After ten years, the performance management program for administrative and support staff is due for a change! The pandemic has taught us that simplicity and clarity are key to being agile. Two University of Ottawa Stay Healthy & Connected pulse surveys and our summer 2021 listening tour showed that we need to focus more on the following:
Developing our people
Clarifying priorities, expectations and workload
Finding work-life balance
Recognizing people’s work contributions.
In order for the University of Ottawa and the employees to thrive, we also need to
Improve our strategic alignment between individual, team and organizational goals in order to achieve Transformation 2030
Strengthen our ability to manage resources in a VUCA (volatile, uncertain, complex and ambiguous) world
Leverage contribution and impact that people have on the organization
Create a culture of learning, coaching, development in order to realize our full potential
In light of this feedback, the University of Ottawa will modernize and update its employee performance management program.
Benefits of a new performance management
The previous performance program was mainly focused on the data storage system (I.e. Halogen) and had an assessment and evaluation approach to performance . The interim performance management program is a shift away from filling out form in a storage system to a focus on work priorities, and what employees require to grow, develop and deliver. uOttawa’s interim performance management program will yield the following benefits:
Strengthening people from start to finish, from the first day of work until retirement, for an internship or a temp placement, in whatever capacity you work at the University. This modern, more agile approach will help clarify your work and your development.
Showing how people matter because done well, performance management helps you understand your strengths and contributions and see clearly where opportunities for improvement are.
Developing competencies that help us achieve the broad vision of Transformation 2030 together.
Supporting alignment of individual goals and objectives with University goals and objectives.
Transforming potential into results, and improving our ability to provide good service.
Supporting staff in this “grow back better” phase, to lead connected, healthy and rich lives at uOttawa.
Phases of Performance Management Modernization
Milestones for the performance management modernization project
A literature review as well as benchmarking involving other universities and organizations completed to identify trends, best practices and lessons learned in performance management.
Decision made to not renew the performance management system (Halogen) licence and to be part of Phase 2 of the ERP modernization project.
November 2021 – The interim performance management process and dialogue tools will be presented to employees. Information sessions will also be available onward for those requiring guidance on how to complete the process.
December 2021 to February 2022
Interim Performance Management in action
December2021 – taking stock of the year that has past
January 2022 – setting goals and objectives for the coming year and discussing professional development
NOTE: Tools and information sessions will be available to people during this phase.
Consultation and engagement with the University community about the new performance management program and how best to structure it to meet our employees and institutional needs.
Fine tuning and final implantation of the new performance management program.
In June 2021, a Steering Committee was struck to oversee the modernization of the Performance Management Program.