2025 Performance Development Discussion Process Begins April 28!
NSM is pleased to announce the kick-off of the
2025 Annual Performance Development Discussion process on Monday, April 28. Our Employees are NSM's most important resource, and the annual Performance Development Discussion is an opportunity for employees and their leaders to engage in meaningful, two-way conversation related to successes, opportunities and career interests. It is a time for managers to listen and learn how to better support their teams.
All employees hired before January 1, 2025 will participate in the Performance Development Discussion process.
2025 Performance Development Timeline At-A-Glance
Self-Reflection
The process begins with each employee providing feedback on their own performance by completing a simple ‘Self-Reflection’ in UKG. It is a great way to highlight areas you feel good about, areas you’d like to improve, and how you can be developed for growth and future opportunities. Plus, your manager wants to hear how you are doing, and how you can be better supported.
Eligible employees (those hired before January 1, 2025) will receive an email notification on April 28 when your Self-Reflection form is ready for completion. The
deadline to complete your Self-Reflection is May 9, but we always recommend getting it done as early as you can.
Tip for Success
Use the 2025
Employee Performance Development Guide, for detailed information, including a step-by-step job-aid, that will assist you throughout each section of the process.
The Performance Development Discussion Contains Four Simple Sections
- Review of HEARTS values and Overall Performance in the role
- Open Ended Questions (intended for brief, bulleted comments)
- Areas where you demonstrate strong performance
- Areas where you’d like to seek improvement
- Growth and development opportunities
- How can your manager offer additional support
- Overall Comments (as needed)
- Final Score
As you complete your Self-Reflection, consider the following:
- Areas of strong performance
- What do you consistently do well?
- What areas do you exemplify strengths?
- Where do you go above and beyond?
- Areas to seek improvement
- Think about job responsibilities or key measurements in which you could useimprovement.
- Think objectively about areas of improvement that if developed, would elevate yourefficiency and effectiveness.
- Growth and development opportunities
- What are your career aspirations and desired areas of growth?
- What do you feel passionately about as it relates to your career?
- Are there any career paths that interest you?
- As your manager, where can I offer additional support?
- What can your manager do to support you better?
Your HR team will be actively leading this process. Please don’t hesitate to contact your HR Business Partner with any questions or to receive additional guidance.
Thank you!
Human Resources