The NUI Galway PMDS (Performance Management Development System) is to support staff in realising their maximum potential, to the benefit of both the individual staff member and to the University. It should be regarded as an opportunity for positive engagement, to provide support to, and encouragement of, staff in the development of their careers. It is also an opportunity to make clear the levels of performance expected of staff to best facilitate career progression
Yes, all staff are required to participate in individual performance management.
These guidelines are for academic staff only and intended to be used for the implementation and merger of the three interrelated policies (i) WLM and (ii) PMDS and (iii) AAP (formerly FEC).
Academic PMDS/WLM Guidelines
Yes, it is recommended that reviewees and reviewers attend relevant training prior to conducting and or participating in a review.
For AY2012/13, reviews are to be completed by September 30th 2013.
The completed review forms will be stored at local level; for staff in Schools, this will be with the relevant Head of School and in Support Service Units, this will be with the Head of Unit.
A PMDS Review summary form for the School or Unit will be completed by the Head and forwarded to HR.
The Reviewer schedules the review meeting with reviewee.
Performance reviews are to be scheduled on an annual basis with staff. However, it is recommended that reviewers should not wait until the annual review to discuss progress if there are issues of unsatisfactory performance, these should be addressed as they occur. In cases of improvement needed or unsatisfactory performance, e.g., where the staff member is struggling for some other reason (e.g. new responsibilities, difficult work environment, etc.), it is important to have regular meetings to support the staff member.
The nominated reviewer will conduct the review and only where a formal complaint or substantive reason can be evidenced by the reviewee, the nominated reviewer maybe be changed.
An academic reviewee submits the following documents:
- their workload profile (this should concisely reflect all work completed in the last year and where applicable research publications completed in the last three years)
- and their workload plan (should reflect all work planned for the new academic year, only major activities should be included).
The PMDS Academic Development Review form is completed at the review meeting.
Support Services Reviews; following the review meeting, the reviewer writes up Parts C, D and E of the review form and forwards to the reviewee for confirmation and final sign-off.
Academic Reviews; following the review meeting, the reviewer writes up the academic development form and forwards to the reviewee for confirmation and final sign-off.
The rating at the meeting is a provisional rating until the reviewer meets with the Head of School. After this meeting, the reviewer signs off the academic development form and finalises the rating.
A PIP (Performance Improvement Plan); in cases of underperformance, a performance improvement plan is put in place and agreed between the parties setting out the performance gap, actions for the staff member to take, training requirements, and timeline for the plan.
As a new staff member to the University, you must complete your probationary period before completing a review.
For Support Staff, the PMDS scheme will commence on the completion of their probationary period, usually 6 or 12 months depending on their contract of employment.
For Academic Staff as their probationary periods are longer (3 years), the PMDS scheme will commence after year one.
A staff member in 2 half-time post has 2 reviews by the relevant manager in each post.
A staff member must be a reasonable period in post before completing a PMDS review, at least 2 – 3 months.
On return from leave, the staff member must speak with their Head of Unit or School, and advise if they require PMDS training; after the training, the reviewer arranges a review to set objectives for the next 12 months.
No, interview board members will not be furnished with an interviewee's PMDS rating.