Performance Development
Goal Setting
My HR Connection
Navigate Your Career
One-on-One Meetings
Performance Reviews
Resources and FAQ
Performance Development Cycle and Timelines
Goal Setting | Apr 1st - Jun 30th |
Performance Check-in Conversation |
Sep 1st - Nov 30th |
Performance Review Conversation |
Feb 1st - Mar 31st |
Steps in the Performance Development Cycle
- Goal setting
- Manager and employee meet and agree on goals and objectives
- Employee enters goals and objectives into My HR Connection
- Manager reviews and approves employee goals and objectives
- Manager and employee meet and agree on goals and objectives
- Mid-Cycle Performance Conversation
- Employee performs self assessment, updates status against goals and enters comments for discussion
- Manager review and feedback discussion
- Annual Performance Development Conversation
- Employee self assessment and enters comments for discussion
- Manager review, rating, and feedback discussion
- Employee sign-off
Log in to My HR Connection
My HR Connection is an integrated platform that supports Recruiting/Hiring, Job Postings and Performance Development.
Access My HR Connection to:
- See internal job postings
- Participate in hiring committees
- Set performance goals, update goal status, assess your progress toward your goals, provide feedback, and access your reviews
Log in using your:
- Banner ID
- Network Password
Begin using your Action Items as your starting point
User Guides
Please take advantage of the user guides to learn about the performance cycle processes.
Goal Setting Conversation Task:
Mid-Cycle Performance Development Check-In Task:
Annual Performance Development Conversation Task:
Six Conditions of High Performance
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Purpose - My work matters
There are different kinds of purpose:
- Task-related purpose: I know my work counts, so my efforts aren't wasted or excessive.
- Collective purpose: I can see how my work combines with others to create something none of us could achieve alone.
- Social purpose: I recognize that my work makes a worthwhile contribution beyond the success of our organization.
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Challenge - It's demanding
The greatest challenges are:
- Just out of reach: If your goal is just out of reach and you're not sure how you are going to achieve it, then you probably have an appropriate stretch goal.
- Aligned: Consider how your individual goals are aligned to your personal strengths and motivations, as well as the organization strategy and the goals of your team, department, and Faculty.
- Always up for review: The world around us is constantly changing, which means that our goals should be reviewed and possibly updated throughout the year.
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Growth - I'm getting better
We grow faster when we have:
- A Growth Mindset: I believe that I can get better, and I believe the same of my colleagues.
- A role that plays to our strengths: I am doing work that aligns to my aptitudes and uses my skills.
- Sight of better prospects: I can see that by getting better now, I'm more likely to attain something that matters to me in the future.
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Choice - I can decide
We keep our performance high when we choose to:
- Create social support: build a strong network of technical, emotional, and practical support.
- Adopt an optimistic outlook: Interpret challenges as short-term, and a source of insight.
- Focus on what's in our control: Draw on inner strength and grit to maintain effort and interest over time to sustain performance in spite of setbacks.
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Recognition - It's worth the effort
We feel most appreciated when recognition is:
- Fair: Above all, recognition is based on clear criteria and applied consistently across my peers.
- About me: Recognition is about me and what I did to contribute, not about the person giving it, the mood they happen to be in, or the kind of people they like.
- Differentiated: The difference between recognizing above-and-beyond performance and day-to-day work is proportional.
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Attention - You know how I'm doing
Feedback, positive or constructive, that makes the biggest difference includes the following:
- Situation: Context is provided and includes specific details such as when and where the event occurred.
- Behaviour: Describe the behaviour objectively. Say what was observed.
- Impact: Relate how the behaviour impacted you or others. Why does it matter? Who did it affect?
Get Support
For system support please contact hrsystems@ontariotechu.ca
For program support please contact performance@ontariotechu.ca
For recruiting/hiring support please contact HRrecruitment@ontariotechu.ca