Knowledge Check Stage 1: Performance Planning

1. Which tool would you use to find proficiency levels for each of the eight Public Health Employee Performance Management Competencies?

Answer: Public Health Employee Performance Management Competency Profiles

2. What is the purpose of the performance planning meeting between the manager and employee?

Answer: The purpose of the meeting is to discuss what will be accomplished during the year, set performance and learning objectives with key indicators and target dates.

3. What tools are used in this meeting?

Answer:

• Public Health Employee Performance Management Competency Profiles
• Public Health Employee Performance Management Planning & Evaluation Tool (Sections A, B & C)

4. What is the difference between a performance objective and a learning objective?

Answer: A performance objective identifies “WHAT” work will be done. A learning objective focuses on “WHAT” skill or action an employee will be able to perform as a result of the development activity over the course of the employee performance management cycle.

Knowledge Check Stage 2: Ongoing Review & Feedback

1. Why is ongoing review and feedback important?

Answer: Progress on objectives must be monitored formally to ensure that employees are moving toward their performance objectives. Ongoing review and feedback also provides an opportunity to address any barriers so that the employee can be successful in achieving their objectives.

2. What is the difference between formal and informal feedback?

Answer: Formal feedback is planned while informal feedback is more spontaneous and occurs, preferably, immediately after the manager, and peer or client makes an observation. Both types of feedback are meant to reinforce desirable behaviours, modify unwanted behaviours, and provide feedback and coaching on ways to enhance performance.

Knowledge Check Stage 3: Performance Evaluation

1. What is the purpose of the Self Assessment tool?

Answer: The self assessment tool has been developed to help employees assess their competency level against the Public Health Employee Performance Management Competency Profile for their specific role. The scale explores the behaviours performed in the employee’s work and their complexity.

2. How do the rating scales differ between the Self Assessment tool and the Planning and Evaluation tool?

Answer:

• The self assessment rating scale considers the behaviours that are being demonstrated, their frequency and the various situations they are applied in. These ratings represent ‘how’ an employee believes his or her tasks are performed.
• The planning and evaluation tool rating scale considers the global quality and level of employee performance in comparison to the set objectives and competency proficiency level over the review period, representing both ‘what’ tasks were performed and ‘how’.