Grow | PRD | Frequently Asked Questions

If you have questions about PRD training or any other Learning and Development programmes, please contact learning.development@dcu.ie

If you’re having technical issues with the CoreTalent system, please contact hrsystems@dcu.ie

You can send any other questions about PRD to the DCU People business partner who supports your area. 

PRD applies to all categories and levels of DCU staff who hold contracts of more than one year in duration. 

No, staff who are in the probationary process are not reviewees, but they’ll join the PRD cycle after a reasonable time period post-probation — allowing about six months before joining.

Youl need to complete a one-year probationary process in your new role before you’re included in PRD. You’ll join the PRD cycle after a reasonable time period post-probation — allowing about six months before joining.

You complete the process before the effective start date of your new role. After that date, the link and flow of the PRD documentation between you and your current line manager/reviewer will no longer exist on CoreTalent.

Ideally, you should have a minimum of three months in your new role before you’re expected to take part in PRD as a reviewer. You should have sufficient time to familiarise yourself with your new role, and the roles and responsibilities of those who report to you. As a reviewer, you need to be in a position to lead meaningful conversations with reviewees about their performance and development. 

No. Staff within one year of retirement aren’t required to take part in the scheme — but you can do if you wish.   

The process normally takes place between April and October. If this doesn’t suit a particular faculty, school or unit’s workload cycle, they can ask the HR department to agree to a different timeframe for reviews.   

The PRD process starts in April–May each year. You’ll get a notification from your head of department and/or reviewer saying the process is ready to start, and the PRD forms are available on CoreTalent. Your reviewer will then contact you to set up a meeting time that suits you both.

Ideally, you should complete the PRD process within six weeks:

Week 1-2        

The reviewee prepares and submits Stage 1, the self-assessment document, to the reviewer.

Week 2-4         

The reviewer considers the self-assessment document and convenes a review meeting, with a follow-up meeting if needed.

Week 4-6         

The reviewer and reviewee sign off on Stages 2, 3 and 4 in line with what they discussed and agreed at the review meeting. 

The process can be completed within a shorter timeframe, but can also accommodate unanticipated delays, such as sick leave.

The reviewer, who conducts the review meeting, should have a direct or indirect reporting relationship to the reviewee. The reviewer may be:

• a head of department
• a line manager 
• a senior member of the department, nominated by the head — in consultation with the executive dean where relevant
• another senior member of staff nominated by the reviewer, with an indirect reporting relationship to them. 

The reviewer must be in a position to adequately review the reviewee's work and comment on their overall performance and development.

Your head of department will let you know. As outlined above, the reviewer will usually be your head of department or line manager. 

We suspend the PRD process for all staff on maternity leave. However, the PRD documentation will be available so the process can take place in line with PRD cycles as long as it doesn’t overlap with your maternity leave period, and you’ve attended work for at least six months in the 12 months before the start of the process. 

We suspend the PRD process for staff on long-term sick leave. However, the PRD documentation will be available so the process can take place in line with the PRD cycle as long as it doesn’t overlap with your sick leave period, and you’ve attended work for a minimum period of six months in the 12 months before the start of the process.

In these cases, we apply the same approach as for maternity leave and sick leave, which is to suspend the process.