Performance Management
Overall Performance Ratings
Rating
Definition
Outstanding
This rating is reserved for those employees who have shown extraordinary results and consistently demonstrate behaviours and
achievements which exceed most of the defined job criteria, are seen as experts in their area of specialty inside and outside the college,
are considered a subject matter expert and model of excellence within the organization. The employee is a model of excellence in both
the results achieved and the means by which they are achieved (i.e.: Exhibits strong teamwork and leadership which contributes to the
achievement of a goal. This has led to ongoing positive working relationships with students, peers, subordinates, partners and clients
enhancing results for the College). Performance at this level indicates that the employee has gone beyond their plan, i.e., has
consistently achieved results beyond expectations for all key performance commitments, unless a supporting rationale exists for failure
to meet a key commitment which could not be predicted, e.g. funding for a project removed.
Exceeds Fully Effective
This rating is for those employees who have consistently met all key commitments in a fully effective and positive manner and
throughout the year, have frequently taken on additional projects or responsibilities which are above and beyond their role or plan. The
employee has achieved results which are beyond expectations.
Fully Effective
This rating is used for the experienced employees who have consistently met all key performance commitments, unless a supporting
rationale exists for failure to meet a key commitment which could not be predicted e.g. funding for a project removed. This rating
indicates that the employee consistently meets expectations and seeks opportunities to stretch and further develop. The means by
which they achieve their goals are effective and positive (i.e.: the employee maintains positive working relationships with students,
peers, subordinates, partners and clients).
OR
For employees who are still developing in their role, they are progressing towards the job expectations at a fully satisfactory pace.
Conditional
Achievement/ Needs
Improvement
This rating is used for the employee who needs to demonstrate some improvement to meet the performance commitments for the job.
While they meet some of the defined criteria at a fully satisfactory level, several important requirements are not being demonstrated at
a proficient level.
Note: If improvement action should be taken, a development plan should be in place which identifies specific areas of improvements
and a specific course of action should be set for the employee to maximize their potential at the College.
Performance Management
Rating
Definition
Requires Significant
Performance
Management/ Clearly
Unsatisfactory
This rating is used for employees who are clearly not meeting key performance commitments as expected for the position, without a
supporting rationale for inability to meet all commitments. Few if any criteria are being demonstrated at a proficient level.
For employees who are still developing in their role, their progress in acquiring the key criteria necessary for proficiency is well below
what is expected of someone of their experience level. This category is typically used only after attempts to improve performance have
been unsuccessful.
Note: If improvement action should be taken, a development plan should be in place which identifies specific areas of improvements
and a specific course of action should be set for the employee to maximize their potential at the College.