Performance Development Process Redesign Update

The current Performance Development Process (PDP) and related tool (the PDP planner) are currently under review by a strategy design team that was charged by the College Operations Council (COC) in May of this year to redesign the process.

“The process and tool have both been used several years and, coupled with the recent adoption of a board policy requiring that each employee receives an annual performance evaluation, the time is right to re-evaluate the way employee performance is assessed,” said Amy Bosley, associate vice president of organizational communication and development.

The team met monthly between May and September of this year to evaluate our current practices, gather feedback from colleagues, and create a set of recommendations to be implemented with a redesign of the performance development tools.

In addition,  a purpose statement and a set of design principles for the performance development process were also developed and will be presented to the COC at the October meeting for approval. The purpose statement and design principles can be downloaded here.

The next step in this work is to redevelop the process and recreate the forms in an electronic format, both of which will be pilot-tested with a small group. Read The Juice for further updates in the coming months.

Your feedback on the process, the purpose statement, and the draft design principles is welcome.

Please leave a comment below, or contact Amy Bosley at or at extension 8255.


  • Adam Talbot said:

    The "ongoing conversations" portion is somewhat confusing. Though I understand that the conversations certainly are ongoing, aren't we trying to develop realistic goals and expectations for that year or are we more focused on future goals and expectations? I ask this question because if the conversations are ongoing, that means you can simply state that you haven't been able to "get to it yet" therefore the PDP loses value.

    PMMon, 05 Nov 2012 17:01:48 +0000Mon, 05 Nov 2012 17:01:48 +0000pm12,5:01 pm

  • Amy Bosley said:

    Hey there, Adam! Thanks for reading the draft design principles and for taking time to comment. Yes – we want all college employees to have realistic goals and expectations for their work. The "ongoing conversations" principle is focused on ensuring that supervisors don't just have one conversation about performance with their direct report each year but rather, have regular and meaningful conversations in which the employee has the chance to understand what is going well, where adjustments may be needed in performance or work behaviors, etc. What we don't want is an end-of-the-year performance conversation that is full of surprises about performance and/or work behavior problems that the supervisor has "saved up" for the annual review. Does that make sense? If not, write back! I'll subscribe to the comments so I can offer a more prompt response.

    PMSat, 24 Nov 2012 20:23:50 +0000Sat, 24 Nov 2012 20:23:50 +0000pm12,8:23 pm

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