10 Steps to Implementing a Performance Management Program

Table of Contents
Introduction
Part I: Getting Started
o Step 1: Identify the Office of Primary Interest (OPI)
o Step 2: Brief Management Teams
Part II: Setting Up the Program
o Step 3: Begin Online Training for Managers and Supervisors
Appendix A: Definitions
Introduction
A performance management program refers to a department's or agency's activities to ensure that the
work of employees aligns with strategic objectives and priorities, and that goals are consistently being
met effectively and efficiently. The program should support departments and agencies in accurately and
fairly measuring performance. The 10 steps outlined below are essential to establishing and maintaining
an effective performance management program.
Some federal government departments or agencies may already carry out some activities identified in
these steps; please ensure that your department's or agency's activities align with the requirements
found in the key documents for performance management that are listed for each of the 10 steps.
Figure 1. 10 Steps to Implementing a Performance Management Program


Part I: Getting Started
Step 1: Identify the Office of Primary Interest (OPI)
How do I initiate and coordinate activities for a performance management program?
Activities
1. Define the scope of the performance management program and its alignment
with other human resources management programs and services.
2. Develop the program's multi-year operating plan.
3. Develop a plan for implementing mandatory online training in performance
management.
4. Develop a plan for compliance monitoring and analysis.
5. Develop a plan for corporate results analysis (to become effective following the
first full performance management cycle).
Time frame Start by September 2013
Key
documents
Performance Management Program Guide
10 Steps to Implementing a Performance Management Program
Performance Management Measurement and Reporting Framework (in
development)
Step 2: Brief Management Teams
How do I ensure that management committees understand and fulfill their responsibilities as review
panel members?
Activities
1. Define priority activities for implementing the program.
2. Establish a plan for ongoing program activities.
3. Seek feedback.
Time frame Start by October 2013 and complete by January 2014
Key
documents
Performance Management Program Guide
Responsibilities and Functions of Review Panels found in the Performance
Management Program Guide
Performance Management Measurement and Reporting Framework (in
development)

Part II: Setting Up the Program
Step 3: Begin Online Training for Managers/Supervisors
How do I ensure that all managers and supervisors in my department or agency who are responsible for
evaluating employee performance successfully complete online training?
Activities
1. Issue an email from the deputy head to all managers, supervisors and
executives, notifying them of the training and where and when to take it.
2. Monitor take-up of training and take corrective action as needed.
Time frame Start by September 2013 for completion by February 28, 2014, for all current
managers and supervisors (ongoing for any new manager or supervisor)
Key
documents
Performance Management Program Guide
Performance Management: A Shared Commitment to Sustaining a Culture of High
PerformanceManager's and Supervisor's Guide
Communications materials developed by the Office of the Chief Human Resources
Officer (OCHRO) and the Canada School of Public Service (CSPS)

Appendix: Definitions
Employee (fonctionnaire): For the purposes of this directive, a person employed in an organization for
which Treasury Board is the employer, except for members of the Royal Canadian Mounted Police as
defined in the Royal Canadian Mounted Police Act.
Manager (gestionnaire): For the purposes of this directive, an employee who is accountable for
exercising delegated authority over human resources (i.e., staffing and/or labour relations delegation).
In addition, a manager ensures that business results are delivered and that overall management
functions-including recruiting, resourcing and retaining staff-are carried out.
Supervisor (superviseur): For the purposes of this directive, an employee who has the responsibility for
day-to-day supervision of other employees, e.g., assign work, set priorities, assess performance, and
approve or recommend approval of leave.