(PCD) Plan Checklist
(Required)
- Complete this form at the
end of the performance
period.
- The supervisor and staff
check which performance
communication and
development method(s) which
were used.
- They agree on whether
staff met, exceeded, or did
not meet expectations.
- Senior Reviewer’s
Signature is the next level
Supervisor of the Staff
Member’s Supervisor.
Section B – Summary of
Notes of Informal
Conversations between
Supervisor & Staff Member
- This option summarizes
multiple informal
performance-focused
dialogues between supervisor
and staff and based on the
Mission Values for the UC
and Associated Facilities.
- Once summarized, both
supervisor and staff initial
the dated entry.
Section C – Performance
Communication Discussion
Guide
- This guides and documents
an annual performance
discussion between
supervisor and staff.
- Summary notes of the
discussion are documented
and both supervisor and
staff initial the completed
form.
Section D – Performance
Development Plan
- This documents a
performance development plan
between supervisor and
staff; provides a basis from
previous goals and
objectives; identifies
professional and personal
areas for development; and
provides for a mutually
agreed on set of goals and
objectives for the next plan
timeframe.
- Both initial the plan.
- Summaries documenting
progress can be added.
Timeline – Add these
dates to your calendars
now!!
On-Going
Completion of “Section B”
forms should be completed on
an on-going basis.
Communication (positive and
constructive) should be
based on the goals of the
unit.
APRIL
Discussion meeting scheduled
and conducted between staff
member and supervisor to
discuss performance.
Complete forms previously
agreed upon (and attach
additional sheets if
necessary).
MAY
Ensure the PCD Checklist and
all appropriate forms are
signed by staff member,
supervisor and reviewing
official.
6/01/08
All PCD Checklists and
supporting documentation are
due to Human Resources by
6/01/08.
If you have any questions
about the Performance
Communication & Development
Plan, do not hesitate to
contact your Human Resources
Generalist.
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