The annual reference period for performance dialogue is June 1 to May 31. Your performance dialogue discussions should already be underway. If not scheduled, start in the very near future. Performance dialogue provides a unique opportunity to review the achievements and work performance of staff for the past year (2005-2006) and to set mutually agreed upon objectives for the period June 1, 2006 to May 31, 2007.
Individual development plans are an important aspect of performance dialogue and should be established for the coming year. The Department of Human Resources website has all the relevant documentation to assist those who have yet to start performance dialogue.
A staff member whose work performance has been evaluated as requiring improvement or unsatisfactory should have already been advised and have in hand a Performance Improvement Development Plan. Resources to guide supervisors and staff through the appropriate steps in this respect are available here.
Guidelines for the distribution of merit and the performance evaluation categories will shortly be announced. It is important to remember that Performance Dialogue helps establish some of the objective criteria needed to determine merit awards.
Should you require any assistance, please do not hesitate to contact your Area Personnel Officer/Representative or Sophie Marcil in the Department of Human Resources at 2303.
Executive Director, Human Resources