Career Conversations - E-learning Module Now Live in EDGE
Staff's Guide to Career Conversations
This training walks you through the updated Career Conversations process, including what to expect at each stage, how to approach your self-reflection, and how the new rating scale works. Complete it before July 31.
Your Steps in The Process
1. Complete the e-Learning Module
A self-paced eLearning module is available in EDGE Learning. It covers how the process works, what the performance rating scale means and what to expect from August through October. It should take approximately 30 minutes. Complete this module by July 31.
2. Complete you Career Conversations Checklist
The staff window runs August 3–31. Complete your sections in EDGE Learning and submit by Aug. 31. After you submit, your supervisor reviews your submission in September and assigns a rating.
3. Meet with your Supervisor to Discuss
In October, you and your supervisor meet for a dedicated 1:1 to review ratings, discuss your work, and align on expectations going forward.
Frequently Asked Questions
The Career Conversations process must be completed by staff who have been in their role for at least six months. That provides enough time for the staff member to understand their position well enough to discuss performance and strategically plan for the future.
Prior to six months, supervisors and their staff should engage in regular feedback about job expectations and success as part of the onboarding process.
It can be difficult to express disagreement with a supervisor, but honest conversations make for better working relationships. If the supervisor chooses not to change the comments following a conversation, the staff member may document the disagreement on the Career Conversations submission.
The performance ratings, which are being introduced into the 2026 Career Conversations cycle, will help the university establish institutional baselines and act as the starting point for conversations in the coming years. As the Career Conversations model evolves, the university will evaluate how performance ratings can be aligned with workforce planning and programs, like compensation strategy, promotion decisions, succession planning, development approaches and others.
The Career Conversations process is not designed to be the first time that staff members receive feedback about their performance. Supervisors are expected to engage in Performance Management steps, such as coaching, recognition, documentation, expectation setting, and corrective discipline, if needed, as an ongoing component of their relationship with direct reports.
Please contact your HR team with questions.