|Date:||May 7, 2012|
|To:||Senior Research Associates & Research Associates (Limited Term); PDAD&C; Professional & Managerial Staff;|
|From:||Angela Hildyard, Vice-President, Human Resources & Equity|
|Cc:||Divisional HR Offices|
|Re:||Launch of Annual Performance Assessment Process for SRAs and RAs (Limited Term)|
Please ensure this communication is forwarded to all Principal Investigators (PIs) in your departments.
On March 22, a number of policy changes were announced for Senior Research Associates and Research Associates (Limited Term) including both a new Performance Assessment Policy and a new Compensation Policy (see page 14 of document).
Revised Performance Assessment Process
The annual performance assessment process is an important component of career development and provides the opportunity to recognize accomplishments, clarify expectations, focus on priorities and discuss opportunities for professional development.
Principal Investigators should conduct a performance assessment with each of their Senior Research Associates and Research Associates (Limited Term) beginning with requesting an Activity Report and current curriculum vitae from each staff member.
In conjunction with the new Performance Assessment Policy, the performance assessment process has been modified to more closely align with the process for Professional & Managerial Staff.
Highlights of the Revised Performance Assessment Process
A key change is the introduction of a new Performance Planning, Feedback and Development Form, which will be used by Senior Research Associates and Research Associates (Limited Term) to complete their Activity Report, and by Principal Investigators to document their assessment.
Highlights of the new Performance Planning, Feedback and Development Form include:
- Performance Assessment will be based on a combination of an assessment of accomplishments identified in the Activity Report; an assessment of Competencies and Values; and, overall quality of work;
- The Competencies and Values are modeled on the competencies for Professional & Managerial Staff; however, the Competencies have been modified to suit the nature of the work performed by Senior Research Associates and Research Associates (Limited Term). There is also provision to add Competencies that are relevant to the Senior Research Associate or Research Associate (Limited Term);
- An Overall Performance Rating will be assigned based on four performance rating categories; and,
- A Planning section to be completed jointly by the Principal Investigator and Senior Research Associates and Research Associates (Limited Term) focuses on setting objectives for the next review period and professional development.
The new Compensation Policy provides for (i) an annual across the board (ATB) and (ii) merit adjustment. The details of which are below:
(i) Across-the-Board (ATB) Increases
2.5% ATB effective April 1, 2012 – All SRAs and RAs should receive the ATB increase; with the exception of those individuals who have received written notice of poor performance.
Divisional HR Offices need to be consulted on any cases where an ATB increase will bring an individual’s salary above the salary range maximum.
The 2012 merit increase for SRAs and RAs will range from 0-2% of base salary; the amount within that range is to be determined by the Principal Investigator taking into consideration an individual’s performance level (unsatisfactory to exceptional) and their placement in the salary range.
Movement through salary ranges for SRA staff should be accelerated up to the breakpoint, and rise more slowly above the breakpoint. However, SRAs low in the salary range with a performance rating of ‘exceptional’ may be awarded a merit of up to 2.5% with appropriate Chair approval.
The new salary ranges are available here.
The Overall Performance Ratings (Appendix I) are available here.
More information regarding the Performance Assessment Process for Senior Research Associates and Research Associates (Limited Term) is available here.
Should you have any questions about the Performance Assessment Process, please contact your Divisional Human Resources Office.