Performance management at BIC is a process whereby you and your supervisor work together to set goals and assess progress. It involves receiving ongoing feedback and coaching from your supervisor to ensure that you are achieving the responsibilities of your job description as well as making a positive contribution to the life and vision of the Be In Christ Church of Canada.
Please note that new staff members should have a review within the first three months of employment (before the end of the probationary period.)
Performance management should be an integral part of the staff-manager relationship. It is an opportunity to engage in honest, ongoing discussions about expectations, performance, and development. Performance is to be managed in a consistent, fair, and objective manner and will bring any concerns to your attention in a timely basis.
Likewise, you are encouraged to be certain you are clear about what is expected of you, to prepare for your Annual Performance Review, and to take responsibility for meeting both your performance objectives and your development objectives.
Effectively done, performance management can result in a productive and satisfied community. The key to success is good management of the process.
The Process
The overall purpose of performance evaluation is to provide a forum for communications between you and your manager regarding job expectations, goals and performance. Specifically, the performance evaluation process provides the following:
- Discussion and evaluation of position responsibilities, goals and performance.
- Identification of personal development needs.
- Creation of appropriate development plans which will help to improve individual performance thereby assisting in the attainment of both individual development objectives.
- Formal recognition of performance.
Key components of the staff performance review and development process include:
- Performance Planning: Understanding Be in Christ’s mission, goals, core values, and overall objectives and translating this understanding into the setting of clear objectives. These goals should be set by you and your supervisor.
- Ongoing Feedback: Receiving ongoing feedback, formally and informally about your performance; and receiving ongoing coaching and direction.
The Annual Performance Review Meeting
Completing a formal performance appraisal at least once per year. Your supervisor is responsible for preparing for the meeting, setting the date, time, location and ensuring that the evaluation is completed. A comprehensive review is an important part of the annual feedback, whereby others are contacted to provide confidential input into your review. You are responsible for completing a self-evaluation and for considering your own development needs.
Staff Development
Understanding your goals for development, with the help of your supervisor, or an appropriate mentor who will facilitate this development with resources and opportunities. Understand, however, that ultimately you take responsibility for your career development.