Performance at IU
A culture of conversations
This performance management program is a consistent, collaborative, and ongoing process to help appointed staff achieve their full potential. Four simple conversations drive the annual process, with education, guidance, support, and templates to support each conversation.
How does it work?
Performance at IU is a uniform program of conversations about performance and development. It 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
Resources
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Why build a culture of conversations?
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 staff to succeed and feel engaged at work, they need to understand the expectations of their role and have related conversations about performance and development.
Four guided conversations can create a culture of conversations where role expectations are known, and conversations occur between leaders and employees that guide individual achievement and development.
Four Conversations that Build Our Culture
The Performance at IU program includes four guided conversations. Click a button below to learn about the four conversations that guide the annual program. (IU Login required)
Expectation Conversations Two:
Check-In Conversations Three:
Development Conversations Four:
Annual Performance Conversations
The Performance at IU Annual Cycle
| Conversation | Timeframe | Attestation | Frequency |
|---|---|---|---|
| Expectation Conversation | Nov.–April | Submitted by employee by May 15 | Required once per year |
| Check-In Conversation | Throughout the year, after Expectation Conversation occurs | No attestation | Ongoing, at least one 30-min. conversation per month |
| Development Conversation | Throughout the year | No attestation | One or two 30-60 min. conversations per year |
| Annual Performance Conversation | Nov.–April | Submitted by leader by May 15 | Required once per year |
