Performance improvement

Supervisors are expected to communicate clear expectations for performance to employees. A Performance Improvement Procedure is necessary when gaps in employee performance are identified. The supervisor is encouraged to identify current performance levels and work with their human resources consultant to develop a plan to help the employee meet the performance expectations associated with their role.

Your Human Resources Consultant (HRC) can support you in moving through these sometimes-challenging conversations. Find your department’s dedicated Human Resources Consultant.

• What employees can expect from you as a supervisor
• What you can reasonably expect from employees
• Performance improvement flowchart
• Performance improvement procedure

When the Performance Improvement Process does not result in improved performance or when employee behaviour or conduct is serious, a disciplinary approach may be necessary.

Each Collective Agreement contains provisions which govern the substantive and procedural obligations with respect to the formal disciplinary process. Contact your Human Resources Consultant for support through a disciplinary process.

• Principles and Guidelines for Investigating Alleged Employment Misconduct
• University’s expectation and instructions concerning paid leave during investigations.