Through Career Conversations, you provide transparency, clarify expectations, and create actionable strategies to motivate, develop, and retain your team.
Your role in Career Conversations spans the entire August–October process. The training, resources, and support you need are all on this page.
1. Enroll in and complete the e-Learning Module
The supervisor module in EDGE Learning is available now, takes approximately 20–30 minutes, and covers the full process, how to complete each section, and what to expect.
2. Review and Rate Your Staff's Submissions
The supervisor window runs Sept. 1-30. Complete your review of each direct staff report's checklist submission in EDGE Learning and assign a rating.
3. Meet with Each Direct Report
In October, you and your direct staff reports meet for a dedicated 1:1 to review ratings, discuss their work, and align on expectations going forward.
Upcoming Office Hours
Live open office hours are scheduled throughout the fall. Use the link(s) below to enroll in EDGE Learning to receive the Zoom attendance link. Your HR team is also available for questions specific to your situation.
Coaching and Career Development Resources
SBI4 Model: A Quick Reference Guide
The SBI4 Model gives you six steps to turn one-way feedback into an actual dialogue. Use it to stay specific and keep your direct report talking, not just listening.
Situational Leadership® Application Plan
Use this Application Plan as a guide to develop your proficiency in applying the Situational Leadership® process with individual team members.
LinkedIn Learning: Supervisor Support
These supplemental resources are designed to support you as you guide staff through the Career Conversations process.
LinkedIn Learning Skills Library
Explore curated courses organized around different skills to review in order to support your staff growth planning process
Frequently Asked Questions
The Career Conversations process must be completed by staff who have been in their roles for at least 90 days. 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 90 days, supervisors and their staff should engage in regular feedback about job expectations and success as part of the onboarding process.
- Better performance and higher productivity
- Stronger teams and work groups
- More trust and a culture of positive change
- Greater job satisfaction and engagement
- Early signs of performance challenges
Supervisors should be honest and share their perspective throughout the year. Staff members should not be surprised by comments during the Career Conversations process. However, supervisors may note any disagreements in writing or invite the staff member to revise their content based on the discussion.
Exceeding should reflect impact that goes clearly beyond the normal scope of the role, not just doing the job thoroughly. Think about if the staff member’s contributions stand out in terms of scope, reach, or effect on the team or university.
Meeting is the expected and appropriate rating for most staff. It is a positive rating; it means the staff member is doing their job well.
Evolving means the staff member is partially meeting expectations.. If you believe someone is performing at this level, they should not hear about it from you for the first time at the October calibration meeting. Contact your HR team as soon as possible for guidance.
Developing means the staff member’s performance is not meeting expectations. You cannot assign this rating in September without prior documented coaching conversations. If you are considering this rating for any staff member, contact your HR team as soon as possible.
Not Measurable is for situations where performance cannot be fairly evaluated. This rating will not be used in year one.
Complete the supervisors EDGE Learning module training for more detailed definitions with observable behaviors. Your HR team can help you think through specific situations.
If you do not have specific documented performance goals, then ratings should reflect a staff member's overall contribution to their team and the institution.
Think about: Did this staff member consistently meet the core expectations of their role? Did they show up reliably, contribute to team outcomes, and handle responsibilities?
Contact your HR team before the September window opens.
An Evolving or Developing rating cannot be assigned without prior documented coaching conversations on record. If those conversations have not happened yet, you still have time to have them before September.
Your HR team can help you think through the situation and make sure the right documentation is in place.
If a staff member transfers to a new supervisor after the process begins, what happens to their submission depends on where in the process the transfer occurs.
If you have a specific situation — a staff member who is moving, has just joined your team, or is otherwise in transition — contact your HR team and flag it early. Do not wait until September.
HR will need to extend or modify the due dates for staff on extended leave who are impacted in their ability to participate in the process.
If you have staff in this situation, work with your HR team to determine the appropriate path.