Performance and Development System
"PDS" for short, another way of saying "Employee Performance Plan and Review". A lot of employees hate these things. Even more managers probably do. In the many years I was self-employed, I never had to worry about being evaluated. With my prior employer, a fairly small company, a lot of times the reviews didn't happen. Here, in a company of thousands, they require it, and until everyone in a department gets one turned in, there's no annual bonus, or so they say. There's incentive!
Whether this sort of thing is necessary or not is a debate I don't plan to take up. There's a case to be made for just letting people do their jobs, but then the only time there's feedback is in exceptional cases, either when there's excellent work or a serious problem. Required annual performance planning ensures that employee and manager have a look at the past year and do a little planning. (Of course, there's no guarantee that either will take the process seriously.)
Because I've just filled out the "end-of-year" part of the form I started last January (print date: 1/21/2011), and because at that time I suggested some areas where I needed to improve, I can see that I've made a bit of progress. I still felt bogged down quite a bit during the year, but in filling out the "Results Achieved" boxes I realized that there were bright spots, too, things I just sat down and made happen, despite the "maintenance intensive" nature of the job that sometimes makes me feel like I'm just doing the same thing over and over. And those things are already making the "maintenance" part of the job easier, which can lead to more time spent on new things. It's actually encouraging.
Now, on to filling out the 2012 plan! (Okay, maybe the exclamation point isn't called for.)
Whether this sort of thing is necessary or not is a debate I don't plan to take up. There's a case to be made for just letting people do their jobs, but then the only time there's feedback is in exceptional cases, either when there's excellent work or a serious problem. Required annual performance planning ensures that employee and manager have a look at the past year and do a little planning. (Of course, there's no guarantee that either will take the process seriously.)
Because I've just filled out the "end-of-year" part of the form I started last January (print date: 1/21/2011), and because at that time I suggested some areas where I needed to improve, I can see that I've made a bit of progress. I still felt bogged down quite a bit during the year, but in filling out the "Results Achieved" boxes I realized that there were bright spots, too, things I just sat down and made happen, despite the "maintenance intensive" nature of the job that sometimes makes me feel like I'm just doing the same thing over and over. And those things are already making the "maintenance" part of the job easier, which can lead to more time spent on new things. It's actually encouraging.
Now, on to filling out the 2012 plan! (Okay, maybe the exclamation point isn't called for.)
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I hate those things! It never fails, the completion deadline is usually during a turnaround, vacation, or something else that causes you to stay late to get it finished. My headache about those things is that I generate the metrics that drives the up-line bosses performance plans. If they don't have a metric they need they call me to get it. So I have to stop working on mine to get their information for them. In the end I don't think it really matters.

Alan P. LaRue's Personal Blog on Pleonast.com