The Competency Based Performance Review document serves as a critical tool for organizations operating in Canada to evaluate employee performance against clearly defined competencies and behavioral indicators. It is designed to be used during formal performance review cycles, typically conducted annually or semi-annually, with provisions for ongoing feedback and development discussions. The document ensures compliance with Canadian federal and provincial employment standards, human rights legislation, and privacy laws while providing a structured approach to performance assessment and employee development. It is particularly valuable for organizations seeking to implement objective, skills-based evaluation systems that support fair employment practices and professional development.
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1. Purpose and Scope: Outlines the objectives of the performance review system and its application within the organization
2. Review Period: Specifies the timeframe covered by the performance review and frequency of assessments
3. Core Competencies: Details the fundamental skills, behaviors, and knowledge areas being assessed
4. Performance Rating Scale: Explains the rating system used for evaluation (e.g., 1-5 scale, descriptive ratings)
5. Evaluation Process: Describes the step-by-step procedure for conducting the performance review
6. Documentation Requirements: Specifies required forms, evidence, and documentation needed for the review
7. Employee Self-Assessment: Section for employee's self-evaluation against competency criteria
8. Manager Assessment: Section for manager's evaluation of employee performance
9. Development Plan: Area for documenting agreed-upon development goals and action plans
10. Sign-off and Acknowledgment: Space for both parties to acknowledge the review content and outcomes
1. Peer Review Component: Optional section for incorporating peer feedback, suitable for collaborative work environments
2. Project-Specific Competencies: Additional competencies specific to particular projects or roles
3. Remote Work Performance Criteria: Specific evaluation criteria for employees working remotely
4. Client/Customer Feedback: Section for incorporating external feedback for customer-facing roles
5. Technical Skills Assessment: Detailed evaluation of role-specific technical competencies
6. Leadership Competencies: Additional section for evaluating management and leadership capabilities
7. Cultural Competencies: Section focusing on diversity, inclusion, and cultural awareness competencies
8. Safety and Compliance: Additional evaluation criteria for roles with specific safety or regulatory requirements
1. Schedule A - Competency Framework: Detailed description of each competency and associated behaviors
2. Schedule B - Rating Guidelines: Comprehensive guide for interpreting and applying performance ratings
3. Schedule C - Review Timeline: Annual schedule of review-related activities and deadlines
4. Schedule D - Development Resources: List of available training and development resources
5. Appendix 1 - Self-Assessment Form: Template for employee self-evaluation
6. Appendix 2 - Performance Improvement Plan Template: Standard format for documenting performance improvement requirements
7. Appendix 3 - Goal Setting Worksheet: Template for documenting specific performance and development goals
8. Appendix 4 - Feedback Collection Forms: Standard templates for gathering peer and customer feedback
Relevant legal definitions
Competency
Performance Standards
Review Period
Assessment Criteria
Core Competencies
Technical Competencies
Behavioral Indicators
Performance Rating
Development Plan
Performance Improvement Plan
Evaluator
Reviewee
Self-Assessment
Peer Review
Review Cycle
Performance Metrics
Evaluation Framework
Rating Scale
Competency Framework
Performance Goals
Development Goals
Feedback Session
Review Documentation
Performance Level
Measurement Criteria
Assessment Period
Career Development
Skills Gap
Professional Development
Action Plan
Performance Standards
Review Committee
Calibration Session
Performance File
Evaluation Meeting
Performance Standards
Review Period
Assessment Criteria
Core Competencies
Technical Competencies
Behavioral Indicators
Performance Rating
Development Plan
Performance Improvement Plan
Evaluator
Reviewee
Self-Assessment
Peer Review
Review Cycle
Performance Metrics
Evaluation Framework
Rating Scale
Competency Framework
Performance Goals
Development Goals
Feedback Session
Review Documentation
Performance Level
Measurement Criteria
Assessment Period
Career Development
Skills Gap
Professional Development
Action Plan
Performance Standards
Review Committee
Calibration Session
Performance File
Evaluation Meeting
Clauses
Purpose and Scope
Confidentiality
Privacy Protection
Review Process
Assessment Criteria
Rating Methodology
Documentation Requirements
Employee Rights
Appeal Process
Performance Improvement
Development Planning
Feedback Process
Review Frequency
Data Retention
Non-Discrimination
Modification Rights
Acknowledgment
Compliance
Dispute Resolution
Record Keeping
Review Timeline
Evaluation Standards
Goal Setting
Performance Metrics
Training Requirements
Confidentiality
Privacy Protection
Review Process
Assessment Criteria
Rating Methodology
Documentation Requirements
Employee Rights
Appeal Process
Performance Improvement
Development Planning
Feedback Process
Review Frequency
Data Retention
Non-Discrimination
Modification Rights
Acknowledgment
Compliance
Dispute Resolution
Record Keeping
Review Timeline
Evaluation Standards
Goal Setting
Performance Metrics
Training Requirements
Relevant Industries
Financial Services
Healthcare
Technology
Manufacturing
Professional Services
Education
Public Sector
Retail
Construction
Transportation
Telecommunications
Energy
Mining
Hospitality
Non-Profit
Relevant Teams
Human Resources
People Operations
Performance Management
Learning and Development
Talent Management
Employee Relations
Corporate Services
Legal
Organizational Development
Management
Administration
Relevant Roles
Human Resources Manager
Department Director
Team Leader
Project Manager
Operations Manager
Chief Executive Officer
Line Manager
Supervisor
Department Head
Performance Management Specialist
HR Business Partner
Training and Development Manager
Talent Management Director
Employee Relations Manager
HR Administrator
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