Performance Development

Performance development supports supervisors and employees to have the right conversation at the right time.

Performance development helps employees:

• Achieve their goals
• Show the corporate values
• 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

Participate in the performance development process by accessing performance conversation and goal setting resources and templates from either:

• The Performance Development Platform (PDP) (IDIR restricted)
• Performance conversation resources and Goal setting resources on Careers & MyHR

Use these to:

• Have a quick conversation and sign-off when things are going well
• Find supports for focused or difficult conversations when needed
• Create goals and track goal progress

On this page:

• Performance development cycle
• Performance conversations
• Goal setting
• Resources
• Accessing MyPerformance
• Contact us

Performance development cycle

Performance development does not operate on an annual cycle. Instead, the PDP prompts employees and their supervisors to have and document at least one performance conversation every four months (three times per year).

Each employee has their own performance development cycle. 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.

The next conversation due date is also updated when an employee begins a different position. In that instance, their next conversation due date will be four months after the changed position start date.

Employees do not need to wait for the deadline to sign off on a conversation. Employees and supervisors may choose to:

• Have conversations during slower times at work
• Stagger conversations with their employees so that due dates do not all occur at the same time
• Group them together for ease of scheduling

Each employee being on an independent performance development cycle means goals captured in the PDP do not reset on an annual basis. Goals remain active in the employee profile until the employee changes the status of the goal to achieved or archived. Thus, goals can be short, medium or long term and can take more than one performance cycle to complete. 

Performance conversations

The performance development approach includes supports for conversations focused on the following. Each of these count as a performance conversation:

• Onboarding a new employee
• Goal setting
• Regular performance check-ins
• Career development
• Performance improvement
• Organizational change (resources only available on Careers & MyHR)

In the My Conversations (IDIR restricted) section of the PDP, you can: 

• Find templates for each conversation type
• Review suggestions for how employees and supervisors can each prepare for different conversation types
• Review lists of suggested discussion questions to help you guide the conversation
• Review the Performance Conversations (IDIR restricted) resource section with tips on how and when to use each conversation template and how to make conversations effective and meaningful

In the Performance conversation resources section of Careers & MyHR, you can: 

• Find MS Word versions of templates for each conversation type
• Review suggestions for how employees and supervisors can each prepare for different conversation types 
• Review lists of suggested discussion questions to help you guide the conversation 
• Find additional conversation resources related to Organizational change

Goal setting

Employees and supervisors can collaborate to set work, learning or career development goals. Comments made regarding goals are useful for providing feedback, tracking progress and for preparing for performance conversations.

In the My Goals (IDIR restricted) section of the PDP, you can: 

• Create new goals (work, learning, career development or private)
• Add comments to capture updates and feedback 
• Access more supports in the Goal Setting resource (IDIR restricted) section

In the Goal setting resource section of Careers & MyHR, you can: 

• Access the Create a goal template (MS Word version)
• Use the template to create a work, learning, career development or private goal
• Use the template to add comments to capture updates and feedback
• Access resources to help you set effective goals 

Note: Any comments made in the My Goals section of the PDP or in the Create a goal template (MS Word version) do not impact the calculations of next performance conversation due dates.

Resources

The PDP includes extensive resources on using the PDP, setting goals and having performance conversations. Also included are video tutorials and a section of answers to common questions.

• Access Performance Development Platform Resources (IDIR restricted)

Accessing MyPerformance

The PDP replaced the previous performance management tool (MyPerformance) in summer 2023. The BC Public Service Agency has archived all MyPerformance records.

As an employee, you can view and download your own archived records on MyPerformance.

As a supervisor, if you need access to the archived MyPerformance records of an employee you supervise: 

• Ask the employee to download a copy of their records of interest and to share these with you. This is the fastest way to obtain records and supports employee supervisor relationships
• If the employee is unable to share their archived MyPerformance records, submit an AskMyHR service request. Use the category HR Software Systems Support > MyPerformance System Archive 

The BC Public Service Agency and your ministry collect your personal information pursuant to section 26(c) and 27(1)(f) of the Freedom of Information and Protection of Privacy Act. They do so 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 Contact Us 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 to:

• 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.