Performance and Development Interview
Once a year a Performance and Development Interview (P&D) is conducted between you and your supervisor. The interview is the time to look back and evaluate the results of your work and your personal development. At the same time, the P&D interview provides an opportunity to look ahead by making work and development agreements for the coming year. Stock is also taken of any wishes for training or further education.
Within three months after entering employment or after starting a new position your supervisor will set up an initial review. During this review you will make agreements on performance targets that you will need to achieve and skills that you will need to develop. These agreements will form the basis for your first Performance and Development interview.
P&D interview in times of corona
The corona crisis is undoubtedly affecting your work. If you have a P&D interview planned, this can go ahead in most cases. In your P&D interview, you and your manager look back at the past year and make agreements for the coming one. Your manager will not only look at the current period.
If it is necessary to postpone your P&D interview, your manager will discuss this with you. This may not be postponed by more than two months. For more information see Tips and tricks: Performance & Development agreements in times of corona.
Prior to a P&D interview
Normally it is your supervisor who takes the initiative to hold a P&D interview, but you can also do this yourself. Employees from at least scale 8 write an annual report in preparation for the P&D interview. In this report you look back at the past year. What results have you achieved? How have you developed? To what extent have the agreements from the previous P&D interview been achieved? If you teach, you also attach your teaching evaluations. Your supervisor will use the annual report as a starting point for the P&D interview.
To make it easier for you, the university has prepared a format for the annual reports. You need to send your annual report to your supervisor at least one week before the interview. You can also use the list of suggestions. This list includes questions and topics that either you or your supervisor can bring up.
What can you expect from a P&D interview?
In the P&D interview your supervisor will talk with you about your performance and development over the past year. What went well? Where is there room for improvement? You also have the freedom to discuss your ambitions. What do you want for your career in the (near) future? Do you wish to follow a course? You then receive an evaluation from your supervisor about how you have performed. You receive a total score ranging from 1 to 5. And your supervisor makes concrete agreements with you for the coming year concerning results, competencies and training. In the interview, you can raise the issue of a promotion to a higher job level. Keep in mind that your manager is not always authorised to offer you a promotion.
Following the P&D interview
Your supervisor writes up a report of the interview using an P&D form. Another part of the P&D form you complete yourself. In the manual you can read what information to fill in and how. There is a separate manual for supervisors. If you agree with the report, you sign that you agree with it or have seen it.
If you received a positive score for your performance (a total score between 3 and 5), you will receive a periodic salary raise, unless you have reached the maximum for your salary scale. Naturally, even in that case you will continue to have a P&D interview every year.
Disagree with your evaluation?
Do you disagree with your evaluation? Then you can send a written request to your supervisor to revise it. In your request, you need to indicate why you do not agree with the evaluation. If your supervisor agrees to revise it, you still sign the revised evaluation as agreeing with it or as having seen it.
If your supervisor does not agree or does not completely agree to revise it, his or her immediate supervisor will take the decision concerning the revision and thus also concerning your evaluation. In that case you are invited for an interview. If you ultimately disagree with the outcome of the revision procedure, you can file an application with the Arbitration Committee stating the reasons why you disagree with the decision. Or you can directly start a procedure with the subdistrict court (kantonrechter).