Performance Management Policy

1. Purpose

This policy outlines a consistent and fair approach to managing, evaluating, and improving employee performance at YCA Construction Academy. The goal is to support employee growth, align with institutional objectives, and maintain a high-quality learning environment.

2. Scope

This policy applies to all employees of the College, including instructors, administrative staff, and support personnel, whether full-time, part-time, or contractual.

3. Guiding Principles

• Transparency: Clear communication of performance expectations and criteria.
• Accountability: Employees are responsible for performing duties effectively and professionally.
• Consistency: Fair and uniform application of performance standards.
• Development: Ongoing learning and support are prioritized.

4. Performance Planning

Each employee will:

• Receive a written job description outlining their role and responsibilities.
• Participate in a goal-setting meeting with their supervisor at the start of employment or evaluation cycle.
• Have clear performance metrics relevant to their job function, student satisfaction (if applicable), and safety standards.

5. Performance Evaluation Process

a. Frequency

Formal evaluations are conducted annually. Informal feedback and regular check-ins may occur throughout the year.

b. Evaluation Criteria

• Job knowledge and technical proficiency
• Instructional effectiveness (for teaching staff)
• Team collaboration and communication
• Compliance with safety and conduct policies
• Attendance, punctuality, and dependability
• Initiative and problem-solving skills

c. Methods

• Self-assessments
• Supervisor evaluations
• Peer and student feedback (where applicable)
• Review of records, safety compliance, and student outcomes

6. Performance Feedback & Improvement

Constructive feedback will be shared through evaluations and ongoing supervision. If issues arise, a Performance Improvement Plan (PIP) may be developed, outlining:

• Specific areas for improvement
• Measurable goals and deadlines
• Supportive resources and coaching
• Follow-up checkpoints to track progress

7. Training & Development

The College promotes ongoing professional development, offering:

• In-house and external training programs
• WHMIS, Working at Heights, and other certification renewals
• Workshops on instructional methods or workplace skills
• Mentoring opportunities

8. Recognition & Reward

High-performing staff may be recognized through:

• Letters of appreciation or commendation
• Opportunities for advancement or increased responsibilities
• Public recognition at staff events or meetings

9. Disciplinary Action

If performance issues persist despite guidance and support, the College may apply progressive discipline, including:

• Verbal or written warnings
• Suspension or probation
• Termination, in accordance with Ontario employment law

10. Confidentiality

All performance-related documents and discussions will be kept confidential, stored securely, and managed in compliance with PIPEDA and the College’s privacy practices.

11. Policy Review

This policy will be reviewed every two years or as needed to reflect changes in legislation, operational needs, or institutional direction.