Performance Management Agreement Process and Tips

🚧 This page is under development.

Here you’ll find documentation relevant to the Performance Management Agreement (PMA) cycle.

Browse by topic

• PMAs for Non-EX employees
  • Beginning of the year: establishing a PMA
    • Defining work objectives and core competency indicators
    • Developing learning and development plans
  • Mid-year review
  • Year end review

Not finding what you’re looking for? Share your feedback and we’ll work on adding it. 🔒 ↗️

PMAs for Non-EX employees

Beginning of the year: establishing a PMA

• ESDC’s Corporate Guidance on Performance Management and Talent Management 🔒 ↗️ This deck is an overview of the beginning of the year performance management process as outlined in five key steps.
• Defining Performance Expectations: work objectives and core competencies
  • Work objectives cascade down from the organization’s most senior manager to the most junior employee. GC wide 🔒 ↗️ and Departmental Management Commitments are currently being finalized. As soon as they are available, they will be shared here.
  • Work Objectives:
    • You will be required to establish three to six work objectives for your employees or yourself.
    • ESDC’s Corporate Guidance on Work Objectives: 🔒 ↗️ outlines how objectives cascade down as well as providing tips on how to establish SMART work objectives.
    • Examples of SMART work objectives: 🔒 ↗️ provides generic examples of SMART objectives and indicators and provides the formula (what? / how? / when?) for establishing work objectives for your employees or yourself.
    • Checklist—Meaningful and SMART Work Objectives: 🔒 ↗️ defines SMART objectives and poses a series of questions intended to help you shape the work objectives.
  • Employee Core Competencies (T) and Key Leadership Competencies Behaviour Indicators (T)
    • You will also be required to establish performance indicators for the four core employee competencies or the six key leadership competencies.
    • This document (T) 🔒 ↗️ articulates positive and negative behaviours relative to these competencies. Those behaviour indicators can be used as building blocks to show how your employee is to achieve their work objectives or how you are to achieve your own.

• ESDC Essential Training and Learning and Development Plans
  • Annual learning and development plans are part of the PMA process. These plans should contain specific learning objectives in one or more of the following categories:
    • Job specific learning activities required to fulfill your employees or your current position requirements.
    • Job specific mandatory learning, either corporate or departmental—see ESDC’s EssentialTraining Curricula (T).
    • Career development learning activities to support your employee or you in achieving career development goals.
  • Everyone at CDS is required to take the ESDC’s EssentialTraining Curricula. If you have already taken some of this training you can get credit for it by following the instructions. 🔒 ↗️
  • Managers work closely with their employees to ensure that learning and development plans identify what employees need in order to fully achieve the expectations set out in the performance agreement, excel on the job, and progress in the public service.
  • The learning and development plan includes the following:
    • Specific learning activities that employees will undertake to achieve the work objectives, such as mentoring, coaching, job shadowing, courses and online training;
    • The costs associated with the learning activity; and
    • The amount of employee time that participation in the learning or training will take.
  • Learning and development plans can be adjusted at any time throughout the work year.

Mid-year review 🚧

• Helpful Links and Decks

Year end review 🚧

• Helpful Links and Decks:
  • Year-end PMA Guide for Employees 🔒 ↗️
  • Year-end PMA Guide for People Leaders 🔒 ↗️
  • PMA Ratings Best Practises 🔒 ↗️

(T) = link is only accessible on your ESDC device.