1. WLUSA/OSSTF Annual Performance Review Process Human Resources & WLUSA| 2015

2. Key question: “Do you know what is expected of you at work?” Provide positive reinforcement and recognition to employees Provide the opportunity for the employee to discuss improvement areas, goals, objectives, developmental needs and action plans Provide the opportunity for the employee to discuss concerns about their role and ideas on how to overcome these issues To ensure expectations are clear and tools for training are provided WHY ARE PERFORMANCE REVIEWS IMPORTANT?

3. Outlined in Article 22 of the Collective Agreement: 22.1.2Annually, the Member and their manager(s) will meet to discuss and support the Member’s career development, and review the Member’s progress and performance using the Annual Performance Review for WLUSA / OSSTF Staff Form. The manager will provide written comments and sign the form. WHAT IS THE PROCESS?

4. LET’S BREAKDOWN THE FORM… 1 ST SECTION – JOB SPECIFIC DUTIES & SKILLS Additional job specific duties and skills should be added as required and any that do not apply should commented N/A. RatingComments ManagerEmployee Quality of WorkNI□ ME□ EE□ Quantity of WorkNI□ ME□ EE□ Written Communication Skills NI□ ME□ EE□ WHAT IS THE PROCESS?

5. LET’S BREAKDOWN THE FORM… 2 ND SECTION – EMPLOYEE SUCCESS FACTORS WHAT IS THE PROCESS? RatingComments ManagerEmployee Collaborates to Promote Team & Organizational Success Examples include but are not limited to:  Solicits and values others’ opinions  Seeks opportunities to integrate ideas and share resources across the organization  Seeks to understand and incorporate the perspectives of others. EE □ ME □ NI □

6. LET’S BREAKDOWN THE FORM… 3 RD SECTION - EMPLOYEE DEVELOPMENT ACTION PLAN WHAT IS THE PROCESS? To be completed with employee. Additional opportunities can be added as required. Development Opportunity Resources Required Timelines/Review Date 1. 2.

7. LET’S BREAKDOWN THE FORM… 4 TH SECTION – OVERALL PERFORMANCE RATING WHAT IS THE PROCESS? Please select the appropriate level based on overall evaluation.  Rating Description □ Exceeds Expectations Performance that has met and exceeded the established standards and expectations of the position, including demonstration of behaviours/interactions that align with the Employee Success Factors. □ Meets Expectations Performance that has met the established standards and expectations of the position, including demonstration of some behaviours/interactions that align with the Employee Success Factors. □ Needs Improvement Performance results did not meet the established standards and expectations of the position. Improvement is needed to fully meet the expectations of the job.

8. LET’S BREAKDOWN THE FORM… 5 TH SECTION – COURSES TAKEN/SKILLS DEVELOPED WHAT IS THE PROCESS? Courses Taken / Skills Developed Since last Performance Review To be completed by the employee. Items do not have to be directly linked to current position.

9. LET’S BREAKDOWN THE FORM… 6 TH SECTION – COMMENTS WHAT IS THE PROCESS? In addition to general comments note any special conditions that may affect this evaluation (i.e. parental leave, LTD leave, etc.). Employee’s Comments: Manager’s Comments:

10. LET’S BREAKDOWN THE FORM… 7 TH SECTION – SIGN OFF WHAT IS THE PROCESS? Sign Off Employee SignatureDate:Manager SignatureDate: Note: The employee’s signature indicates that this review has been read and discussed with the manager, but does not necessarily indicate agreement.

11. RESPONSIBILITY OVERVIEW WHAT IS THE PROCESS? Manager(s) *direct and dotted line Staff Step 1Review and complete formReview completed form Step 2Schedule mtg with staff Step 3Discuss mgr comments and ratings. Jointly complete development action plan section Step 4Incorporate information from mtg into form and provide form to staff Step 5Review the form, comment, sign and return to mgr within 5 days Step 6Request a follow-up mtg (if necessary). Send form to HR for official personnel file Receives copy of completed form

12. OTHER INFORMATION 22.1.3A performance review which states that the Member’s performance Needs Improvement shall outline the reasons and specific recommendations for improvement. 22.1.4A Member who receives a performance review with an overall rating of Needs Improvement shall be provided with another performance review completed three (3) months following this review 22.1.5The results of the Annual Performance Review will not be subject to the grievance process. Members, who have concerns with the outcome of their review, may appeal the review through the Director, Employee and Labour Relations. The Member may request to have an Association representative during the appeal process. WHAT IS THE PROCESS?

13. OTHER INFORMATION A Member who receives a performance review with an overall rating of Exceeds Expectations shall receive a merit certificate and will be part of the merit recognition program. A copy of the merit certificate shall be added to the Member`s official personnel file. Article 12.6.3 – Selection Process The Hiring Manager may request from Human Resources to view any performance related material in the Member’s personnel file provided that all applicants selected for interviews have at least one probationary review or one Annual Performance Review document in their personnel file and that the most recent review is less than 18 months old. WHAT IS THE PROCESS?

14. Gather & review your job description, past accomplishments and feedback received. This may include: Last year’s performance review Collecting work samples and other data Checking the completion of activities Reviewing past performance discussion Trial Period or Probationary Period reviews Review career goals/progression and future contributions Be open to the process, listen to the feedback provided and engage in the discussion SO HOW DO I PREPARE FOR THE MEETING?

15. 1.Focus on the content, not on the person. 2.Listen calmly and attentively. 3.Clarify the feedback. 4.Avoid defending or over explaining. 5.Welcome suggestions. The discussion is intended to remove perceptions and identify the facts and data around performance TIPS FOR SUCCESSFUL CONVERSATIONS

16. EMPLOYEE SUCCESS FACTORS: UNDERSTANDING THE EMPLOYEE SUCCESS FACTORS Date & TimeLocation Wed, Dec 9 (1:00 – 4:00pm)Brantford Tues, Feb 2 (9:00 am-12:00 pm)Waterloo Tues, Mar 29 (1:00 -4:00 pm)Brantford Tues, April 5 (9:00 am – 12:00 pm)Waterloo Please visit the Training Website to Register

17. TIMELINES Timeline Management Training on Facilitating WLUSA Annual Performance ReviewDecember 10th WLUSA Joint Training with Staff to Understand WLUSA Annual Performance Review Process December 7 th & 17th Manager completes the Performance Appraisal Form and conducts appraisal meeting with employee. This includes allowance for the employee, five (5) days, to review and add comments. January 4 th to February 19 th Manager submits completed form to Human Resources. Form to be placed in the employee’s file. February 26 th

18. QUESTIONS?