1.4   Performance Management

Policy

Managers implement a performance management process to help employees meet the full requirements of their positions.


Questions And Answers

  1. Who is covered by this Policy?
  2. What is the purpose of this Performance Management Policy?
  3. What philosophy guides this Policy?
  4. Who is responsible for performance management?
  5. What is an employee's responsibility regarding performance?
  6. What support does Human Resources and the Civil Service Commission provide to managers?
  7. What is an example of a departmental performance management Policy?

Questions And Answers

1. Who is covered by this Policy?

This Policy applies to all departments and all employees employed under provisions of the Civil Service Act.

2. What is the purpose of this Performance Management Policy?

Cabinet approved this corporate Policy to help managers improve individual and organizational performance in keeping with the general management principles and Treasury Board planning guidelines.

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3. What philosophy guides this Policy?

The Government of Manitoba embraces a management philosophy which recognizes that people are the most important component in public service. This implies that employees are managed effectively and with appropriate respect for the individual. Employees have opportunities to develop their potential and use their abilities. They can expect to hear timely and balanced feedback on their performance.  Managers at all levels can address these objectives using the framework provided by this Policy.

4. Who is responsible for performance management?

The Deputy Ministers are responsible for:

Managers at all levels are responsible for:

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5. What is an employee's responsibility regarding performance?

Employees are responsible for:

6. What support does Human Resources and the Civil Service Commission provide to managers?

Human Resources is responsible for:

The Civil Service Commission is responsible for assessing departments' performance management systems and making suggestions for improvement.

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7. What is an example of a departmental performance management Policy?

This example of a department Performance Management Policy is consistent with the principles outlined in this general Performance Management Policy:

Management of Employee Performance

Policy:  Managers implement the department's performance management system to help employees meet the full requirements of their positions.

Purpose:  To help managers be accountable for the organization's results by effectively guiding and developing employees.

Description: Both managers and employees participate in the four phases of the Performance Management System:

1. Planning: The position duties are reviewed to ensure alignment with organizational objectives are recorded in an updated position description. The manager communicates performance expectations in writing and through discussion.

2. Performance Coaching: Managers provide on-going coaching and guidance to employees. Managers review the desired results and standards every four months to ensure they remain valid. Managers remove barriers to performance and take corrective action using a development plan, if required.

3. Performance Results: The manager and the employee compare the actual results obtained by the employee over the established time period to the expected results and performance standards for each position responsibility. Variances are identified. The manager records the findings objectively and concisely and the employee signs the review document with comments if desired. Performance standards and objectives may be revised if necessary.

4. Development Planning: The manager and the employee prepare a development plan to address gaps between actual and expected performance and to capitalize on the employee's strengths.

Responsibilities: Employees are responsible for performing work to standard.

Managers are responsible for:


Comment Boxes

Development Plan

A development plan includes:

  • nature and degree of change expected
  • development activities
  • time frames
  • accountability for each aspect of the plan.

Authority

Effective date June 25, 1986
Reformatted June, 1997
Amended January, 1999


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