Performance & Development Program

Staff Performance and Development Check-ins
Performance and development check-ins are a forward-focused performance management process that helps employees to thrive.

The practice involves ongoing check-ins between the employee and their supervisor to manage performance and coach career development. These ongoing conversations establish expectations, feedback, and any training needed to help them meet their goals.

Employees and supervisors complete a brief conversation and an online summary form each check-in. These conversations focus on the employee’s current job priorities and continued learning. Research shows these ongoing check-ins lead to strengthened work relationships and increased employee engagement.
Performance and Development System

Faculty Annual Review Upload
Faculty are reviewed annually through procedures established by each department’s faculty and department head, in consultation with the dean. The annual review evaluates the faculty member’s performance over a multi-year period and includes, at a minimum, an assessment of how well they have fulfilled the responsibilities outlined in their role statement. The department head or supervisor meets with the faculty member to discuss the review and provides a written report documenting the review. For faculty with term appointments, the annual review also includes a recommendation regarding renewal of the appointment, as applicable.

Once the annual review is completed, the department head or supervisor should upload the completed annual review documentation to ServiceNow using the Faculty Annual Review form.
For more information, see USU Policy 4004.12 – Review of Faculty.
Review Upload

Training
Guides

How often do we need to do performance and development check-ins?

Each leader will need to login to the system and select a recurring check-in cycle that works best for their team.

What are the performance and development steps?

The system will send a reminder email to the employee.

Step 1: Employee Starts Check-in (Self-evaluation)

The system will send an email notification to the supervisor.

Step 2: Supervisor Adds Comments

The system will send an email notification to the requestor.

Step 3: Request Feedback Needed?
If Yes, Step 4: Feedback Submitted Continue to Step 5.
If No, Step 5: Supervisor Prepares for Check-in
Check-in Conversation
Employee Sign-off

The system will send an email notification to the employee.

Supervisor Sign-off Form Completed

The system will send an email notification to the supervisor's leader for final year sign-off of last or only check-in.

What does the performance and development form cover?

Employee Form (non-supervisor)

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Accomplishments & Goals

What am I doing well to meet my essential job duties?

Grin Face

Respectful Workplace

Do I contribute positively or negatively to my work environment and team morale?

Light Bulb

Continuous Improvement

Am I ready for tomorrow's challenges? What am I doing to improve outcomes for our customers?

Leader Form

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Team Accomplishments

What has my team accomplished?

Grin Face

Team Vision & Goals

What is the vision for my team? If so, what is it, and how do I communicate it? How will team goals be tracked and reviewed?

Light Bulb

Team Culture & Engagement

What effort do I make to create an accountable and respectful work environment? What can I do to improve team culture/morale?

person with book

Leader Continuous Improvement

What am I doing to build my leadership capability? How am I applying leadership development opportunities to my role as a leader?

Will the performance and development program affect compensation?

Salary increases will continue to be based on employee performance or contribution, internal equity, and external market factors. These are the same factors that leaders in previous merit programs have used. While the new process does not include employee ratings, leaders will continue to align compensation decisions with employee work results, observable behaviors documented, and budget allowances. The new process elevates the frequency of manager and employee performance conversations in addition to conversations that focus on goals, growth and development.