On behalf of Indiana University, IU Human Resources is phasing in a new, uniform performance management process for staff employees over the next three years called Performance at IU: A culture of conversations.

Why?

Results from the 2022 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.

“There is nothing more foundational to employee engagement than ensuring that clear work expectations are had by staff, and that continuous conversations about growth and development are occurring between staff and leaders,” said Todd Richardson, chief human resources officer and vice president for human resources.

About the program and the ‘culture of conversations’

This new performance management program is a consistent, collaborative and ongoing process to help staff achieve their full potential through clear expectations, conversations between staff and leaders, frequent feedback, and a focus on professional growth and development. The program repeats annually, with achievable and measurable quarterly goals built around conversations.

Four purposeful, guided conversations between staff and their leaders will help IU build a “culture of conversations” and, in turn, help IU:

• Ensure staff know what is expected of them and how they can succeed.
• Reduce barriers to staff success.
• Drive accountability and performance.
• Enhance staff engagement.
• Strengthen IU’s ability to attract, retain and inspire talent.

2023 rollout and initial participants

This program will be phased in for all IU staff over three years. For participants, each quarter of the year will focus on learning how to take part in a guided conversation. Education, guidance, support and templates for each conversation will be available.

The staff and leaders of the units below are officially participating in the 2023 rollout:

• University Administration.
• Regional campuses.
• IU School of Medicine.
• IU Jacobs School of Music in Bloomington.
• IU McKinney School of Law at IUPUI.
• IU Police Department.

Staff members represented by a union will not participate in 2023, with the exception of AFSCME Police.

 What’s next?

The goal of the first quarter is for staff to participate in a simple, guided “expectation conversation” with their supervisor to ensure they have a clear understanding of the responsibilities of their role. Staff will then “attest” to participating in these conversations using a quick online form.

Goals for the remaining three quarters will focus on learning how to have regular check-in conversations, development conversations and annual performance conversations.

Leaders and staff will receive emails from IU HR sharing expectations, goals, deadline reminders and links to available training, guidance and support. HR professionals representing the participating units can also assist staff and leaders.

Leaders in the participating units have already begun to receive information from IU HR, and staff should watch their email for initial details this week.

“Some areas of IU do a great job setting expectations and holding regular conversations, and some don’t,” Richardson said. “This is IU’s opportunity to bring the entire university, over time, onto the same path that leads to greater engagement and success. HR professionals across IU will be supporting you as we bring this new culture of conversations to life together.”

Learn more

Participating staff and leaders are encouraged to learn more about the new program at HR’s Performance at IU website, and check out the FAQ for answers to frequently asked questions.