DCU Research Career Framework
Performance Management Development Scheme (PMDS)
The Performance Management Development Scheme (PMDS) aims to meet the development needs of research
staff, improve performance, enhance quality and promote a culture of continuous improvement. All research staff
will complete an annual performance review meeting once they have successfully completed the probationary process.
The performance review meeting will take place annually.
Self Assessment Review Form
The following are the key principles that underpin the scheme:
- Development of staff to their full potential
- Self review-self assessment - provide an opportunity for the staff member to self review and self assess their performance in advance of the meeting
- Objective driven - staff member and principal investigator jointly set and review objectives
- Two-way feedback - feedback given by both the reviewer and reviewee
- Integrated development at three levels – university, departmental and individual levels.
Benefits of the Scheme
Some of the key benefits of the scheme include:
- Improved communication between staff at all levels
- Improved overall performance of staff which is aligned with the goals of the research centre and University
- Increased focus on the short term and longer tem career development of staff
- Improved planning at a local and wider level.
Who will conduct the review
The review will be conducted by the Principal Investigator or by his/her nominee. The Reviewer will be a key member of the school or research centre who is in a position to adequately review the staff member’s work. A reviewer should not conduct more than 8 reviews annually.
Stages of the Process
- Planning the Process
A meeting should take place between the Executive Dean and Head of School/Research Centre and
Principal Investigator to:
Allocate appropriate 'reviewers' to 'reviewees'
Set broad parameters around objective setting to establish consistency and fairness
Agree the priorities and challenges facing the research centre for the forthcoming year in order to set context for
- Allocation of Reviewers
The Head of School/Research Centre will notify the reviewee who will conduct the review. This will becopied to the reviewer who will agree a mutually convenient time for the review meeting to take place.
- Completing the Self-Assessment Form
The reviewee will complete the self-assessment form in advance of their review meeting. The reviewee should consider the self-assessment form carefully in advance of the review discussion. The reviewee should forward the completed self-assessment form documentation to the reviewer ideally one week prior to the scheduled meeting.
- The review Meeting
The review meeting takes place and the documentation is signed off by the reviewee, reviewer and the Principal Investigator if the reviewer is nominated. Please refer to the PMDS training manual for information on how the review meeting should be conducted.
- Summary report from Principal Investigator
Once all the reviews from the School/Research Centre have been completed, the Head of School/Research Centre should collate Section III of the review forms, ‘Planning for Development’ and should send these to the Learning & Development Department together with a brief, non-personalised summary of the learning and development needs for the following year.
- The Follow-Through
In order for the PMDS to succeed, it is important for both the University and the School/Research centre to follow up on its commitment to the development of staff under the Research Career Framework. In addition to this, the staff member also has responsibility to follow through on the commitments s/he has made.
The Learning & Development section will facilitate the Reviewer, Reviewee, Principal Investigator and Head of School/Research Centre to deliver on these commitments.
Role and Responsibilities
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