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THE BASICS |
Full performance conversations are held three times a year: some time in April-May, August-September, and December-January. Your supervisor will handle scheduling these.
These full conversations require you to have updated your profile in the Performance Development Platform. Your supervisor will initiate the conversation in the system - you just need to fill out the templates.
The platform has a large resources and FAQ section but reach out to your supervisor if you have any trouble.
Informal performance & development check-ins happen every 6-8 weeks (unless you and your supervisor decide to check in more often) and will take the place of your regularly scheduled 1:1 for the week. Your supervisor will handle scheduling these.
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1. Setting your goals
There are three mandatory CITZ Ministry work goals you need to fill out: Service Delivery, Collaboration, and Psychological Health and Safety.
There are two mandatory team work goals for this fiscal: Agile Practice & Self-Management.
You need to set at least one learning or career development goalper fiscal (if you and your supervisor have agreed on a passion/stretch project for you to do, include this).
You are welcome to fill out additional goals as you please.
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There are several templates in the system. Your supervisor will pick the one that works best for your conversation - you just need to fill it out.
If you prefer, you can leave the “comments” or “action items” sections of the template blank until you meet.
If you need time/capacity to update your profile before your next meeting, be sure to bring that up in sprint planning.
Your profile updates are due one week before your performance conversation.
3. Reviewing your supervisor’s comments and feedback
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CHECK-INS |
Much less formal, check-in chats happen mid-way between full performance conversations and require much less of you.
They’ll be highly individual, but you can expect three topics every time:
A review of your current goals and discussion on progress and blockers.
Feedback from your supervisor to you on your recent work.
Feedback from you to your supervisor on their management and what you need to be successful.