Per SPP 309-01 and SPP 808, classified, university staff and non-faculty administrators must receive an annual performance evaluation. Consistent with ASU’s focus on innovating across all levels of the university, the College of Health Solutions will be moving into EDGE Conversations for staff to summarize performance for the 2020-2021 Fiscal Year: July 1st, 2020 – June 30th, 2021. All staff who worked during this time, regardless of funding source, both part-time and full-time, must have an evaluation (EDGE Conversation) completed. EDGE Conversations for Staff PRNs are optional.
- EDGE Conversations is a forward-focused performance management tool that helps employees to thrive.
- EDGE Conversations focus on four key elements that drive the continuous performance management process: Engagement – Development – Growth – Empowerment.
- This new approach prioritizes employee development, continuous two-way discussion, and career growth.
Starting with the 2021-2022 Fiscal Year, EDGE Conversations will become part of an employee-driven performance management practice centered around frequent, future-focused conversations that will replace our current annual staff evaluation process. Employees and supervisors will complete a brief conversation and an online summary form each quarter, focusing on the employee’s current job priorities and continued learning.
- The practice involves quarterly check-ins between the employee and their supervisor to manage performance and coach career development.
- These ongoing conversations establish expectations, feedback, and any training needed to help them meet their job goals.
Deadlines and Actions for 2021
Note: All resources below can be found on the OHR Performance Management webpage.
Before you begin
Before you begin
It is recommended that you take the EDGE Conversation training course before your first EDGE Conversation.
You can also check out:
Additional training sessions:
Supervisors – Maximize the benefit of EDGE Conversations
July 23, 2021
July 23, 2021
What should you do if you don’t agree with the comments? Please see Q&A below.
August 13, 2021
August 13, 2021
To be completed by the 10th of the first month for every new quarter.
Employees and supervisors will complete a brief conversation and an online summary form each quarter, focusing on the employee’s current job priorities and continued learning. Please use the steps above as a blueprint for the quarterly process.
Quarterly EDGE Conversations must be fully completed by employee and supervisor by the 10th of the first month for every new quarter. Example: Oct. 10, Jan. 10, April 10, July 10.
What if my employee does not schedule the ASU EDGE Conversations?
If your employee does not schedule the ASU EDGE Conversations, the supervisor should provide a deadline to the employee to encourage him or her to schedule the ASU EDGE Conversations. The supervisor should schedule the meeting should the employee not do so and discuss the future expectations.
As an employee, when should I start having ASU EDGE Conversations if I am hired mid-quarter?
Conversations should occur every quarter. A new employee who starts mid-quarter should have a baseline conversation with his or her supervisor about expectations, goals, and objectives shortly after hire. An EDGE Conversation would then begin at the start of the next quarter.
Why do I have to do this four times a year instead of once?
Employees and supervisors spent several hours once a year collecting data to complete evaluations with annual performance reviews. EDGE Conversations simplifies the process through regular check-ins that may already occur. Ongoing conversations eliminate the process of 12-month reviews for both the employee and the supervisor. Research shows that regularly conducted real-time, informal feedback increases unit efficiency and employee engagement, which leads to increased performance and goal attainment.
What if an employee does not agree with a supervisor’s feedback during an EDGE Conversation meeting or what’s documented on the form?
Honest conversations make for better working relationships. An employee may express concerns to his or her supervisor during conversations. As a supervisor, you should be prepared to listen to your employee’s feedback, whether in-person or written. Be flexible to make changes to the summary if necessary. If your employee’s concerns are not resolved, they may request a review by their next level supervisor per policies SPP 808: Performance Management for University Staff and SPP 309 -01: Classified Staff Performance Evaluation.
Will this new EDGE Conversations process affect the merit program?
No, salary increases will continue to be based on employee performance or contribution, internal equity, and external market factors. These are the same factors that leaders in previous merit programs have used. While the new process does not include employee ratings, leaders will continue to align merit increases with employee work results and observable behaviors documented each quarter. The new process elevates the frequency of manager-employee performance conversations in addition to conversations that focus on goals, growth, and development. It should be noted that decisions on the availability of funds for a merit program are made each year.