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About Performance Review and Development

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Part 1 - Goals and objectives

In Part 1 for managers and professionals, individual goals are jointly set by the supervisor and staff member so that the staff member can see a connection between his or her individual efforts and the results to be achieved by the team. Individual goals are set in the context of the larger faculty/unit goals, which in turn are set within the context of the university's Strategic Plan.

Most roles have three to five key goals and objectives. Each goal should be set using the "SMART" criteria - Specific, Measurable, Achievable, Results-oriented, and Time-bound. An assessment of the degree to which the goal was achieved will be completed at the end of the performance year.

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 form can be viewed in pdf 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 do not apply to all roles, but are mutually selected by the employee and his or her supervisor because it relates 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 goals and objectives of the role.

UOIT is fostering an entrepreneurial culture that recognizes the contribution of each staff member as we continue to grow and evolve. At the core of the performance management process are a number of behavioural competencies, such as: Service Focus; Communication and Integrity; and Accountability. These competencies articulate the types of behaviours that are essential for our staff members to achieve their individual goals and objectives in a way that fosters and nurtures the type of culture we wish to create.

View the List of Competencies


Selecting complementary competencies for each UOIT role

During the planning meeting at the beginning of the planning cycle, the manager and staff member jointly determine which of the complementary competencies apply to the role of the staff member. Then, 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 and feedback, and work with the staff member to develop an action plan for any competencies that require further development.

The following provides an example of how the competency section of the form is to be completed. Please note that all that needs to happen at the beginning of the planning process is to select the competencies that are appropriate for the role.

Professional/Managerial staff should select up to four complementary competencies.



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


Part 3 - Overall summary of performance

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 form can be viewed in pdf 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 form can be viewed in pdf link at top of page


Part 5 - Employee career development

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 UOIT.



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


Part 6 - Employee comments and signatures

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 form can be viewed in pdf link at top of page


Signatures

After the Performance Review and Development form has been completed, the supervisor and employee will sign it to indicate the performance review has been carried out. The signature of the employee is to indicate 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 form can be viewed in pdf link at top of page
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