For the current FY22, at least one performance and development check-in is required for benefited staff by June 30, 2022.
USU's Performance Development Program
Recognize. Engage. Develop. Empower.
Performance and development check-ins are a forward-focused
performance management process that helps employees to
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
- USU Performance Management Overview (PDF) | (PowerPoint)
- USU Performance Management Quick Facts and Talking Points (PDF)
- Leading at USU Part B: Performance Management (Live Training)
- Having Difficult Conversations (LinkedIn Learning)
- Having Career Conversations with Your Team (LinkedIn Learning)
- Coaching and Developing Employees (LinkedIn Learning)
- Developing Your Team Members (LinkedIn Learning)
- Recognizing and Rewarding Your Workers (LinkedIn Learning)
- Supervisory System Guide (PDF)
- Setting the Performance and Development Check-in Frequency (PDF)
- FAQs (PDF) - Coming soon
- Employee System Guide (PDF) - Coming soon
- Self Evaluation Guide (PDF) - Coming soon
- Goal Writing Guide (PDF) - Coming soon
- FAQs (PDF) - Coming soon
How often do we need to do performance and development check-ins?
Each department may select a recurring check-in cycle that works best for their team (e.g. quarterly, semesterly, semi-annually, or annually).
What are the performance and development steps?
4. Performance Management System - Employee Starts Check-in
7. Employee and Supervisor Sign-off
2. Logging into PMP
5. Supervisor Adds Comments and Requests Feedback
3. Setting Performance Management Notifications
6. Supervisor Prepares for Check-in and Check-in Conversation
What does the performance and development form cover?
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