The University of Maryland actively subscribes to a policy of equal employment opportunity, and will not discriminate against any employee or applicant because of race, age, gender, color, sexual orientation, physical or mental disability, religion, national origin, or political affiliation. Minorities and women are encouraged to apply.

More information about the University’s Diversity Plan

PRD (Performance Review & Development)

The Human Resources Department designed this page to provide you with all of the resources needed to effectively and efficiently facilitate the PRD process. The PRD process is also an essential part of a supervisor’s responsibility and allows employees to better monitor and improve their own performance. PRD is the mechanism used to provide ongoing interaction, recognize staff members’ performance, and identify training and development needs.

Robert H. Smith School of Business Departments

Office of the Dean

Academic Departments:

Accounting & Information Assurance (AIA)
Decision, Operations & Information Technology (DO&IT)
Logistics, Business & Public Policy (LBPP)
Finance
Management & Organization (M&O)
Marketing

Centers:

Global Programs
CIBER
Center for Social Value Creation (CSVC)
Dingman Center
Financial Policy

Departments:

Undergraduate Studies
Masters Programs Office
Office of Career Services
Marketing Communications
Development & Alumni Relations
Finance & Administration
Office of Smith Programs & Events
Office of Smith IT
Office of Executive Programs

QUEST

Ph.D. Program

PRD Tools

In addition to including the links to the multitude of excellent resources and forms that the University of Maryland Human Resources Department provides for the entire campus, we have also developed 4 other helpful PRD tools:

1. Self Evaluation Form (Optional) [ WORD DOC ] - this tool gives you the opportunity to speak up about your performance and to note any challenges or concerns that you might have.
2. Work Plan Examples & Template (Optional) [ WORD DOC ] - an easy to use form that makes it easier for you and your supervisor to break down goals into actionable and measurable tasks.
3. Avoiding Performance Review Bias [ PDF ] - this handout outlines “effects” and “tendencies” that might occur when writing a performance evaluation, therefore helping you write fair and equitable performance reviews.
4. Phrases and Questions to Inspire Positive Dialogue [ PDF ] - this tool gives you tips on how to observe and communicate performance, good and challenging, throughout the year and in the moment. The handout also includes questions to ask that are appreciative in nature versus coming from a place of judgment or negativity. These questions can be helpful in your personal life too, so give them a try!

Important note from Dale O. Anderson, Director of University Human Resources
as of March 30, 2012
Under campus policy, supervisors who do not conduct final PRD evaluations for their employees are ineligible for merit increases in years that merit funds are provided for by the Chancellor’s salary guidelines. There is no information available yet on the budget for merit increases for Fiscal Year 2012.

Important University of Maryland Human Resources PRD Links