Frequently Asked Questions

Who needs to participate in the Performance Conversation process?

Participants in the formal Performance Conversation cycles include benefit eligible staff who have been employed at 붚죕넜믿 for at least 30 days and their supervisors; however, all supervisors at 붚죕넜믿 are encouraged and expected to provide regular, timely, and balanced feedback to the individuals who report to them.

Important Note: If you or your supervisor do not regularly work the month of July, you may decide between yourselves if you would like to participate in the July cycle. If this situation applies to you, contact HR to opt-in prior to July 15.

What if I will be out on vacation and unable to complete my Self-Review while a Performance Conversation cycle is happening?

Performance Conversations happen four times per year in January, April, July, and October. The cycle will open in Bridge on the first of the month and will remain open one week into the following month.

A suggested timeline is provided if that is helpful for planning purposes; however, you may complete your Self-Review at any time while the cycle is open. We encourage you and your supervisor to plan ahead when you know you will be out during one of these months.

I am a supervisor. What should I do if I am out on vacation or leave, and am unable to complete Manager Reviews or Performance Conversations for those who report to me?

If you are out for an extended leave of absence, please contact HR to arrange for an alternate reviewer to be assigned for those who report to you.

Performance Conversations happen four times per year in January, April, July, and October. The cycle will open in Bridge on the first of the month and will remain open one week into the following month.

A suggested timeline is provided if that is helpful for planning purposes; however, you may complete your Manager Review at any time while the cycle is open. Performance Conversations can be started as soon as both parties have submitted their reviews and we encourage you and your team to plan ahead when you know you will be out during one of those months.

Can performance ratings be changed after the Self-Review and Manager Review have been submitted?

Yes, users can edit ratings and comments up until the supervisor clicks “Start” under the Performance Conversation step on their dashboard.

If a rating needs to be updated after the Performance Conversation has started, whether a Self-Review rating or Manager Review rating, please contact HR for assistance.

Can I turn off the email notifications when someone sets a goal in Bridge?

Unfortunately, we are unable to control Bridge notifications related to Goals.

I am a time-sheet approver, but am not the individual�셲 supervisor. Can you assign the Performance Conversation to someone else?

Yes, please contact HR in situations where you believe an alternate reviewer should be assigned.

Can we add learning that was completed outside of the Bridge system?

Yes! There are many valuable places that you may receive training to improve your professional skills and Bridge has a limited library of courses at this time.

To add external training courses you have taken, please use the Achievements area of the Performance Conversation. Reach out to HR for any support on adding external training or professional development you have engaged in.

My team sets annual goals. How does this work with quarterly Performance Conversations?

You and your team are encouraged to set goals on whatever timeline makes the most sense to you and your work. If you would like to continue setting annual goals, try to think about how they break down into smaller chunks at different times of the year. Specifying which part of the goal is being worked on during the next few months helps everyone understand the expectations.

I�셫 a new employee. Am I required to participate in the Performance Conversation?

If you have worked at CC for longer than 30 days by the time the cycle opens, you will be enrolled in the Performance Conversation cycle and be expected to participate.

What if I disagree with my performance rating?

We have implemented a performance rating appeal process for staff. The appeal process is available for employees who are contesting their performance rating and provides support and guidelines for the parties engaged in the process. Please reach out to Debi O'Connor for more information about how to engage in this process.