FY20 year-end Performance and Development Conversations are now being conducted. We know that this has been a tumultuous second half of the fiscal year for all of us, but we hope these conversations provide you an opportunity to reflect on the progress your teams have made through these challenging times, and to look toward the future.
For a variety of reasons, our performance and development conversations for FY20 will follow a different structure than in previous years. Here are some key changes for this year:
- Year-end conversations will be conducted via Zoom or Microsoft Teams rather than in person. We are asking managers to schedule these conversations with their direct reports.
- We are not using a paper form this year, and employees do not need to complete a self-evaluation. Instead, managers will briefly document the reflections and intentions discussed in the year-end conversation directly into PeopleSoft.
- Employees will receive email notifications from PeopleSoft when their documents are ready for review. Employees can add their own comments in the Employee Comments section, and then “acknowledge” the review to complete the process.
- The University has decided there will be no ratings in FY20. In PeopleSoft, the employee’s document will indicate “Not Applicable/No Rating” in the ratings field.
We ask that you complete your reviews in PeopleSoft by July 31st.
Though the process looks very different this year, it is more important than ever. Meaningful manager-employee check-ins are critical drivers for employee engagement and can support both organizational and team morale and provide a sense of continuity and forward progress. This is an opportunity to build upon conversations between managers and employees to reflect on all that has been accomplished, both individually and collectively throughout the academic year.
- Performance Management on Harvie
- Performance and Feedback Conversation
- High Impact Development Conversations
- Practical Tips for Coaching Conversations
- When Performance Conversations are Challenging
- Making Feedback Work
- Feedback Essentials
- Coaching as Conversation: A Guide for Managers
- Owning Your Own Performance Management: A Guide for All
If you have any questions, please feel free to reach out to a member of the Human Resources Team.