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Human Resources

Human Resources

Stages in the Performance Management & Development Review Process

Step 1                   

Reviewers to meet with their perspective reporting lines (whether this is the Head of School/unit, Executive Dean,
Senior Management) to:

(a) agreed broad parameters around the objective setting in their area, having regard to the University Strategy
and the priorities for the Department/Faculty for the next 12-18 months (or longer term if appropriate).

(b) allocate Reviewees to appropriate Reviewers 

Step 2

Following the meeting(s), the Head of Department should contact the Reviewee to:

(a) confirm who their norminated Reviewer is

(b) give Reviewees an overview of the departmental strategy and priorities for the next 12-18 months (ie. prior
     to the completion of the Self-Assessment Review Form).  This will ensure that there is a common
     understanding/approach around objective setting by both the Reviewer and the Reviewee

Step 3

Reviewers should then contact their respective Reviewees to set up a mutually agreeable time for the review
discussion to take place. 

Step 4

The Reviewee should complete Section 1 of the self-assessement Review Form and pass this to their Reviewer
(ideally one week) prior to the scheduled Review Meeting. 

 

Note:  If this is the first Review Meeting to take place between the Reveiwer and the Reviewee, there may not
necessarily be any agreed objectives from the previous 12 months.  It is therefore suggested that the Reveiwee
list the main objectives, which in their view have taken priority over the last 12 - 18 months.  This is also an
opportunity to highlight achievements in the last 12 - 18 months. 

Step 5

Once all the Review dicussions have happened, the Senior Manager/Executive Dean/Head of Department
should compile and send a brief report to the Training & Development Section in Human Resources together
with a copy of Section III (i.e. Section on Planning for Development) of each Self-Assessment Form.  The report
should outline the strategy and the main priorities of the department for the next 12 - 18 months.  The report
should guide and direct the Training & Development Office to meet both the prioritised and specific training
needs of each department.