Performance Development

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)

On this page:

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 4 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 4 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 4 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.


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.

You can still access your past MyPerformance profiles and while you cannot copy records directly into the PDP, you can copy and paste any relevant text into the new format.

The MyPerformance system will remain available until the records are transitioned to a secure archive. Note: only MyPerformance profiles that have been signed by both employee and supervisor will archived. Please make sure all required records are signed off by both parties.

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 ( (IDIR restricted)

Submit an AskMyHR (IDIR restricted) service request to:

Myself > HR Software Systems Support > Performance Development Platform

If 'Your Current Supervisor' within MyPerformance 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.