Union News - December 2017
Previously, our performance review didn’t seem overly important for our future. Today, things are different. In 2013 and 2014, the rules of the game changed when the employer decided to link the performance review with the staffing process.
Below is the overall assessment of core performance from the Y280 (Employee Performance Report)
Level 5 – Performance results exceed expectations.
Level 4 – Performance results achieved all expectations and sometimes went beyond expectations.
Level 3 – Performance results achieved all expectations.
Level 2 – Performance results mostly met and sometimes were below expectations.
Level 1 – Performance results did not meet expectations.
Once you apply in a competitive process, the following minimum staffing requirements apply:
- For temporary and permanent promotions of CRA employees, candidates must have achieved a performance level 3 in their basic performance expectations for the most recent performance management cycle.
- For temporary or permanent appointments at level, candidates must have achieved a performance level of 2.
- Before identifying a candidate for an appointment, managers must re-verify the performance level if a new performance cycle has started.
- The performance verification must be based on the most recent performance report or on a performance validation.
Therefore, you will see that if you apply for a competition and your latest performance rating is a 1 or 2, at the prerequisite stage you could be screened out. If you are not screened out at the prerequisite stage, at appointment they will not consider you unless you have met the minimum requirement.
It is crucial to stop thinking of your performance review as unimportant. As soon as you receive a performance review rating of 1 or 2, you should immediately contact a union representative to discuss the options available to you.