On equal footing: the new Dialog appraisal interview

Onwards together: more discussion, less one-sided evaluation

The new concept shifts the focus of the interview from one-sided expectations and assessments from the perspective of the supervisor to a development-oriented dialogue on equal footing. Instead of rating performance and behaviour with a letter grade, employees and supervisors discuss in detail what has worked well ¨C or not so well ¨C over the past year. Questions like ¡°What can we do better in the future, either together or individually?¡± are at the heart of Dialog, as well as considerations of professional and personal development underpinned by the social and leadership competencies of ETH Zurich: ¡°How can I apply my skills and abilities to my work and contribute them to the team as a whole? How can I develop them further?¡±

It's important for both discussion partners to reflect on their collaboration and discuss opportunities for the employee to contribute their strengths. Supervisors should express their expectations concerning performance and behaviour so as to create a clear common basis for discussion and action. Dialog offers employees the chance to address their perspectives and their concerns, especially if they take the time to prepare well for the interview.

Keeping the lines of communication open

Supervisors are generally the ones who set up the Dialog meeting. However, employees can approach their supervisor at any time to initiate the Dialog process. Typically, it should take place once per year sometime between August and mid-October. Furthermore, it is recommended to have interim meetings to keep lines of communication open.

Good to very good performance now assumed

For employees who are part of the ETH salary system ¨C in concrete terms, for employees in technical and administrative roles, IT, laboratory jobs, senior scientists, established researchers and leading scientific staff ¨C the letter rating system that was previously in place (for example, A or A+) will be replaced by a supervisor assessment and the assumption that all employees are performing at a good to very good level.

This assumption also applies to an employee¡¯s individual salary increments. An employee's personal performance and behaviour can still be part of the assessment. The supervisor can enter a corresponding comment for the salary round, which allows for salaries to be adjusted taking other factors into account.

Fixed, lump sum or hourly salaries are not part of the annual salary around.

We will be publishing more about the ETH Domain¡¯s salary system in the internal news section over the next several months.

Seize the opportunity

The new approach offered by Dialog presents an opportunity to clearly communicate expectations about future collaboration, behaviour and performance, and to express mutual appreciation. These are important factors for a constructive working environment that fosters development and innovation.