The federal government is introducing a mandatory system for tracking employee performance. It’s meant to boost productivity and ensure a “modern, effective and efficient public service,” according to Tony Clement, president of the Treasury Board.
“Complacency and the status quo are not an option. Excellence must be the benchmark,” he said. “Either poor performers improve and become productive employees or we will let them go.”
The Directive on Performance Management comes into effect on April 1, 2014, and applies to federal employees in the core public administration.
Each federal organization will have to establish an employee performance management program that includes requirements such as:
•mandatory annual performance management objectives for all employees, including commitments, performance objectives and expected behaviours, and learning or development plans
•mid-year evaluations of each employee
•annual written employee performance assessments at the end of each fiscal year
•an action plan to support and guide employees to improve performance within clear timelines
•mandatory attestation by deputy heads that an employee has successfully completed the probation period.
To support managers and supervisors in adopting the new directive, mandatory training will be provided, said the government. Each department will have a committee made up of senior officials to coach managers through the process. Managers will also be supported with additional labour relations advice, and a Labour and Employment Law Centre of Expertise is also being created by the Treasury Board secretariat to deal specifically with employment law and litigation.
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