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Glossary

Accountabilities: job responsibilities, tasks, or initiatives that the employee is committed to accomplish during the upcoming review period.

Assessor: The person who provides the performance feedback to the staff member. Typically this should be the direct supervisor of the staff member.

Annual review: An assessment and two-way discussion of individual performance results, competencies, strengths and areas for development. The discussion is documented by completing and signing the Performance Review and Development form.

Common competency: A statement of desired knowledge, skills, abilities and behaviour that are common to all roles within UOIT and are a reflection of the values within the UOIT culture.

Complementary competency: A competency that is not common to all roles, but may be mutually selected by the supervisor and the employee because it relates to a specific role. A complementary competency describes the expected behaviours in achieving goals and objectives.

Goals: Goals are the activities, tasks, or initiatives that the staff member is committed to accomplish during the performance cycle. Well-constructed goals clearly define the desired end results and how success will be measured.

Next review date: The date that is mutually decided between the supervisor and staff member as the next time to discuss goals and provide feedback. This could be a mid-year date, or an end-of-performance-year date.

Other review: A performance review that is not considered annual or probationary and takes place during the performance review. This could include the following:

  • A mid year review to provide feedback and realign performance goals.
  • A review to identify and improve performance issues.
  • A review as a result of a transfer, promotion or change in leadership.

Probationary review: An assessment of performance that is provided to a new staff member upon the completion of the probationary period, which ranges from six to twelve months, depending upon the level of position within the university.

Period this review covers: For a typical annual assessment, the review period should be from June to May of the following calendar year.

Review date: The date that the review is started. This date should be used to initiate the performance review process of identifying goals, accountabilities and competencies.

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