- The model encourages frequent intentional touchpoints (once every two weeks) which are informal in nature combined with recommended quarterly formal discussions.
- These quarterly discussions begin with goal setting and development planning followed by recommended quarterly meetings to assess progress (review performance) against agreed to goals and plans, revise goals as needed and assess the attitudes and behaviours expected in alignment with U of S values and U of S competencies.
- The development planning portion of the discussion provides an opportunity to fulfill a people leader’s obligation to review spending plans for any professional expense funds (where applicable) provided by the university to support employee development.
The Career Engagement Field Guide for People Leaders and Employees has been created to support this new model. If your unit has not yet implemented Career Engagement, continue with your current performance management framework and processes. As implementation is happening in a unique way within each unit, please contact your human resource strategic business advisor (SBA) for confirmation.
Assistance with corrective action/progressive discipline can be provided through your HR SBA to ensure compliance with applicable collective bargaining agreements.