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Evaluation

Using ePerformance, evaluation starts with completing a Self-Evaluation folllowed by the Supervisor completing a Manager Evaluation. These instructions don't apply to the paper forms.

Self-Evaluation

What is Self Evaluation?

A self-evaluation is a great opportunity for an employee to honestly and objectively consider and document their progress, development and learning.  Properly conducting a self-evaluation can make the difference between a meaningful evaluation and one that is less effective.

A self‐evaluation is your thoughtful and considered documented review of your performance during the evaluation cycle. It involves rating established objectives, competencies, and overall performance.

Why is it Important?

When you self‐evaluate, you become an active participant in your own evaluation. Your involvement enables you to honestly assess your strengths and also areas you need to improve. You then can participate more constructively in the evaluation meeting with your supervisor. Self‐evaluation also serves to increase commitment to objective setting/achievement, competency development, and career planning.

Tips on Completing a Self-Evaluation

  • Self-evaluations are to be completed at the end of the review period.  Most commonly this is the end of the fiscal year; however, it can also be at the end of the work term, end of season, end of transfer assignment, etc.
  • Review any performance notes you may have captured.
  • In the self-evaluation, review and rate each established work objective.  The rating scale for objectives are embedded in ePerformance and  include:
    • Not achieved
    • Partially Achieved
    • Fully Achieved
    • Exceeded
  • Review and rate each of the six (6) core competencies and any of the general competencies that were applied.  The rating scale for competencies  is embedded  in ePerformance and include:
    • Does not meet – Employee hasn’t demonstrated behavior defined in competency
    • Developing – Employee partially demonstrates behavior defined in competency.
    • Meets - Employee demonstrates all behaviors defined in competency.
    • Exceeds – Employee demonstrates all behaviors defined in competency and frequently exceeds expectations.
  • Review the Learning and Development plan and add comments if applicable.
  • Comments can be added to the following sections, but are not required to finalize the document.
    • Strengths and Achievements
    • Development or Improvement
    • Career Goals
    • Overall Summary

Manager Evaluation

What is a Manager Evaluation?

A formal performance evaluation process is an opportunity for supervisors and employees to collaborate on an employee’s performance, goals, competencies and developmental activities. It is an occasion for constructive discussion that will assist both the supervisor and the employee in becoming more effective. Once the employee completes their Self-Evaluation, the supervisor completes the Manager Evaluation.

Why is it Important?

The evaluation of an employee’s job performance is one of the most important tasks a supervisor performs; employees want to know how they are doing. Employees want direct, honest feedback from their supervisor on how well Work Objectives were acheived and the effective demonstration of appropriate job competency behaviours.

Tips on completing the Manager Evaluation

  • The Supervisor will receive a notification that the employee has completed their Self Evaluation.
  • Review the employee’s self-evaluation before completing the Manager evaluation.
  • Review any performance notes you may have captured.
  • Review and rate each established work objective.  The rating scale for objectives are embedded in ePerformance and  include:
    • Not achieved
    • Partially Achieved
    • Fully Achieved
    • Exceeded
  • Review and rate each of the six (6) Core Competencies and any of the General Competencies that were applied.  The rating scale for competencies  is embedded  in ePerformance and include:
    • Does not meet – Employee hasn’t demonstrated behavior defined in competency
    • Developing – Employee partially demonstrates behavior defined in competency.
    • Meets - Employee demonstrates all behaviors defined in competency.
    • Exceeds – Employee demonstrates all behaviors defined in competency and frequently exceeds expectations.
  • Review the Learning and Development plan and add comments if applicable.
  • Comments can be added to the following sections, but are not required to finalize the document.
    • Strengths and Achievements
    • Development or Improvement
    • Overall Summary
  • Once you have completed the evaluation, schedule a review meeting with the employee.  In the event that an employee is unavailable to meet in person, review meetings can be completed over the phone.