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Ontario Tech acknowledges the lands and people of the Mississaugas of Scugog Island First Nation.

We are thankful to be welcome on these lands in friendship. The lands we are situated on are covered by the Williams Treaties and are the traditional territory of the Mississaugas, a branch of the greater Anishinaabeg Nation, including Algonquin, Ojibway, Odawa and Pottawatomi. These lands remain home to many Indigenous nations and peoples.

We acknowledge this land out of respect for the Indigenous nations who have cared for Turtle Island, also called North America, from before the arrival of settler peoples until this day. Most importantly, we acknowledge that the history of these lands has been tainted by poor treatment and a lack of friendship with the First Nations who call them home.

This history is something we are all affected by because we are all treaty people in Canada. We all have a shared history to reflect on, and each of us is affected by this history in different ways. Our past defines our present, but if we move forward as friends and allies, then it does not have to define our future.

Learn more about Indigenous Education and Cultural Services

Performance Development Cycle and Timelines

The performance cycle is:

Goal Setting                                                              April 1st – June 30th

Performance Conversation/Check-in                     September 1st – October 31st

Performance Conversation/Review                       February 1st – March 31st

Steps in the Performance Development Cycle

  1. Goal setting
  2. Manager and employee meet and agree on goals and objectives
    1. Employee enters goals and objectives into My HR Connection
    2. Manager reviews and approves employee goals and objectives
  3. Mid-Cycle Performance Conversation
    1. Employee performs self assessment and enters comments for discussion
    2. Manager review and feedback discussion
  4. Annual Performance Development Conversation
    1. Employee self assessment and enters comments for discussion
    2. Manager review, rating, and feedback discussion
  5. Employee sign-off

A smart art piece using circles of various colours to give a visible representation of the numbered list of steps found above.

Benefits and Responsibilities of the Performance Development Cycle

  • Benefits and Responsibilities for Managers


    • Establish clear, measurable expectations and create an inclusive climate conducive to success
    • Guide performance to ensure individual tasks contribute to the attainment of team and department goals
    • Identify opportunities to enhance performance and build new knowledge and skills


    • Provide support, guidance, ongoing coaching and feedback
    • Note accomplishments and provide feedback for enhancements
    • Cultivate the development and career potential of each individual
    • Leverage unique talents and differences
    • Foster a climate of respect and inclusion
  • Benefits and Responsibilities for Employees


    • Clarify goals and expectations
    • Receive feedback, resources, and training to meet goals
    • Identify performance and development goals and understand how they relate to team and department goals
    • Provide the opportunity to discuss performance and work challenges


    • Take the lead role in identifying areas to develop and commit to ongoing development
    • Be open to receiving feedback
    • Understand team and department priorities
    • Track performance and contributions and accomplishments
    • Contribute to respectful and inclusive climate
  • Benefits and Responsibilities for the University


    • Help managers and employees assess how performance development fits in the bigger picture
    • Support employees and teams to realize goals and objectives
    • Assist the department to determine whether skills and knowledge of employees can meet future needs of the organization


    • Provide the tools and resources that enable learning and growth
    • Provide guidance and information for managers and employees around best practices