Directive on Performance Management

1. Effective date

2. Authorities

  • 2.1The directive is issued pursuant to the same authorities indicated in section 2 of the Policy on People Management.

3. Objective and expected results

  • 3.1The objective indicated in section 3 of the Policy on People Management applies to this directive.
  • 3.2The expected results indicated in section 3 of the Policy on People Management apply to this directive.

4. Requirements

  • 4.1The head of human resources is responsible for the following:
    • 4.1.1Administering performance and talent management programs in a fair and consistent manner in accordance with this directive and guidance from the Chief Human Resources Officer, Treasury Board of Canada Secretariat;
    • 4.1.2Determining, in consultation with the deputy head, the departmental criteria for talent management plans in accordance with the appendix to this directive;
    • 4.1.3Establishing an organizational review panel or panels and setting the terms of reference to oversee employee performance and annually assess the quality of the organization's performance and talent management programs in accordance with the appendix to this directive;
    • 4.1.4Ensuring that managers have guidance and support to implement their department's performance and talent management programs; and
    • 4.1.5Maintaining records on performance and talent management for all employees in accordance with the Privacy Act, using the system(s) prescribed by the Chief Human Resources Officer.
  • 4.2Managers are responsible for the following:
    • 4.2.1Conducting regular formal and ongoing informal performance discussions with each employee in accordance with each employee'_'s language of work rights;
    • 4.2.2Establishing an annual performance agreement with each employee;
    • 4.2.3Establishing an annual learning and development plan with each employee;
    • 4.2.4Supporting employees to perform effectively;
    • 4.2.5Assessing performance and assigning performance ratings annually;
    • 4.2.6Recognizing performance, both formally and informally;
    • 4.2.7Monitoring and reporting on the probationary periods of new employees in accordance with the Regulations Establishing Periods of Probation and Periods of Notice of Termination of Employment During Probation;
    • 4.2.8Establishing and supporting talent management plans for employees in accordance with the appendix to this directive; and
    • 4.2.9Establishing and implementing a performance improvement plan for employees whose performance is unsatisfactory, in accordance with the appendix to this directive.
  • 4.3Employees are responsible for actively participating in their organization's performance management program in accordance with the appendix to this directive.

5. Roles of other government organizations

  • 5.1The roles of other government organizations in relation to this directive are described in section 5 of the Policy on People Management.

6. Application

  • 6.1This directive applies to the persons and organizations listed in section 6 of the Policy on People Management.

7. References

8. Enquiries

Appendix: Standard on Performance Management

A.1 Effective date

  • A.1.1This standard takes effect on April 1, 2020.

A.2 Standards

  • A.2.1This standard provides details on the requirements set out in section 4 of the Directive on Performance Management.
  • A.2.2Standards are as follows:

    Performance agreement

    • A.2.2.1Performance agreements must include:
      • A.2.2.1.1Clear and measurable work objectives, with associated performance measures, that are linked to the priorities of the organization and of the Government of Canada;
      • A.2.2.1.2Observable and measurable expected behaviours;
      • A.2.2.1.3A learning and development plan; and
      • A.2.2.1.4Sign-off by the manager and employee acknowledging that the content of the performance agreement has been discussed.

    Mid-year review

    • A.2.2.2A mid year performance review must include:
      • A.2.2.2.1A review of progress against established work objectives;
      • A.2.2.2.2A review of whether the employee is demonstrating the expected behaviours;
      • A.2.2.2.3A review of learning and development needs and activities;
      • A.2.2.2.4Amendments to the performance agreement and learning and development plan, as required; and
      • A.2.2.2.5Sign-off by the manager and employee acknowledging that the content of the mid year review has been discussed.

    Performance assessment

    • A.2.2.3The performance assessment must include:
      • A.2.2.3.1A narrative assessment of performance that supports the assigned performance rating(s); and
      • A.2.2.3.2Sign-off by the manager and employee acknowledging that the content of the performance assessment has been discussed.

    Learning and development plan

    • A.2.2.4A learning and development plan must be developed for each employee and include:
      • A.2.2.4.1Employee career goals and aspirations; and
      • A.2.2.4.2Planned activities that support the achievement of the employee_s established work objectives, expected behaviours and continuous development.

    Talent management

    • A.2.2.5A talent management plan must be initiated when:
      • A.2.2.5.1Prescribed by the organization's performance and talent management program;
      • A.2.2.5.2Prescribed for the functional community to which the employee belongs;
      • A.2.2.5.3Required to support ongoing high performance; and
      • A.2.2.5.4Mutually agreed upon by the manager and employee.
    • A.2.2.6A talent management plan must identify the:
      • A.2.2.6.1Employee's career goals and aspirations;
      • A.2.2.6.2Employee's strengths and areas for development;
      • A.2.2.6.3Activities to support the continued development of the employee; and
      • A.2.2.6.4A timeline and milestones against which to measure the employee's progress.

    Performance improvement plan

    • A.2.2.7A performance improvement plan must be initiated when:
      • A.2.2.7.1Employee performance does not meet expectations; or
      • A.2.2.7.2Any time the manager determines that a performance issue needs to be documented.
    • A.2.2.8A performance improvement plan must include:
      • A.2.2.8.1Specific areas for improvement;
      • A.2.2.8.2Actions that will be taken by the employee to address the identified areas needing improvement;
      • A.2.2.8.3Description of the support that will be provided by the manager to the employee to improve performance; and
      • A.2.2.8.4A timeline and milestones against which to measure the employee's progress.

    Departmental review panels

    • A.2.2.9Departmental review panels will undertake the following:
      • A.2.2.9.1Ensuring that performance and talent management initiatives in the organization are conducted fairly and consistently;
      • A.2.2.9.2At least annually, reviewing data on the organization_s management of performance and talent, including progress made against individual action plans for improvement;
      • A.2.2.9.3Making recommendations to recognize exceptional performance, as applicable, in accordance with the organizational recognition program; and
      • A.2.2.9.4Making recommendations to the deputy head and head of human resources to improve the organization's performance and talent management programs, as appropriate.

© His Majesty the King in right of Canada, represented by the President of the Treasury Board, 2017,
ISBN: 978-0-660-09669-8