Penn State University Libraries - SRDP Frequently Asked Questions

Who completes the Staff Review and Development Plan?

All staff employees are expected to complete the Staff Review and Development Plan each spring with their supervisors. The University Libraries provides a general guideline, UL-HRG05, Annual Performance Reviews, which provides an overview of the purpose of the annual reviews.

What is the purpose of the SRDP?

The SRDP is valuable for both the employee and supervisor. Employees receive feedback about work performance and can also use the SRDP as a tool for professional development. It serves to reward a job well done and also to provide guidelines for improving performance, if needed. It is an opportunity for employees to sit down with their supervisors to discuss how things are going, and to raise any concerns either may have.

Is the SRDP required?

While it is strongly encouraged by the University Administration that an SRDP be completed for all staff employees, its completion is mandatory across the University Libraries.

Are salary increases tied to the SRDP?

Salary increases are partially tied to the SRDP rating. The University awards increases based on several factors, including merit, equity, market, and compression. Within the University Libraries the merit portion is dictated by the SRDP rating received.

What types of professional development activities should be listed?

It is difficult to come up with a list of what does and does not apply because the relevancy of the activities will vary with individual goals, department goals, and nature of the job. This should be discussed with your staff when preparing the development action plan for the coming year.

If an employee hasn't been here for the entire review period, should an SRDP be completed?

If an employee begins employment prior to January 1, an SRDP should be completed based on the portion of the year the employee has been in the position. Much of the information on the past year will discuss how the employee is learning the duties and adjusting to the new position. After January 1, a short summary can be completed for the portion the employee has been in the position. The main focus in these cases would be the completion of the development action plan.

What types of goals should be listed for the coming year?

Goals should be based on the person's performance in the position, professional development, department goals, University Libraries strategic planning goals, and University goals.

What kind of goals should I list if I have been in the position for years and there has been little change in my job?

Even though a person may be in the same job for years, work processes frequently change. There are changes in technology, department restructuring, changes in work distribution, and many other things that cause changes in how a job is performed. Goals can target keeping up with these changes, such as learning new technology, making processes more efficient, etc. Also, as indicated in the previous section, employees can find goals that support department, Libraries, and University goals and initiatives, such as the current University goal of becoming a more student-centered institution. If appropriate, employees can incorporate longer-term professional development goals (such as preparing skills for future promotional opportunities), which should be worked out with the supervisor.

How much time should I be spending on completing the SRDP?

No more than an hour should be needed to complete the review portion for each of your staff. If using the forms provided by the Office of Human Resources, you should be able to list the necessary information in the space provided. If you are not using a form, than the review should be no longer than one page, but no more than two (based on UL-HRG05). The intention is not to be lengthy, but to summarize and provide concise information. For the meetings with your employees, between ten and thirty minutes should be sufficient. Remember that the information discussed in the SRDP meeting should not be a surprise to employees, but a summary of discussions held throughout the year.