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PDP Procedures


Each employee plays an important role in accomplishing the mission, aims and strategic objectives of Brigham Young University. BYU’s Performance and Development Plan (PDP) assessment is an opportunity to:

  1. Evaluate performance
  2. Give feedback
  3. Set objectives for the coming year
  4. Encourage development opportunities
  5. Discuss the employee’s alignment with The Church of Jesus Christ of Latter-day Saints and BYU’s mission, aims and strategic objectives.

When done correctly, the PDP can help employees understand what they’re doing well, how they can improve, how their work aligns with university mission, aims, and strategic objectives, and what is expected of them in the future. Managers who use PDPs effectively can more easily recognize high performing employees, correct issues before they become insurmountable, communicate expectations, encourage growth and development, and foster employee engagement.

Timeline and Framework

The Performance and Development Plan should be completed during the months of August through November and submitted to the employee and Human Resource Services prior to the deadline established by management. The PDP is completed and submitted online.

Please discuss this PDP with your employee personally. This means that you will have a live conversation with the employee rather than an email exchange or by submitting the PDP and waiting for your employees’ comments. The performance and development plan is intended to facilitate a growth conversation. Your employee should play an active role in discussing their performance and identifying development opportunities. As the supervisor, your support of these efforts is critical. You may need to provide time, resources, and encouragement to help your employee accomplish their goals. One of the most important jobs as a supervisor is to facilitate your employees’ development. Setting objectives and creating a climate of accountability is an excellent way to provide growth and increase engagement.

While the PDP is an annual event, the discussion should continue throughout the year. Periodically, revisit the objectives and development recommendations for each of your employees, then gauge progress, and make adjustments as needed.

“When performance is measured, performance improves. When performance is measured and reported, the rate of improvement accelerates.” --Thomas S. Monson