It is important to understand that performance management is a shared responsibility between the supervisor and the employee. Both parties must play their respective roles and follow the guidelines. Your Local Union is here to give information and instructions to members as they navigate this new program. The Treasury Board has implemented a new performance management policy. By April 1, 2014, each member of the core public administration will have a new performance agreement with three to six work objectives for the coming year. The directive has led to a great deal of exaggeration and negative insinuations about the performance of public servants. [unions were] NO consulted on this directive. All employees have the right to associate their direct superiors and/or executives with a debate on the adequacy and adequacy of performance targets. It is important to ascertain whether the objectives are adequate and reasonably achievable, given the current circumstances, i.e. staff and workloads, management support, priority changes, accommodation requirements, collective agreements, etc. Although this form is called a performance agreement, you will find in different sections of the form that your signature is only a confirmation and not an agreement with the content. The AJC recommends that LPs provide confirmations, with or without comment, as the LPs deem appropriate. In response to the current pandemic, PSPC has implemented new timelines for current talent, performance and learning activities, in line with the deadline proposed by the Treasury Secretaries` Council of Canada.
The deadline for the 2019-2020 performance evaluation for eligible non-EX is June 30. July 31 is the deadline for all executives and employees: Performance Management is a tool to improve the performance and productivity of individuals, teams and organizations. In the public sector, it is increasingly important to respond to budgetary and budgetary pressures, increasing demands on public services and the need for greater transparency in reporting on the use of state resources. The timetable for implementing the directive is tight. Executives will be trained on March 31, 2014 through online certification (maximum 1.5 hours of classes). The review bodies are expected to be established in September 2013. The first discussions on performance management with workers under the new directive will take place between January and March 2014. The first performance management agreements are expected to come into force by April 2014.
The Performance Management Directive imposes an annual performance agreement for each worker. These include a list of expected behaviours and SMART work objectives related to departmental and government priorities. An important point that is often misunderstood is this: signing the performance evaluation does not mean that the employee agrees with the evaluation – that means he has read the agreement. This is a form drawn up by the Treasury Board after the implementation of its Performance Management Directive. This form has been adapted, as stated in our March 25, 2014 press release, to ensure that the performance management principles contained in our collective agreement are respected. Performance management is an ongoing process that includes planning, development, coaching, feedback and evaluation of staff performance.