Can You Tell Me: What is a Performance Review?
A Performance Review can sometimes be a stressful or uncomfortable experience for AESES members. Members should understand that Performance Reviews are outlined in our Collective Agreements, including the purpose for having them as well as ways that Employees can engage with the process.
The process for a Performance Review is similar at both Universities. At the University of Manitoba, Annual Performance Reviews are encouraged for all regular (continuing or sessional) full-time and part-time Employees in Article 30. At the University of Winnipeg, under Article 24.7.3, a Performance Review should be completed within 20 working days preceding the Employee’s Anniversary Increment Date, which is normally on an annual basis for Employees working full-time hours (but may be less frequent for Employees working less than full-time hours). Both Collective Agreements also refer to a Performance Review form, provided by the Employer, typically filled out by the Employee’s direct supervisor and reviewed together during a Performance Review meeting.
The purpose of a formal review as outlined in each Collective Agreement is to provide a fair evaluation of the Employee’s performance in their job, assisting them with developing and improving their skills. The review process is intended to be constructive, not punitive, and whenever performance is evaluated as unsatisfactory, the Employer should identify the areas for improvement and suggest a path to remedy the issues. The review is also not intended as a one-way assessment. Where an Employee wants to provide their own feedback, additional information for context, or disagrees with the review, both Collective Agreements (UW 24.7.3, UM 30.3) allow them to include their own comments. These comments can be either added to the review form itself or in a separate document to be attached to the form and included with it in the Employee’s file.
While the Performance Review meeting can sometimes be uncomfortable, it is a workplace conversation meant to provide feedback and set expectations. As such, members are not entitled to Union representation at the meeting. Both Collective Agreements also mention that the completed Performance Review form should be provided to the Employee after the meeting to read and sign. Refusing to sign the review may be interpreted by the Employer as insubordination and subject to discipline. Signing the Performance Review form only indicates that the Employee has had a chance to read the form, and is not an acknowledgement that they agree with the comments or the review.
AESES encourages members who have any questions about the Performance Review process to contact our Business Office at 204-949-5200 or LabourTeam@aeses.ca.