Employee: Job Title:

Family: Phase:

Date: Date of Last Updated Job Profile:

Employee Group: Review Period (year):

The purpose of the annual feedback and development process is to facilitate a dialogue that recognizes and appreciates successes while supporting continuous learning and development.

Feedback is used to reach agreement on goals and a development plan for the upcoming year. The process is facilitated through a standard Performance Framework (see illustration). There are two components to performance: Accountabilities and Competencies.

Accountabilities support the overall directions of the unit by defining what outcomes are expected in a specific job over the long term. Accountabilities need to be supplemented by annual measurable goals.

Competencies are demonstrated behaviours (skills) which describe how an employee is expected to do their work to be consistent with the core values inherent in the directions of the organization.

Using the Form — Steps to Ensure the Performance Dialogue is Effective:

Step 1: Either the employee or supervisor completes the information at the top of this page.

Step 2: Either the employee or supervisor inserts the accountability statements from the employee’s job profile (max: 25) into the section on page 2.

For assistance developing accountability statements and job profiles please attend the Defining Accountabilities module as part of the Skill Development Series for Line Managers. For more information visit: www.usask.ca/hrd.

Step 3: The employee and supervisor complete the ratings separately, using separate forms. The employee uses the full form to complete a self-assessment, using the ratings on the employee line. The supervisor completes the form on the supervisor line. Both complete the forms as fully as possible in