This section covers key elements of performance management, including performance planning, ongoing reviews, and annual evaluations. It explains the importance of a structured approach to managing employee performance and provides guidance on progressive discipline, from initiating the process to implementing corrective actions. Additionally, the section outlines the employment termination process, helping you handle terminations in a fair and consistent manner.
Performance management is a process by which managers and employees work together to plan, monitor, and review an employee’s work objectives and overall contribution to the organization, including its operational and strategic performance.More than just an annual performance review, performance ma...
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Performance planning is a collaborative process between managers and employees where job activities are reviewed and performance standards and expected results are discussed and agreed on. The performance plan should be documented, including any training or development plans needed to help the emplo...
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A performance management process includes an ongoing review of the employee’s progress in achieving established goals and coaching to support their performance and growth. Monitoring performance does not mean watching over every aspect of how employees carry out assigned activities and tasks, whic...
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The annual performance review aims to review, summarize, and confirm the employee’s performance during the annual review period. It should cover the goals and objectives the employee achieved and the competencies they demonstrated.Managers should review their supervisory notes and documentation ge...
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Important: This content is for general information purposes only. It’s about the discipline of an individual employee who is not covered by a collective agreement. If your organization has a collective agreement in place that includes a discipline process, follow it. This is not legal advice. This...
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Information gatheringYou and/or a senior member of your organization must find out all the details of the behaviour or performance issue to decide if progressive discipline is required. While the steps and methods will vary based on the circumstances, you should quickly gather information to learn t...
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When preparing to discuss disciplinary measures with an employee, consider the appropriate time, place and people, the employee’s privacy, the language and structure of the conversation itself, and the documentation methods used.Timing, place, and peopleA disciplinary conversation should be held a...
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This article is about the termination of employment of an individual employee who is not covered by a collective agreement. The content in this article is for general information only. It’s not legal advice. Review your jurisdiction’s employment and labour standards and human rights legislation ...
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Preparing for terminationMany employees in the nonprofit sector are very dedicated to the mission of the organization, its cause, and the employees they work alongside. This can make the need to terminate the employment of an employee even more difficult. If you must terminate the employment, rememb...
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