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PMC Dig 171

The Performance Management Cycle at UOIT aligns performance reviews with the University's planning cycle. In the early spring, the University sets its academic plan, budget, and key objectives. These are then translated into department, faculty, team, and individual goals and objectives through the performance management process. The cycle begins in June/July with performance planning, where the employee and supervisor agree on accountabilities, competencies, expectations, and methods to measure results. Coaching occurs throughout the cycle. In April/May, a performance review is conducted to assess performance against expectations and discuss development. Preparation for the review takes place in March.

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72 views1 page

PMC Dig 171

The Performance Management Cycle at UOIT aligns performance reviews with the University's planning cycle. In the early spring, the University sets its academic plan, budget, and key objectives. These are then translated into department, faculty, team, and individual goals and objectives through the performance management process. The cycle begins in June/July with performance planning, where the employee and supervisor agree on accountabilities, competencies, expectations, and methods to measure results. Coaching occurs throughout the cycle. In April/May, a performance review is conducted to assess performance against expectations and discuss development. Preparation for the review takes place in March.

Uploaded by

kamarajchowdary
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PDF, TXT or read online on Scribd
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The Performance Management Cycle

Administrative/Technical

The Performance Management cycle at UOIT provides for a common performance review date which aligns with the University Planning Cycle.
The University academic plan, budget and key objectives are set out during the early spring - with the next natural step being to translate
University goals and objectives into the performance management process through department, faulty, team and individual goals and objectives.

Performance Planning
Beginning of the Cycle
June/July of Current Year
Linked to Compensation

Employee and supervisor meet to:


1) Review the employee’s position and key
Performance Review accountabilities. Ongoing Coaching
2) Decide how the employee’s accountabilities
and professional development plans relate to
End of the Cycle departmental needs and goals.
Throughout the Cycle
April/May of Following Year 3) Identify competencies that are to be
demonstrated at an ideal level when
performing these accountabilities.
4) Agree upon performance expectations and
Employee and supervisor meet to: clearly outline the results expected. Employee and supervisor meet
1) Review performance of accountabilities 5) Decide upon which methods will be used to periodically throughout the cycle to:
against the expectations agreed upon at measure the results. 1) Provide each other with feedback.
the beginning of the cycle. 6) Discuss available resources. 2) Discuss progress and reinforce
2) Review competency strengths and 7) Write down the action plan. achievements to date.
weaknesses. 3) Clarify any issues that may have
3) Discuss development of employee arisen.
skills, interests or career. 4) Modify the plan if priorities or
4) Record and sign the final performance circumstances have changed.
results. 5) Initiate action as required.

Performance Review
Preparation
Supervisor: Employee:
1) Gathers information from discussions throughout 1) Completes a self-assessment by reviewing
the cycle. March own performance over the past year.
2) Reviews employee’s performance results, of Current Year 2) Prepares ideas for next year’s development
strengths, skills, and competencies. plan.

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