Performance Development

Last updated on July 10, 2024

Performance Development is about supporting supervisors and employees to have the right conversation at the right time.

The objective is to help employees achieve their goals, demonstrate corporate values, and pursue career and personal development.

Through the performance development process, employees and supervisors:

Build relationships and create trust
Collaborate to create goals
Identify strengths and areas for growth
Provide insight on working styles
Guide career development and foster retention
Build engagement and improve business results

The performance development approach is supported by the Performance Development Platform (PDP). The process and the tool are designed to provide a “light touch” and quick sign-off when things are going well and to offer more substantial support for focused or difficult conversations when needed.

Access the Performance Development Platform (IDIR restricted)

Performance development cycle

Performance Development does not operate on an annual cycle. Instead, employees are prompted to have at least one performance conversation with their supervisor every four months (three times per year).

This also means that goals captured in the PDP do not reset on an annual basis. They remain active in the employee profile until the employee and supervisor agree that they have been achieved or should be archived. Therefore, goals can be short, medium, or long term and can take multiple performance cycles to complete.

In addition, conversation due dates are based on individuals, not organizations. When an employee and supervisor sign-off on a conversation in the PDP, the employee’s next conversation due date becomes the date of sign-off plus four months. For example, if an employee and supervisor sign-off on a conversation on August 1, the employee’s next conversation due date will be December 1 (sign-off plus four months). The next conversation due date will also be updated when an employee begins a new role in a new position. In that instance, their first conversation will be due four months after the position start date.

Employees do not need to wait for the deadline to sign off on a conversation. They may choose to take more control of their performance development cycle by having conversations during slower times at work and effectively “resetting” their next deadline to four months later. Supervisors may also wish to stagger the performance development cycles of their employees by having conversations on a rolling schedule rather than all at once every four months. Or they can group them together if that makes more sense for them.

Performance conversations

The performance development approach includes supports for conversations focused on onboarding a new employee, goal setting, regular performance check-ins, career development, and performance improvement. Each of these count as a performance conversation.

Templates for each conversation type are available in the My Conversations area of the Performance Development Platform. Templates include suggestions for how employees and supervisors can each prepare for the conversation and a list of suggested discussion and coaching questions that can be used to help guide the conversation.

In addition, there is a Performance Conversations resource section that has guidance on how and when to use each conversation template and tips on how to make any conversation effective and meaningful.

Goals in the performance development platform

The My Goals section is a collaborative space where employees and supervisors can set work, learning or career development goals and track progress against agreed upon measures of success.

Each goal has a comments section to capture updates and feedback. Comments made here are not considered part of an official performance review. This area can be used to provide ongoing updates regarding goal progress and is a good reference when preparing for the official performance conversations captured in the My Conversations area.

Resources

There are extensive resources on using the PDP, setting effective goals, and having effective performance conversations right in the application. There are also video tutorials and a section of common questions and answers provided.

Access Performance Development Resources (IDIR restricted)

Accessing MyPerformance

The PDP replaced the previous performance management tool (MyPerformance) in summer 2023. All signed off MyPerformance records have been archived and provided to employees as view only.

You can still directly view and download your own records on this site; however, supervisors no longer have access to their employees’ archived MyPerformance files.

If supervisors need access, employees are encouraged to download copies and share directly with this supervisor. This is the fastest way to obtain records and supports employee/supervisor relationships.

If employees are unable to share their archived MyPerformance records, supervisors must submit an AskMyHR service request using the category HR Software Systems Support > MyPerformance System Archive.

Your personal information is collected by the BC Public Service Agency and your ministry pursuant to section 26(c) and 27(1)(f) of the Freedom of Information and Protection of Privacy Act for the purpose of managing and developing, staff training, educational and career development.

Access your MyPerformance Profile (IDIR restricted)

Contact us

Can’t find what you need?

Send an email to your ministry contact listed in the Resources section of the PDP: Resources - Performance Development Platform (gov.bc.ca) (IDIR restricted)

Submit an AskMyHR (IDIR restricted) service request to:

Myself > HR Software Systems Support > Performance Development Platform

If 'Your Current Supervisor' within the Performance Development Platform is incorrect:

Your supervisor needs to submit an AskMyHR (IDIR restricted) service request using the categories My Team or Organization > HR Software Systems Support > Position/Reporting Updates

If you're a B.C. government employee without an IDIR, call the BC Public Service Agency to submit your service request.

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The B.C. Public Service acknowledges the territories of First Nations around B.C. and is grateful to carry out our work on these lands. We acknowledge the rights, interests, priorities, and concerns of all Indigenous Peoples - First Nations, Métis, and Inuit - respecting and acknowledging their distinct cultures, histories, rights, laws, and governments.

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