PRD FAQ's
For queries regarding PRD Training or any other Learning and Development Programmes please contact learning.development@dcu.ie
For queries regarding technical issues with the CoreTalent system, please contact hrsystems@dcu.ie
All other queries regarding the PRD scheme should be directed to the HR Business Partner who supports your area - for a list of the HR contacts please click here
The Scheme applies to all categories and levels of staff of the University who hold contracts of more than one year in duration.
Staff who are in the probationary process are not covered by this scheme. Upon completion of the probationary period, you will be included in the next PRD review cycle. A reasonable time period of approximately 6 months between completion of the probation and commencement of the PRD process should be facilitated
Newly promoted staff will be required to complete a one-year probationary process before they are included in the PRD process. Upon completion of the probationary period, you will be included in the next PRD review cycle. A reasonable time period of approximately 6 months between completion of the probation and commencement of the PRD process should be facilitated
In the event that process has commenced or is due to commence, the process should be completed in advance of the effective commencement date of the promotion. After the effective date of promotion, the link and flow of the PRD documentation between the current Line Manager / Reviewer and Reviewee will no longer exist on CoreTalent.
Ideally, Reviewers should be given a minimum of 3 months before they are expected to initiate the PRD process as a Reviewer in their new role. They should be given sufficient time to familiarise themselves with their new role and the roles and responsibilities of those who report to them. Overall, the Reviewer needs to be in a position to convene meaningful conversations with the Reviewee regarding their performance and development.
Staff who are within one year of retirement are not required to participate in the scheme, but can do if they so wish.
The process will normally be conducted on an annual basis between April and October. However, where this timeframe is not suitable for a particular Faculty, School or Unit, agreement should be sought from the Human Resources Department to agree a ‘band of months’ when the reviews can be conducted to suit their particular workload cycles.
The process will commence in April/May each year. You will receive a notification from your Head of Department and/or Reviewer that the PRD process is ready to commence and that the PRD forms are now available on CoreTalent. Your Reviewer will then contact you to set up a mutually convenient time for the meeting.
Ideally, the PRD process should be completed within a maximum period of 6 weeks as follows:
Week 1-2 Preparation and submission of Stage 1 (self-assessment document) by the Reviewee to the Reviewer.
Week 2-4 Reviewer considers Stage 1 and convenes PRD meeting (with a follow-up meeting if required)
Week 4-6 Sign off on Stages 2, 3 and 4 by the Reviewer and Reviewee in line with what was discussed and agreed at the review meeting.
The process can be completed within a shorter timeframe and delays should be accommodated for unexpected reasons eg. sick leave etc.
The Review meeting will be conducted by the Head of Department, the Line Manager or a senior member of the Department nominated by the Head (in consultation with the Executive Dean where relevant). The Reviewer should have a direct or indirect reporting relationship to the Reviewee and must be in a position to adequately review the reviewee’s work and comment on their overall performance and development.
As outlined above, the Reviewer will normally be conducted by the Head of Department or your Line Manager. The Head of Department will advise staff who their Reviewer is
The PRD process will be suspended for all staff on maternity leave. However, the PRD documentation will be deployed so the process can take place in line with PRD cycles as long as it doesn’t overlap with the maternity leave period and the staff member was in attendance at work for a minimum period of 6 months in the 12 months prior to the commencement of the PRD process.
The PRD process will be suspended for all staff on long-term sick leave. However, the PRD documentation will be deployed so the process can take place in line with the PRD cycle as long as it does not overlap with the sick leave period and the staff member was in attendance at work for a minimum period of 6 months in the 12 months prior to the commencement of the PRD process.
The same approach that applies in the cases of maternity leave and sick leave will apply to sabbatical leave and leave of absence.