At the beginning of each fiscal year, executives meet with their employees to inform them of the activities they will be responsible for during the year and to define the performance objectives associated with them. This meeting is also an opportunity to discuss the employee`s annual learning plan, which allows them to acquire or retain the skills necessary for their position. Executives should provide their employees with ongoing feedback on their performance, and the Fostering Excellence in Employee Performance Project presents both a formal mid-term discussion on performance advancement and a final evaluation of each employee`s performance at the end of the year, based on the objectives set. Performance management is a tool to improve the performance and productivity of individuals, teams and organizations. In the public sector, it is increasingly important to respond to budgetary and budgetary pressures, increasing demands on public services and the need for greater transparency in reporting on the use of state resources. The performance agreement, which defines the work prospects of each employee, is at the heart of performance management. A two-headed arrow rotates from left to right under the fourth field, indicating that the activities identified in the statement occur throughout the performance management cycle. Like other federal departments and agencies, Statistics Canada has a strong governance structure in place for performance management. The Agency is committed to promoting workplace excellence among its employees and teams by fostering continuous, open and honest communication about performance between employees and superiors. Respect and implementation of these values is an essential part of the process of resolving unsatisfactory performance. Annual performance agreements and learning plans are important instruments.
Through regular bilateral discussions between executives and employees, they help clarify expectations, promote employee engagement and development, and create a sense of common goals. They enable executives and employees to enable: Performance Management is an ongoing process that includes planning, development, coaching, feedback and evaluation of staff performance. The procedure must be in line with the requirements of the Official Languages Directive for the management of persons. In response to the current pandemic, PSPC has implemented new timelines for current talent, performance and learning activities, in line with the deadline proposed by the Treasury Secretaries` Council of Canada. The deadline for the 2019-2020 performance evaluation for eligible non-EX is June 30. July 31 is the deadline for all managers and staff: the objective of the PSEA is to recruit qualified staff by ensuring flexibility in the process and respecting the values of fairness, transparency and accessibility. The performance factor is used in such a way that managers restrict staffing, not only by taking into account essential skills, but also by taking into account the needs of their organization and their public service. The Act gives managers responsibility for their staffing and takes an integrated approach by aligning their staffing needs with their needs as an organization and on budget. The Performance and Recognition Committee develops ways to optimize the performance of all Statistics Canada employees and advises on the development and implementation of the Agency`s awards and recognition programs.