There are a number of benefits to completing the PDP Employee Year-End Self-Review.
You can remind your manager about the great things you have done during the review period
It’s your chance to showcase your accomplishments
Mentioning what you see as your weaknesses lets your manager know that you will be open to […]
The Year-End window in the Online Performance Development Plan (PDP) is open for non-faculty employees and their supervisors to complete year-end performance evaluations. The Year-End window will be open through January 31, 2013. Directors, Vice Presidents, Deans and the Provost may set deadlines for completion in their areas earlier than […]
Effective November 1, 2012, the Year-End window in the Online Performance Development Plan (PDP) is open and accessible for (non-faculty) employees and their supervisors to complete year-end performance evaluations. The Year-End window is open from November 1, 2012 through January 31, 2013 (HR Deadline). Directors, Vice Presidents, Deans and the […]
Hillel Multipurpose Room 101
Tuesday, October 16, 2012
10:00 – 11:00 AM
Do you find yourself dreading your performance review each year? Does your supervisor do all the talking? Do you feel that you don’t fully understand your supervisor’s expectations? If you answered yes to any of these questions, then this session is […]
The Mid-Year Review is a required step in the Performance Development Plan (PDP) where there is a documented need for employee performance improvement. For others, although not required, it is still a highly encouraged part of the performance process. During the Mid-Year Review the employee can highlight accomplishments so far […]
University Calibration for the 2011 PDP is now complete and managers have been notified that they may proceed with performance conversations and review of the 2011 PDP with their employees.
We recommend that the 2011 performance conversation between manager and employee take place by the end of March, 2012. Take advantage […]
It is time to record your goals in the PDP for calendar year 2012 and submit them to your supervisor for review. Whenever possible, goals should be S.M.A.R.T. – specific, measurable, aligned, realistic, and timely.
To assist in drafting your goals please refer to the Performance Toolkit SMART Goal Questionnaire on […]