Performance at IU

How does it work?

This uniform program of conversations about performance and development sets staff up for success by ensuring:

  • A clear understanding of expectations for all staff roles
  • Recurring two-way conversations between staff and leaders
  • Annual growth and development plans for every staff member
  • Consistent annual performance conversations with every staff member

The conversations that build our culture

One: Expectation conversations

Clarifying responsibilities helps our employees succeed.

Two: Check-in conversations

Creating a cycle of two-way feedback to keep goals in view.

Three: Development conversations

Identifying areas for each employee’s job and career growth, then creating an action plan.

Four: Annual performance conversation

A wrap-up conversation to identify successes and challenges.

Performance at IU’s annual cycle

The annual calendar
ConversationTimeframeAttestationFrequency
Expectation conversationNov.–AprilEmployee submits by May 15Required once per year
Check-in conversationOngoingNo attestationMonthly or more
Development conversationFlexibleNo attestationOne or two per year
Annual performance conversationNov.–AprilLeader submits by May 15Required once per year

Why do we use this process?

Results from the My Voice at IU staff engagement survey showed that IU has an opportunity to do better in collectively setting expectations with staff and providing related feedback. For our staff to succeed and feel engaged at work, they need to have regular, intentional discussions about performance and development.

These guided conversations can create a culture where role expectations are known, and conversations occur between leaders and employees that guide individual achievement and development.