It is a form that was prepared by Treasury Board following the implementation of its Directive on Performance Management. This form, as reported in our communique of March 25, 2014 was customized to ensure that the performance management principles contained in our collective agreement are respected.
Although this form is referred to as a performance agreement, you will note in various sections of the form that your signature constitutes an acknowledgement only, and not an agreement with the content. The AJC recommends that LPs provide acknowledgements with or without comments, as LPs consider appropriate.
Yes, provided management rights are exercised reasonably and in compliance with the collective agreement. Performance objectives are not collectively bargained and management has general discretion in the managing of its staff´s performance. It is understood that management is held to certain policies and ethical standards including those in the Values and Ethics Code for the Public Service.
All employees are entitled to engage their direct supervisors and/or managers in a discussion on the appropriateness and reasonableness of the performance objectives. Consideration should be given to the reasonableness of the objectives and whether they are reasonably attainable having regard to current circumstances, i.e. staffing and workload challenges, management support, changes in priority, accommodation requirements, collective agreement entitlements, and the like.
There may be a range of options that you might want to consider. Advice may be sought from the AJC in order for you to better scope out your options. This course of action may range from requesting that the AJC intervene on your behalf at a more senior management level to considering formal channels to challenge the objectives.
What to expect from your manager or supervisor is clearly outlined in the Performance management program for employees. In addition, you may refer to the Directive on Performance Management.
The AJC also encourages you to have a timely and frank discussion with your supervisor (to be documented) regarding any and all instances that have essentially impaired or are likely to impair your ability to meet certain objectives, so that you may formally request a revision to your performance objectives in accordance with the principles set out in the Manager's and Supervisor's Guide.
Article 23 of the AJC Collective Agreement allows you to present counter-arguments (in writing) to the applicable manager and/or committee responsible for the assessment. In so doing, you may request that the comments you consider baseless be stricken from the assessment. Alternatively, you may request that your counte