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Getting Started

Performance planning is the first step in the UOIT Performance Development and Review process. A successful planning process should:

  • Align individual efforts with the broader context of the department and university.
  • Define clear goals, and performance expectations.
  • Identify action plans.
  • Define common competencies and complementary competencies essential for achieving results.
  • Set the stage for ongoing feedback between the supervisor and employee.
Performance planning meeting

The performance planning meeting occurs at the beginning of the performance cycle. The purpose of the meeting is to:

  • Communicate key expectations, role accountabilities and university/department/faculty priorities to each staff member.
  • Establish a process whereby the supervisor and staff member reach agreement on accountabilities and goals for the upcoming year.
  • Develop an action plan that specifies how goals will be achieved, and the timetable for achieving them.
  • Discuss and anticipate possible obstacles to achieving goals, and determine what action is needed to overcome them.
  • Identify common and complementary or role specific competencies
  • Discuss current level of performance relative to expectations and identify areas of strength and areas requiring improvement.
  • Set the stage where ongoing feedback can occur. Decide how ongoing feedback will be provided to the employee.

Both supervisors and employees need to prepare for the planning meeting. They can prepare by doing the following:

Supervisor
  • Schedule the performance planning meeting (up to one hour) with each employee.
  • Provide the employee with the information they need to complete their planning document.
  • Review guidelines on Goal Setting.

Employee

  • Review the department or faculty goals and think about how your job contributes to achieving them.
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