Performance Development
The performance development cycle includes the collaborative stages involved in the process of planning, monitoring, and reviewing performance. The process is centred on setting goals that are aligned with the strategic objectives of the organization.
Performance Development Cycle – Timeline and Steps
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Performance Cycle Timeline
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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
- Goal setting
My HR Connection
My HR Connection is an integrated platform that supports Recruiting and Performance Development.
Probation
During probation, goals should be documented in My HR Connection.
Goal Setting
Goals set the stage for a successful year by clarifying priorities, inspiring innovation, and cultivating opportunities for development.
Mid-Cycle Review
Mid-cycle reviews are conducted September 1st to November 30th. This is a time to update your status in the system.
Performance Review
Annual, mid-year, and probationary reviews build a formal record of an employee's achievements, development, and growth.
Resources and FAQ
Resources and frequently asked questions about the Performance Development process.
Get Support
System support: hrsystems@ontariotechu.ca
Program support: performance@ontariotechu.ca
Recruiting/hiring support: HRrecruitment@ontariotechu.ca