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Types of performance reviews

Annual performance review (12-month cycle: June 1 to May 31)

The annual performance cycle begins with a planning phase at the beginning of the performance year and concludes with a year-end assessment at the end of the performance year. The annual performance cycle applies to every full-time continuing non-academic staff member.

New employee probationary review

All positions at the university have a probationary period. The period of time ranges from six months to one year, depending upon the level of position.

When a new staff member joins the university, the supervisor will establish goals and objectives for both the probationary period, as well as for the rest of the performance cycle. This goal setting process should occur shortly after the employee begins his or her employment.

The supervisor will provide ongoing coaching throughout the probationary period and then carry out an assessment of performance prior to the end of the probationary period. The decision to continue the employment relationship beyond the probationary period will be made as part of this performance review. If the employee is meeting all job expectations, then his or her full-time regular employment will be confirmed. If not, the supervisor should consult with Human Resources.

Significant change in performance

During the course of the year, there may be a significant change in performance—which may be either positive or negative. If there is a significant positive change in performance, the supervisor may consider carrying out a mid-year review to provide feedback and realign performance goals.

If performance has deteriorated significantly, then it would be appropriate to establish a performance plan documenting where the issues with performance are and setting out a corrective action plan.

Promotion, transfer or change in leadership

There may be occasions when a staff member changes his or her role during the performance year due to a transfer, promotion or change in leadership. In these situations, the current supervisor should complete a review of the results achieved by the staff member. As well, if there is a change in supervisor, the departing supervisor may carry out a review of the employee's performance.

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