Performance Development and reviews are about growing as an employee and taking a look ahead, tapping into your strengths as an employee and adding new skills. The underlying purpose of development may be to enrich your existing job, expand your capabilities within the organization or to improve job satisfaction.
Creating an Exceptional Work Environment
Performance development conversations help employees communicate with their managers, providing an opportunity for discussion, exchanging ideas and assisting with individual growth. The key goal is to ensure both the employee and the manager have a common understanding regarding performance expectations for the role.
True performance development comes in a number of forms. The quality of the conversation is more important than the specific tool used. The following performance development tools are very different in style. Review the various options provided below and determine which model makes most sense for you.
Performance Development Tools
Strength-Based Model for Performance Development and Review:
The Model for Performance Development and Review at UBC reflects a strength-based approach, designed on the principles that engaged employees have a direct impact on the level of client / customer engagement, on the nature of peer/staff relationships, and finally, on the degree to which bottom line business results of the organization are achieved. The tool includes both a self-assessment and a section for the manager’s feedback.
A Self-Assessment Review provides and opportunity for you to self-reflect and provide insight into your preferred work style an environment; focus on strengths as well as developmental areas; and set goals and objectives to help determine specific work/career goals and training objectives.
- Self-Assessment and Goal Setting Document for Probationary Employees:
- Self-Assessment and Goal Setting Document for Non-Probationary Employees:
Competency-Based Model for Performance Plan and Review:
Competencies are the knowledge, skills and behaviours required to perform a job. UBC does not have a University-wide competency based program but you will find parts of the University that have adopted a competency base approach.
The Performance Plan and Review is designed to assess, evaluate and document the performance of an employee and provide an opportunity for the employee and supervisor to discuss progress.
- Probationary Performance Plan and Review Document:
- Non-Probationary Performance Plan and Review Document:
Timelines for Reviews:
For each employee group, the performance review document for probationary and non-probationary employees is completed based on the recommended review schedule below:
At least two performance reviews during the probationary period (preferably at the end of month one and month two, but no later than month three)
At least once per year after the successful completion of probation
At least two performance reviews during an employee’s probationary period, prior to the final month of probation
Once per year after the successful completion of probation
contact your Department Administrator or HR Advisor at the FOM as each department may use their own performance review document. For additional information, see your Department Administrator, HR Manager or Faculty of Medicine HR Representative.