Discover: Replacing Performance Reviews with Growth Ownership: How Central Piedmont Is Embedding Continuous Development, Manager Accountability, and Employee-Led Growth
- Replacing outdated, inflated evaluation scores and once a year rating conversations with a continuous Individual Development Plan model that shifts ownership of growth back to employees, aligns development to competency frameworks, and reframes the manager’s role around year-round coaching rather than an annual numerical judgment.
- Elevating performance conversations by training supervisors in courageous conversations, performance coaching, and expectation setting, moving the institution away from “surprise discipline” and toward transparent, consistent, ongoing dialogue that improves clarity, equity, and trust across both staff and faculty groups.
- Early impact signals show stronger satisfaction, higher engagement with development planning, and increased demand from peer colleges to learn the model, positioning Central Piedmont as a sector leader in modern, employee-driven development at a time when community colleges are rethinking talent strategy, retention approaches, and the future of work.