Performance Management (OPS)
Performance management is the ongoing communication process between you and your supervisor about how you are to perform your assigned duties and responsibilities.
It may include:
- identifying and describing work assignments and expectations;
- establishing performance expectations, commitments, deliverables, and measurements;
- giving, receiving, and documenting constructive feedback on your performance on an ongoing basis; and
- discussing performance development and training needs identified by you or your supervisor.
A Performance Development Plan (PDP) is an Employer tool to document your performance commitments. These commitments should be clear, measurable, specific, attainable, and realistic.
The intent of a PDP is for you and your supervisor to work together on an ongoing basis to:
- achieve optimum and measurable performance;
- meet operation plans and commitments; and
- facilitate continuous learning and ensure service improvements.
You can include your own comments at the end of your PDP and even attach an additional sheet if there isn’t enough space.
You have the responsibility to:
- develop a PDP in consultation with your supervisor;
- understand your specific duties, responsibilities, and accountabilities;
- understand the performance expectations established by your supervisor;
- identify your performance development needs to your supervisor;
- take proactive personal responsibility for your career to ensure ongoing development and career management;
- sign your PDP after you have reviewed it—which does not mean you agree with your manager’s comments or assessments, just that you have been given a chance to review it; and
- conduct yourself in accordance with your oath(s) of office and allegiance.
Your supervisor has the responsibility to:
- assist you in developing a PDP;
- establish specific work assignments and clearly explain your duties and accountabilities;
- set clear and appropriate performance expectations and ensure you have access to tools that will help you understand the performance expectations;
- coach you in identifying performance barriers and implement appropriate solutions;
- ensure your PDP is linked to operational goals;
- identify the link between your existing PDP and any temporary work assignments;
- evaluate your performance on an ongoing basis, and provide constructive feedback and support to improve your performance, as required;
- assess how well you meet expectations that are consistent with your job description and performance commitments;
- facilitate access to the learning opportunities identified in your PDP;
- apply corrective intervention as appropriate;
- conduct periodic performance review meetings;
- complete your annual performance evaluation and determine appropriate next steps (e.g. merit, corrective intervention); and
- document and maintain appropriate records, including making sure your PDP is accurate and up-to-date.
You have the right to be made aware of concerns related to your work performance within a reasonable time.
If you are invited to a meeting or counselling session about unsatisfactory performance or discipline:
- you have the right to be accompanied by an AMAPCEO Workplace Representative—please contact one for assistance right away; and
- you have the right to add your own comments at the end of your PDP and even attach an additional sheet if there isn’t enough space.
- you have the right to initiate an informal dispute—please seek the assistance of an AMAPCEO Workplace Representative.
Please contact an AMAPCEO Workplace Representative in your District. They do not have to be in your Ministry.
Your Workplace Representative may ask you to use the union’s secure web-based system, RADAR, to provide details about your situation. RADAR will help you and your Workplace Representative keep track of things without the privacy concerns that could come from using the Employer’s email system.