Sept. 22, 2021 The Division of Human Resources & Equity is now called the Division of People Strategy, Equity & Culture.

(2007-2008 HR#13) Performance Assessment Process

March 10, 2008
Principals, Deans, Academic Directors & Chairs; Professional / Managerial Staff; Confidential Staff
Christina Sass-Kortsak, Assistant Vice President, Human Resources
Performance Assessment Process

I am writing to remind all Managers and Supervisors of P/M and Confidential staff that the 2007/2008 Performance Assessment Process is not far off. In preparation for this, I ask that all Managers/Supervisors ensure that they have received or have developed goals and objectives with their staff which will be used as the basis for this year’s performance assessment.

Specifically, Part D of the Performance Planning, Feedback and Development form, should now have been completed jointly by the employee and their Manager/Supervisor. The P/M and Confidential forms are available at

Best practice is for Managers/Supervisors to periodically review goals with staff throughout the year to ensure that they are on target in relation to departmental priorities and adjusting goals where necessary. This provides Managers/Supervisors a great opportunity to touch base with staff on their performance. I encourage you to integrate this best practice into your meetings with staff over the coming weeks.

Should you have questions regarding the Performance Assessment Process, please contact your Divisional Human Resources Office.