Using MyPerformance Profile
Your best resource for learning to use the MyPerformance Profile is the Working with MyPerformance Profile User Guide (PDF, 4.4MB).
Complementary information is available below:
- Learning Comments
- Draft & Publish Modes
- Entering Goals for Your Employee
- Exemptions from Keeping a Profile
- Performance Cycles
- Your Supervisor's Participation
The Learning Comments section is for capturing activities and comments related to your learning goals. Some examples of what you may wish to enter if you have chosen not to enter a learning goal are:
- I was not able due to workload pressures
- I did not find any formal or informal learning that matched my professional needs
- I am at a stage in my career where I would like to mentor and teach others
- I have just completed a major credential; I am planning to to take more learning next year
When working in draft (from the draft/publish dropdown menu), your comments can't be seen by another person, including your supervisor or employee. When you want the other person to see your comments/ratings, select "publish." You can make edits to your profile in either draft or publish mode.
A supervisor can enter goals on an employee's profile. For example, a supervisor may want to copy their own goals into their employee's profile so that the employee can edit and align their own goals accordingly. To do this, use the "copy files for my employee" feature. Supervisors should discuss with their employee before choosing this action.
If your employee's file is still in draft when you copy a goal into it, you won't be able to see that the goal has successfully copied until the employee switches from draft to publish.
MyPerformance allows only one descriptor to be chosen. If there's more than one descriptor that fits, choose the descriptor that best describes the overall performance, then make comments to accurately reflect the other ways contributions have been made. This information can be a great foundation for a conversation, especially if there's a difference between a supervisor’s rating and the employee’s self-rating.
The descriptors aren't hierarchical. They simply recognize that there are different ways of contributing, and should be used as a basis for conversations between employees and supervisors (for example, I want to move from "Achieving Expectations" to "Exceeding Expectations") or changing the focus of the employee's contributions (for example, I want to shift my focus from "Subject Matter Expert" to "Valued Mentor").
The only circumstances under which employees can be excused from creating and maintaining a profile is if they have retired, resigned, been terminated, are on secondment to another agency outside government, or on leave such as medical, maternity, or deferred salary leave, or if they are casual employees, such as temp agency employees not including auxiliaries. Employees who have worked less than six months must still complete MyPerformance Profiles and may be rated as "developing - too new to rate."
Employees who have worked less than 30 days are exempt. These employees are automatically removed from corporate MyPerformance reporting. They don't need to be excused unless the employee’s ministry or supervisor prefers to do so.
Because ministries have flexibility in choosing their performance cycles, everyone is now on either a calendar year (January 1 to December 31) or a fiscal/operational year (April 1 to March 31) cycle. To create a profile for the new cycle, see Create Profile.
Each ministry chooses the cycle that best works for them (some have their own unique cycles). See Ministry MyPerformance Cycles (PDF, 120KB) to find out which cycle your ministry is on and when your annual MyPerformance Profile sign-off is due.
Your supervisor should be active and engaged with your MyPerformance Profile. They have many resources to ensure they maximize the program's potential.
However, if your supervisor isn't having the conversations with you, you're encouraged to approach them and initiate a conversation about your performance and the expectations they have for you. There are also interactive videos available through the Learning Centre that may provide some tips for how to have this conversation. Discussing the rating scale descriptors and where you see yourself may provide a good starting point for the conversation.
If you disagree with your supervisor’s assessment and you've had a conversation with your supervisor about it and you still can't agree, then you have the option to check off the box at the bottom of the Rating tab (found in Step 4) that states “I disagree with the information contained in this performance review."