Skip to main content

About performance review and development

Part 1 - Accountabilities

For Administrative and Technical roles, this section is used to describe the major accountabilities of the position and to show how these accountabilities have a link to the success of the work unit and department. Most roles have three to five accountabilities. Examples of accountabilities for an administrative role would be:

  • To provide accurate, organized and efficient administrative support.
  • To respond promptly and thoroughly to requests for information.

Once the performance planning phase is completed, both the supervisor and employee sign Part 1. A copy is retained by the supervisor and staff member.



Screenshot of Performance Review & Development Form Part 1 - full pdf can be viewed in link at top of page


Part 2 - Competencies

What are competencies?

Competencies are statements that describe the behaviours, knowledge, skills and abilities that support the university's goals, objectives, culture, values, vision and mission.

There are two groups of competencies: common and complementary. Common competencies apply to all non-academic employees. Complementary competencies are not common to all roles, but are mutually selected by the employee and his or her supervisor because they relate to a specific role. A complementary competency is similar to a common competency in that it describes the expected behaviours as it relates to the accountabilities of the role and expected results.

View the List of Competencies

List of Competencies


Selecting complementary competencies for each role

During the planning meeting at the beginning of the planning cycle, the supervisor and staff member jointly determine which of the complementary competencies apply to the role of the staff member. At the end of the cycle, the employee carries out a self assessment to indicate the degree to which he or she demonstrated the competencies. During the end-of-year meeting, the supervisor will provide an assessment to offer feedback and jointly develop an action plan on any competencies that require further development.

Administrative/Technical staff should select up to three complementary competencies.



Screenshot of Performance Review & Development Form Part 2 - full pdf can be viewed in link at top of page


Part 3 - Overall assessment

Part 3 is completed by the supervisor and provides the staff member with an overall summary of performance. It transfers the overall numerical assessment from Part 1 Accountabilities.



Screenshot of Performance Review & Development Form Part 3 - full pdf can be viewed in link at top of page


Part 4 - Employee development

This section is used to identify training and development of skills and competencies for the immediate role.



Screenshot of Performance Review & Development Form Part 4 - full pdf can be viewed in link at top of page


Part 5 - Employee career progression

This section is used for situations where the employee has fully mastered all competencies for the current role, and/or is developing skills, knowledge and competencies for future roles within the university.



Screenshot of Performance Review & Development Form Part 5 - full pdf can be viewed in link at top of page


Part 6 - Employee comments and signatures

Employee comments

This section provides the opportunity for the employee to make some general comments and to indicate whether he or she agrees with the performance assessment.



Screenshot of Performance Review & Development Form Part 6 - full pdf can be viewed in link at top of page


Signatures

The supervisor and employee will sign to indicate the performance review has been carried out. The signature of the employee indicates that he or she has had the opportunity to be involved in the performance assessment process.



Screenshot of Performance Review & Development Form Part 6 Signatures - full pdf can be viewed in link at top of page
University of Ontario Institute of Technology logo