Effective Date: December 1, 2015
Responsibility: Vice President, People and Culture
RULES AND PROCEDURES
- All employees and managers participate in the annual performance cycle, which corresponds with the Corporation’s fiscal year.
- The annual performance cycle includes at least one conversation in each of the following phases:
- Goal-setting: The employee and his/her manager establish a performance agreement that sets out goals relating to business priorities, the employee’s competencies, development and conduct, as well as the manager’s role in helping the employee achieve these goals.
- Coaching: The employee and his/her manager exchange performance-driven feedback at a frequency appropriate to the employee’s role to encourage both the employee’s development and the accomplishment of the goals set out in the performance agreement.
- Annual review: The employee and his/her manager review the year’s activities, progress and accomplishments at the end of each fiscal year to provide input into the goal-setting phase of the next annual performance cycle.
- Following the annual review phase, the manager assesses each employee’s performance.
- If an employee disagrees with the performance review, he/she must discuss this with his/her manager. The goal of this discussion is to allow both parties to determine the point of disagreement, express their respective viewpoints and try to arrive at a solution. Should an agreement not be reached, the employee is able to document his/her disagreement with the performance review.
All questions pertaining to the application of these Rules and Procedures should be referred to the local Human Resources office.