Call letter for 2021-2022 year-end performance assessments and beginning of year 2022-2023
March 29, 2022 - Defence Stories
This is the time to finalize 2021-2022 year-end performance assessments and to begin the 2022-2023 cycle for employees. After two years of constant change and uncertainty, we are starting to chart a path forward on optimizing a hybrid workforce. Your leadership is needed to ensure that this is appropriately reflected in the performance and talent management of your employees.
2021-2022 Year-end Performance Assessment
The year-end conversation is a good time to discuss and review the results achieved during the year, how they were achieved, and their impact. This year it is also a good opportunity to check in with employees and recognize their accomplishments and efforts during the pandemic when many employees worked remotely while others worked on-site to deliver results for Canadians.
Managers and employees are expected to have completed their year-end discussions and have them documented in the PSPM application by April 30, 2022. A snapshot of completion rates will be taken by TBS on April 30th at 11:59 p.m. PDT.
2022-2023 Performance Agreement
As we move towards a hybrid and distributed workforce, employee engagement, well-being and performance remain a priority. The time invested in developing and discussing performance agreements (PA), learning plans and other relevant sections of the PA with each employee will help ensure a quality work environment, where everyone contributes to the needs of the organization and takes advantage of what it has to offer for their personal development. It is also an opportunity to consider and discuss each employee’s role within the team, and how a hybrid and distributed workforce will impact their work, communications, expectations, norms, etc.
Managers and employees are expected to have completed their beginning of the year discussions and documented them in the PSPM application by May 31, 2022. TBS has not in years past, nor will it this year, take a snapshot of completion rates. We encourage organizations to use this deadline so that managers and employees focus on the return to a normal cycle as much as possible.
For more information, please consult the following resources
- Performance management for employees (accessible only on the National Defence network)
- Executive and leadership development: Performance management (accessible only on the National Defence network)
- Year-End Performance Assessment: Tips for Managers (accessible only on the National Defence network)
- Factsheet on Unconscious Bias in Performance Assessment (accessible only on the National Defence network)
- Performance management: Resources for supporting performance in a psychologically safe way, even when mental health is a factor (you are now leaving the Government of Canada website)