PRD Tips and Guidelines

We are at the end of the Performance Review and Development (PRD) Cycle (April 2020 through March 2021). All PRD forms/ratings with the highest second level of approvals are due to the Office of Human Resources (OHR) by COB Friday, April 09, 2021. Since we are mostly working in an online environment, there are tips and guidelines that may assist you and your supervisor in having a productive virtual meeting.

  • While the PRD form still needs to be completed, consider whether the employee has the ability to print the document to sign, scan and email it back to you.  If not, you can ask the employee to send you an email indicating whether they are in agreement or disagreement
  • Immediate supervisors are responsible to forward the PRD forms for review and approval to the highest level supervisor
  • The highest level supervisor can either sign on the form if possible or provide comments/signature via email
  • Schedule the meeting at a time that is convenient for both and consider using a web-conferencing tool (like Zoom or WebEx) with the video feature turned on,
  • Pay close attention to what your body language is communicating. Nonverbal cues count. When conducting a performance review using video, be aware of the subtle visual cues that you give and receive. Remember to project openness in your posture, by sitting tall, with arms at your sides or placed on the arms of your chair or table (not crossed).  Crossed arms, shrugged shoulders, eyes looking down or away, hand covering their mouth or neck may be signs of restraint, holding back, or resistance
  • Be an active listener and allow the other person to express their thoughts without interjection.  As the manager, use open ended questions to solicit the employee’s thoughts – give them the chance to explain their biggest wins or challenges.
  • Use this opportunity to discuss professional development opportunities for the coming PRD review cycle (April 2021 – March 2022)
  • Supervisors can ask employees to explore the Linkedin Learning library and identify professional development topics that they both can agree to include in the PRD development plan for the new cycle. Suggest the employee add selections to their personal Linkedin Learning library; encourage the sharing of completion certificates, and watch the learning begin! Visit the Learning and Talent Development website or linkedinlearning.umd.edu for more information.