Performance management program for employees
What is performance management?
Performance management is a tool for improving the work performance and productivity of individuals, teams and organizations. It is increasingly important in the public sector in responding to budgetary and fiscal pressures, increasing demands for public services, and the need for more transparency in reporting on the use of government funds.
Its proper implementation in the public service can help build and maintain trust between employer and employee, and create conditions to allow all employees to maximize their contributions and provide world-class service to Canadians.
The Directive on Performance Management sets out the responsibilities of heads of human resources regarding the administration of a consistent, equitable and rigorous approach to performance management across the core public administration.
The focal point of performance management is the performance agreement, which spells out the work expectations for each employee.
The performance management annual cycle
Performance management is an ongoing process that involves planning, developing, coaching, providing feedback and evaluating employee performance. The process must meet the requirements of the Directive on Official Languages for People Management.
Some performance management requirements are time-specific:
- At the beginning of the fiscal year, when performance expectations are established;
- At mid-year, when performance is reviewed; and
- By year-end, when performance is assessed.
Other requirements are ongoing and apply to activities throughout the year and for employees on probation. These include review panels.
If you are an employee of the public service, more information on the performance management program for employees is available on the GCintranet (accessible only on the Government of Canada network). If you are not an employee of the public service and have questions about this program, contact TBS Public Enquiries.
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