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Here you’ll find documentation relevant to the Performance Management Agreement (PMA) cycle.
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PMAs for Non-EX employees
Beginning of the year: establishing a PMA
At the beginning of the fiscal year, supervisors and their employees discuss the employee’s performance expectations for the coming year. Together they establish what is to be accomplished (work objectives) and how the work is to be done (core competencies).
Establishing Performance Expectations
- Work Objectives:
- It is recommended that employees have three to six work objectives. ESDC’s Corporate Guidance on Work Objectives 🔒 ↗️ outlines how objectives cascade down and provides tips on how to establish SMART work objectives.
- Examples of SMART work objectives: 🔒 ↗️ this excel document provides generic objectives and indicators for 10 functional areas (administration, advisory services, communications, finance, people management, HR, program delivery, project management, and service delivery.) These examples can be customized to your needs and requirements.
- Refer to the checklist 🔒 ↗️ to help you establish effective performance work objectives.
- Employee Core Competencies (T) 🔒 ↗️
- You will also be required to establish performance indicators for the four core employee competencies. This ESDC Competency Dictionary (T) 🔒 ↗️ articulates positive and negative behaviours related to these core competencies. The behaviour indicators can be used as building blocks to show how employees are to achieve their work objectives.
- Key Leadership Competencies 🔒 ↗️ for non-EX People Leaders
- There are six key leadership competencies. The link to these competencies contains a definition of each competency along with the effective behaviours for people leaders by level—from Deputy Ministers to supervisors.
Training and Learning and Development Plans
- Supervisors work closely with their employees to ensure that learning and development plans identify what employees need to fully achieve the expectations set out in their PMA, excel on the job, and progress in the public service.
- The learning and development plan includes the following:
- The specific learning activities that employees will undertake to achieve work objectives (e.g. 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 event will take.
- These plans can be adjusted at any time throughout the work year.
Mandatory Training for all CDS employees
- Everyone at CDS is required to take the ESDC’s Essential Training Curricula (T) 🔒 ↗️ in their first year at CDS.
- As part of the essential training curriculum, all CDSers must complete a minimum of 90 minutes of Reconciliation and Indigenous Rights learning activities (T) 🔒 ↗️ annually.
- This year there are two new mandatory courses for everyone: Discover Cyber Security and Stewardship of Information and Workplace Behaviours. Sign up for these courses on SABA (T) 🔒 ↗️.
Year end review 🚧
- Helpful Links and Decks:
(T) = link is only accessible on your ESDC device.