Note: It is important to note that the first planning meeting (first meeting) of the PMDS cycle consists solely of an analysis of planning and training needs. There is no element of individual performance verification at this stage. This does not apply to pilot program staff. A. All auditors are fully informed in PMDS to ensure that they have a complete understanding of the process and are able to manage it effectively. The main tasks of the expert in the process of performance and development are: A. Yes, this whole program will not be a surprise. The interest of the meetings is to allow the officer and his examiner to discuss the performance of the individual; The aim is to ensure that there is no gap between the performance debate and the resulting documentation. A. PMDS is a formal self-assessment process that allows you to consider your work and performance goals and assess the success or something else you have felt. The discussion aims to identify individual contributions, provide feedback on performance and overcome problems. So you can reach your full potential, including identifying and meeting development needs. Yes, yes.
The PMDS is mandatory for all Trinity College employees, as described in previous and current national agreements. In a successful PMDS system, there are many advantages for a PMDS system for reviewe, units and colleges. This guide aims to better understand the context in which performance agreements (APs) are to be implemented for executives, to provide guidelines for the implementation and management of APAs as part of a performance management system and to explain the impact of an annual performance evaluation system (see model in Appendix 2 4) A. The introduction of the PMDS within the college is linked to the maintenance of progress payments and, eventually, to future national wage premiums. Apart from that, there is no connection with the salary or transportation of individuals to university. A. It is an ongoing cycle of planning, action, feedback and review to improve communication, efficiency and efficiency. The objectives for the coming year will be agreed by mutual agreement for each team. To achieve your goals, training and development needs can be identified and used to help you and your unit. This list of frequently asked questions will answer general questions related to the PMDS.
It is divided into five general sections. If you have a question about PMDS that is not covered in this section, please contact the staff development office or ask the question with your supervisor. For more information on the themes in each of these phases, see the “Guidelines for PMDS” brochure, available on the PMDS website. A printed copy of this document is also available at the staff office. A. The head of the unit retains full responsibility for the operation of the PMDS in his own field. If they have not personally conducted the audit, they must still sign the completed audit of each staff member in their own field, without the documents being visible. . A. The unit leader`s report is expected to outline the unit`s strategy and key priorities for the next 12 to 18 months.