Human Resources

Human Resources

Human Resources

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Performance Dialogue Process

The Performance Dialogue Process (PDP) provides an opportunity for meaningful communication between supervisors and employees about their work and contributions. The documents linked to this page correspond to two processes at Queen’s: the PDP for Grades 2 to 9 and the PDP for the Queen’s Managerial and Professional Group (QMPG).

The purpose of the performance dialogue is to:

  • Review objectives from the previous year and set objectives for the coming year
  • Provide a focus on feedback and a structure for ongoing coaching and communication between supervisor and employee
  • Review quality of work performance and personal contribution
  • Evaluate and develop staff performance to achieve agreed-upon objectives.
We recommend that you open PDF documents using an official Adobe product such as Adobe Reader. If you experience issues downloading the form or need assistance installing Adobe Reader, please contact the IT Support Centre.  
Grades 2-9
PDP Guide (373 KB)
PDP Form (50 KB)
Microsoft Word (.docx)
QMPG and Administrative Executives

PDP Guide (274 KB)

PDP Form (HR-FRM-059) (1.0 MB)
Requires Adobe Reader or Acrobat

Timelines of the Annual Performance Dialogue Process (PDP) for QMPG employees for the 2018-19 performance cycle

Timeline/Deadline Action for rating of: “New to Role”, “Requires Improvement to Meet Expectations” & “Successfully Meets Expectations” Action for rating of: “Outstanding Achievement” ONLY Additional Comments
In March/April Supervisors may request self-assessment performance reviews from their employees and book review meetings A self-assessment by employee is not mandatory
In March/April Supervisors meet with employees to review and discuss final PDP for 2018-19 and begin the process of planning Objectives for the 2019-20 year  
By no later than April 19  

Supervisor finalizes PDP, without notifying the employee of a pending “Outstanding Achievement” rating and without employee signature. 

Recommendation of ’Outstanding Achievement’ submitted to the AVP, Unit Head or Dean.

Submission to the AVP, Unit Head or Dean to include the completed PDP form as well as a memo from the Supervisor providing rational for the ‘Outstanding Achievement’.
By no later than April 24  

‘Outstanding Achievement’ rated PDP submitted to VP or Provost for approval by the AVP, Unit Head or Dean.

Supervisor’s recommendations of “Outstanding Achievement” is provided to VP for review.  This includes the completed PDP form as well as a memo from Supervisor, providing the rational for the ‘Outstanding Achievement’ rating.  AVP, Unit Head or Dean may add additional comments.
By no later than May 1  

‘Outstanding Achievement’ rated PDP approved by the VP are forwarded to the Principal for approval.

Supervisor’s recommendations of “Outstanding Achievement” is provided to Principal for review.  This includes the completed PDP form as well as a memo from the Supervisor providing the rational for the ‘Outstanding Achievement’ rating. VP may add additional comments.
By no later than May 24   Response from Principal back to VPs PDPs returned to VP, indicating whether the recommended “Outstanding Achievement” is approved
By no later than May 29   VP returns Principal’s response to AVP, Unit Head or Dean who then returns it to the Supervisor.  
By no later than June 14 Supervisor finalizes PDP and meets with employee to communicate rating. Supervisor meets with employee to communicate “Outstanding Achievement” rating  
By no later than June 17

Completed & signed forms returned to HR

 

Please note: Forms received after June 17 will not be processed for the July 2019 Payroll

Please contact Organizational Development and Learning, Queen's Human Resources, for complete details about implementing these Performance Dialogue Processes.