Why is the Office of Human Resources launching a campuswide tool for managing and tracking performance management conversations and activities?
The campuswide performance management policy requires divisions to track performance management activities and retain related documents for their employees. The PMDP tool will facilitate this, while establishing one centralized performance management system for campus. This will provide greater efficiencies for campus divisions, and significant cost savings for each area, as they will not have to purchase or develop their own electronic performance management system.
Our department created our own electronic performance management evaluation tool. We would like to keep using it. Will that be possible?
Yes, as long as your tool meets all of the requirements of the performance management policy. That said, campus leadership expects all areas with University and Academic staff to transition to the PMDP. It provides one centralized system for campus, facilitating easy information sharing between divisions and OHR. Additionally, PMDP will be the only supported performance management software for campus.
Keep in mind the PMDP was chosen for its flexibility and adaptability. The activities and documentation used by your area can most likely be very easily integrated into the PMDP.
Who will be expected to use the PMDP?
Full-or part-time Academic and University Staff employees with a defined or anticipated appointment greater than one year, Limited Appointees, and Faculty members who supervise other employees. Campus human resources staff will have to be able to administrate the system. OHR will provide training and reference materials.
Will all divisions have to use the same review processes?
Not necessarily. Each division is already required to comply with the performance management policy. Each area can develop their own processes that meet those requirements, and use the PMDP to facilitate and track those processes.
Will employees that don’t have computer access be required to use this?
We are working with campus areas that have staff without computer access to develop a workable solution for each area. For some, this may mean providing computer access for the review process.
Can a supervisor delegate responsibilities such as uploading attachments of performance management materials to someone in their HR department?
Each division will be able to evaluate their processes and consult with OHR to identify how to make PMDP the best fit for their area. This may include delegation options. PMDP also has the functionality to upload paper documents divisions are already using.
When will PMDP be launching in my area?
While the system will go live in July, each campus area will determine when makes sense for them to transition to PMDP. Thus, not all schools and colleges will transition to PMDP in July 2017. Check with your area’s HR staff for more information on when your area will launch PMDP.
Within the system, do expectations carry over from one performance management conversation to the next? For example, from summary to midpoint conversations?
Yes; expectations need only be entered once and they will be carried forward to future performance management conversations. There is no need to retype expectations for each new performance management activity.