As you may know, we are nearing the end of the 2015-2016 Performance Review & Development (PRD) cycle. Supervisors in all departments are now preparing to conduct final PRD evaluations with each member of their team. Later, in our newsletter, you will find detailed tips on completing a self-assessment, which is also an integral part of the full process.
Our PRD process is an instrument for both the supervisor and supervisee to use to engage in ongoing interactions, communications, and performance discussions throughout the year. PRD meetings are designed to encourage contributions from both participants, as well as to identify opportunities for professional growth and development.
UMD’s performance review process was developed gathering input from representative groups of employees at all levels of the university. The team worked together with the following objectives in mind; to provide an effective and fair system of performance management for all non-faculty employees at UMD; to strengthen employees’ performance weaknesses and develop career potential through training and development; and to support UMD’s vision, mission, and goals.
I encourage you to review our resources to have the tools to participate in a helpful and meaningful performance review process.
Assistant Vice President
University Human Resources
Last updated: March 16, 2017