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Performance Management

Treasury Board has implemented a new Performance Management Directive. By April 1, 2014, each employee in the core public administration will have a new Performance Agreement with three to six work objectives drafted for the upcoming year. The Directive has come with much hyperbole and negative insinuations about civil servants’ performance. PIPSC was NOT consulted on this Directive. For many of PIPSC members, performance management is not new. Consistent, fair and helpful evaluations, which are consistent across the core public service, are not problematic. However, Treasury Board’s Directive, as is, does not meet these objectives. Some of the problems include,

  • The rating scales are confusing and unclear,
  • Work objectives as well as employee “behaviours” are evaluated, meaning that misconduct can be dealt with by performance absent normal protections,
  • Performance Agreements may be accessed by a broad range of individuals, outside employees’ immediate chain of command,
  • The Directive contemplates the withholding of a pay increment as an appropriate response to poor performance. This contravenes our collective agreements,
  • Performance Improvement Plans are mandatory for low performing employees regardless of the reason for poor performance (e.g. personal problems now remedied),
  • Managers are required to take only an insufficient amount of training on performance management before they are permitted to set objectives for and evaluate employees, and
  • Lack of accountability in the structure for poor managers and the impact of poor management.

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Latest News and Updates

  • Performance Management: The End-of-Year Review
  • Publish Date: 11-AUG-2015 09:57 AM
  • As the first year of the performance management program comes to an end, PIPSC has concerns. Problematically, Treasury Board directs managers to manage disciplinable behaviours using the assessment of core competencies (expected behaviours) in performance appraisals.
  • E-Learning program - Performance Management
  • Publish Date: 04-MAY-2015 11:24 AM
  • Our first e-learning course – Performance Management – is very relevant to all PIPSC members. It can be completed at any convenient time, in English or in French.
  • Grievances Regarding Performance Management
  • Publish Date: 09-SEP-2014 09:29 AM
  • We have already had reports of employees experiencing poorly worded and inappropriate objectives. Employees are also reporting unfair assessments of their past year’s performance.
  • PIPSC ensures Employee Privacy is Protected with Performance Agreements
  • Publish Date: 11-APR-2014 02:15 PM
  • PIPSC has expressed concerns with the potential impact of Treasury Board’s new Directive on Performance Management on employees’ privacy rights. In response to PIPSC’s concerns, Treasury Board has now clarified that employees’ privacy rights with their Performance Agreements will be respected.
  • Managing Performance Management
  • Publish Date: 04-FEB-2014 04:02 PM
  • Treasury Board has implemented a new Performance Management Directive. By April 1, 2014, each employee in the core public administration will have a new Performance Agreement with three to six work objectives drafted for the upcoming year.

About the Directive

The stated objectives of the Directive are to set out the responsibilities of deputy heads, managers, and supervisors regarding the administration...

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Tips for Employees

Participate in Departmental training; notify your steward if you are not permitted to participate in training

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Related Articles

Performance Management - Tips for a Successful Performance Assessment (PDF)
Publish Date: 09-SEP-2016 10:11 AM
 
Performance Management - Reminder
Publish Date: 25-JAN-2016 11:11 AM
 

FAQs on Performance Management

FAQs on Performance Management

What is the Performance Management Directive?

Is it any different from what we have had before?

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The Issue and Where we Stand

the Issue

Treasury Board declared that the government would be getting tough on so-called underperformers in the public service by introducing new mandatory performance reviews.

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