To engage all staff in the achievement of the goals and objectives of the TU Dublin Strategic Plan and related strategies by the setting of team and individual targets and by reviewing those targets.
To identify training and development needs for the improvement of performance and to enhance career prospects.
PMDS is mandatory for all staff on any of the following contract types:
Permanent Wholetime
Permanent Part-time
Contract of Indefinite Duration Wholetime
Contract of Indefinite Duration Part-time
Fixed Term Wholetime
Fixed Term Part-time
Specified Purpose Wholetime
Specified Purpose Part-time
Pro-rata Part-time Contract of Indefinite Duration
Pro-rata Part-time Fixed Term
See response at 2. above
PMDS provides an opportunity to create and deliver on a shared vision for TU Dublin with the engagement of all staff. It is a vehicle for managers and staff to work together in promoting and achieving success for the University as it moves forward.
Through PMDS staff can obtain clarity on strategic objectives, on management expectations with regard to their performance and clarity around performance goals and targets. It is also the vehicle through which their training and development needs are identified and development plans agreed.
Overall it can lead to a continuous improvement of the performance of the University by having well trained and motivated management and staff, all working to an agreed set of goals.
Here in this section of the website.
You can also check our Policy Section, as for the PMDS Policy.
If you are still unsure, you can contact us at staffdevelopment@tudublin.ie
Individual Deans/Vice Presidents determine who the Reviewing Manager for PMDS purposes are. Normally it is the immediate Line Manager of an individual staff member.
If the undertaking is in relation to a training and development outcome it will be captured on the online tool. Otherwise it is open to the staff member to share the information on the PDP form with their new manager. It should be borne in mind that all commitments entered into at PDP meetings are subject to budget and resources being available.
The new Line Manager does not have access to previous PDPs. However, if the staff member wishes to share the information they may do so.
Yes, although the PDP is a confidential document shared by the Reviewing Manager and the staff member, it is open to the staff member to share the details with their new manager if they so wish.
The PMDS Reviewing Managers are determined by Deans and Vice Presidents and it is normally the Line Manager who holds the PDP meetings with individual staff members. The PMDS Policy & Procedures do not specify a situation where a staff member requests a Reviewer other than their immediate line manager.
When PMDS was introduced there was agreement with the Unions that any disagreement in relation to any aspect of PMDS will be dealt with through the appropriate agreed grievance procedure with a view to the earliest possible resolution. Therefore it is open to a staff member to use those procedures to make their request.
The PMDS Reviewing Managers are determined by Deans and Vice Presidents and it is normally the Line Manager who holds the PDP meetings with individual staff members. The PMDS Policy & Procedures do not specify a situation where a line manager requests not to be assigned as Reviewer to a particular staff member.
When PMDS was introduced there was agreement with the Unions that any disagreement in relation to any aspect of PMDS will be dealt with through the appropriate agreed grievance procedure with a view to the earliest possible resolution. Therefore it is open to a line manager to use those procedures to make their request.
Yes, the Reviewer may consult with others to whom the Reviewee reports or deals with in the course of their business in relation to relevant specific matters or topics.
It is not obligatory to complete the form in advance of the meeting. However it is strongly recommended as it helps the preparation and focuses the discussion on what has been achieved, what needs to be done and what support will be required.
If the form is not completed during the session, the manager will complete it in draft form straight after the meeting and give a copy for approval and signature to the employee within two working days.
If the form is not completed during the session, it should be completed within two working days following the meeting.
With the exception of the training and development outcomes, the information gathered at the PMDS meeting can only be accessed by the Reviewing Manager and the individual staff member. The Line Manager must treat the information in the strictest confidence.
No, the discussions at the PDP meeting are confidential between the Reviewing Manager and the staff member.
Under PMDS Guidelines each Reviewing Manager must store the PDP documents securely and ensure confidentiality of the discussion. As soon as a new PMDS discussion has taken place, the previous documents should be disposed of confidentially.
He should shred them. This was a breach of the PMDS Agreement.
You should not wait for the PMDS discussion to provide feedback of this nature. It is line management responsibility to deal with performance issues as they arise in line with the provisions of the Discipline & Grievance Procedures. The HR Department are available to provide advice and support in dealing with these issues.
The PMDS Checklist, a copy of which is available on the PMDS page of the staff intranet, advises that the requirements for Progression should be discussed at PDP meetings and that the Progression Policy & Procedures should be referred to – there is a link from the checklist to that Policy & procedures.
The list of training courses on the PMDS checklist and the online tool are merely a guide. All activities that constitute training and development, including mentoring, can be included.
Section 2.2 of the Staff Development Policy defines Staff Development activity as follows:
‘Staff Development comprises training and learning initiatives aimed at developing an individual’s qualifications, knowledge, and skills base for the performance of duties and for their personal growth and development. These initiatives may include pursuit of higher qualifications, research activities, participation at conferences and seminars, membership of professional bodies, external networking (e.g. in Higher Education, Business & Industry), internal networking (e.g. participation on Departmental & TU Dublin Committees), succession planning, sabbaticals, industrial placement, skills dissemination, formal learning exchanges, training courses and other mechanisms which facilitate continuous professional development.’
The online tool provides Staff Development and the Learning Teaching & Technology Centre with information regarding the training and development needs of staff from across TU Dublin so that they can provide the relevant Courses & Workshops. It is the responsibility of individual staff members to register for Courses & Workshops that have been agreed through PMDS as they are advertised on the web site and through all staff emails.
The online tool can be updated as often as necessary – there is no limit on the number of times. The tool will be updated each academic year so as to enable Staff Development and the Learning Teaching & Technology Centre identify the training and development needs that arise each academic year. This information is used for the development of the Staff Development and Learning Teaching & Technology Programmes for the following year.
Once the online tool has been completed, it is the responsibility of individual staff members to register for Courses & Workshops that have been agreed through PMDS as they are advertised on the web site and through all staff emails.
Yes – Reviewing Managers must complete the online tool after each Personal Development Plan (PDP) meeting as this is how a formal record of the PDP is recorded for compliance.
All Team Development Plans are published on the staff intranet and may be obtained through the PMDS page of the staff intranet - https://www.tudublin.ie/intranet/training/pmds/ - as well as on your local Faculty/School/Department page.
The plans are also available from your Head of School/Head of Department/Line Manager.
You will find further information on the TDP at PMDS and Strategic Planning
The Strategic Services Development Team can provide advice and support. Alternatively, the Staff Development Office can make arrangements for training or facilitation.