PRD Process for Library Exempt Staff

The annual Performance Review and Development (PRD) cycle (3/15-3/14) for Library exempt staff begins in March with an Expectations Setting Meeting, followed by a Midway Feedback Session, and a Final Appraisal Meeting the following March. The PRD and merit reviews are two separate processes. The PRD process measures an employee’s performance against objectives established for that specific employee during the Expectations Setting Meeting. The Merit review process is an assessment of an employee’s overall performance in relation to the performance of their peers.

The objectives developed through the PRD process are tied to organizational initiatives which support the Library's mission and its Strategic Plan. Objectives may be added, deleted or changed at any time during the review cycle to reflect the changing needs and resources of the Library. Circumstances, which may preclude the attainment of an objective, are also considered during evaluations.

Definition of Terms . 

Library Mission:

A brief statement about the purpose(s) for which an organization exists. Initiatives, objectives, and action plans support the organization’s mission.

Library Initiative:

A broad statement of desired direction or hoped for accomplishment to be achieved by specific objectives and action plans.

Objective:

A concise statement of a specific task to be accomplished in support of an initiative.

Objectives are mutually agreed upon statements of what the employee hopes to achieve during a specific period of time. They may relate to continuous job responsibilities, to specific one-time projects, to implementation of new services or operations, or plans for improvement of service. Some objectives will be applicable every year; others will be projects to be accomplished within a year’s time period. All major areas of responsibility and significant investments of time and energy should be covered by an objective.

Each objective must be supported by an action plan which describes budget/resource implications and identifies target dates for completion of various stages of the project. Accomplishment of the objective must be verifiable in quantitative or qualitative terms.

Performance Categories :

A classification scheme for performance objectives and accomplishments in the PRD, appointment, promotion, and permanent status review process. The greatest emphasis in the above reviews is placed on performance which is most directly related to the requirements of the position. Library and University Service includes activities (beyond the individual’s job responsibilities as defined by their job description) which contributes to the solutions of problems and improvement in services and systems. Professional Development/Contributions involve activities which enhance the individual’s professional growth and contributes to the development of the library profession or an employee’s area of specialization.

Action Plan :

Outlines the steps to be taken to accomplish an objective, sets time for each step, and establishes a completion date.

Performance Measures :

Defines the expected level of achievement and indicates how the objective will be measured.