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HR Note: Performance Dialogue Tools & Support


Published: 16Jan2020

As you set your objectives for 2020 with all M and Excluded staff, we want to provide you with a summary of supports, tools and links to the most up-to-date versions of Performance Dialogue documents.

Performance Dialogue is a healthy management process and a best practice at McGill University, supported by the Senior Administration. It also supports one of Principal Fortier’s five top priorities, My Healthy Workplace, as it provides an opportunity to embrace continuous learning, to inspire and encourage new ways of doing things, and to empower administrative staff to use their knowledge and expertise to make McGill a more agile and effective organization.

Please ensure that this process is working effectively for you and your team, including objective setting and tracking, career conversations/succession planning and feedback regarding on-the-job individual and team attitudes and behaviours. Read on to learn more:

Documents to support Performance Dialogue

  1. The Performance Dialogue Plan & Appraisal Form (see attached or click here) is used to structure conversations and to help inform merit recommendations during a given reference period.

Whatever your reference period, we strongly encourage a documented mid-year check-in to ensure that both supervisors and employees have sufficient time to adjust objectives to emerging needs and evolving priorities. To maximize effectiveness and to avoid surprises, less formal updates and coaching conversations between supervisors and employees should also take place throughout the year.

  1. Performance Dialogue is not just about what we do, but also how we do it. The seven Behavioural Competencies are therefore an integral part of Performance Dialogue documents

The Behavioural Competencies Grid (see attached or click here) identifies the required proficiency for each role profile within specific job families (PER, IST, ADM, etc.) and levels (M1, M2, M3, M4). These behavioural descriptors provide an objective language for discussing attitudes and behaviours that are important on-the-job. We encourage you to both recognize your employee for areas of behavioural strength, and to agree upon one or two competencies for further development.

  1. The Behavioural Competencies Toolkit (see attached or click here) addresses:
  • Tips and specific proficiency level-based work examples on how to explore each of the competencies (reflection questions, interview questions, etc.)
  • How to concretely support the ongoing development of specific competencies (e.g. workshops, probing questions, etc.)
  1. The Individual Development Action Plan (see attached or click here) is a new OPTIONAL tool that you and your employee may wish to explore (e.g. high potential employees, supporting career aspirations).

In closing, we thank you for taking the time to prepare for this important process and invite you to consider the following for further support with the Performance Dialogue process:

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