Pennsylvania State System of Higher Education
Performance Development Report
State University Administrators/Grand Funded Coordinators
The Performance Development Report (PDR) is to be used as the evaluation tool for all State
University Administrators (SUA) and Grand Funded Coordinators (GFC). The purpose of the PDR is
to provide the immediate supervisor and employee with an opportunity to review the employee’s
job duties, responsibilities and performance on an annual basis. The PDR is designed to generate
discussion and open communication between the immediate supervisor and employee, to
promote the growth and development of employees in the SUA/GFC classifications and to foster
support for the department/university mission.
At the beginning of the annual evaluation period, the immediate supervisor and employee should
use the job description as a guideline to identify those general performance factors that will be
included in the PDR, deleting or adding performance factors that are applicable to the employee’s
position. When evaluating critical performance categories, the ratings are defined as follows:
OUTSTANDING: Employee achieves results on a constant basis and significantly
surpasses job standards.
EXCEEDS STANDARDS: Employee frequently exceeds job standards.
MEETS STANDARDS: Employee meets the standards of the job in a fully adequate manner
NEEDS IMPROVEMENT: Employee occasionally falls below acceptable standards
UNSATISFACTORY: Employee’s work reflects excessive performance discrepancies that
must be corrected.
The PDR should be completed on an annual basis, or more frequently if needed, for all permanent
employees in the SUA/GFC classifications. Prior to completing the annual PDR, the immediate
supervisor should solicit input from the employee in an effort to arrive at a mutual understanding
regarding the finished product. For probationary employees who work a 12-month schedule, the
PDR should be completed in the 12
th
month of employment with the 3
rd
, 6
th
, and 9
th
month
reviews completed separately on the probationary evaluation forms. For probationary employees
who work a 9-month schedule, the PDR should be completed in the 9
th
month of employment with
the 3
rd
and 6
th
month reviews completed on the probationary evaluation form.
Annually, the Human Resource Office will forward the PDR form along with the most current job
description on file to the employee’s immediate supervisor. The job description is to be reviewed
and updated at that time, if necessary. The annual evaluation will typically be done on an
employee’s anniversary date unless, for operational reasons, the department in conjunction with
the Human Resources Office determines it should be done at a different time. During the
evaluation meeting, the immediate supervisor and employee will discuss job performance and
review job duties and responsibilities and develop a plan for the employee’s professional
development. The completed PDR should be signed by the immediate supervisor and employee.
The original PDR is then to be forwarded to Human Resources to be placed in the employee’s
personnel file. A copy should also be forwarded to the reviewing officer, for review and signature,
as appropriate.
