Scenario 1: Performance Objectives

Prior to the meeting, both Karen and her manager thought about the priorities, and performance objectives they want to accomplish over the year.

At the planning meeting, Karen and her manager have a shared discussion of ‘what’ Karen hopes to accomplish during the year.

• They identify and document performance objectives, key indicators and target completion dates
• As they mutually identify and document performance objectives, they think about which competencies may be most applicable and write them in the brackets beside each key indicator
• They complete Section A: Performance Planning and Review of the Planning & Evaluation tool

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Karen and her manager use the SMART way to write her performance objectives, meaning that they are:

• Specific
• Measurable
• Achievable
• Realistic
• Time bound

For an illustration, check out the example of performance objectives, key indicators and target dates completed by Karen and Leslie in Section A: Performance Planning and Review of the Planning and Evaluation tool.

Now you try! Complete the following activity.

Activity 1: SMART Performance Objectives

Write a performance objective, using the SMART way that addresses one performance area.

Scenario 2: Setting Competency Proficiency Levels

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In preparation for her meeting with Leslie, Karen looked at the Competency Profiles, to determine the level of proficiency required in her role as a Front Line Provider.

Specifically she looked at the competency profile for Partnerships, Collaboration and Advocacy and the expected proficiency level is listed as 2-3.

You can review the example of Section B: Competencies Review of the Planning and Evaluation tool to see the documented proficiency levels agreed to by Leslie and Karen.

Now you try! Complete the following activity.

Activity 2: Find a Proficiency level for your role

1. Go to the Competency Profiles and select your role, for example, front line provider, consultant/specialist or manager/supervisor
2. Select the competency of Leadership. What is the proficiency level required for your role?
3. Now, refer to the Competencies tool. Select Leadership and the level of proficiency for your role. Next, read the behavioural statements that relate to your job
4. Think about an example in your every day work that would demonstrate these behavioural statements

Scenario 3: Learning and Development

What is a learning and development plan?

A learning and development plan is an agreement between a manager and an employee that enables the employee to acquire or develop the skills and competencies needed for the job. It is a commitment to carry out specific actions in support of employee learning and is a key component of the employee performance management cycle.

What is a learning objective?

Learning objectives are specific, measurable statements of the skill or action employees will be able to perform as a result of the learning activity. The objectives should be expressed using action words, such as “explain”, “describe”, “conduct”, or “negotiate”.

Through their discussion, Leslie and Karen write Karen’s learning and development objectives for the year and how they relate to her current job, career aspirations and development activities.

Karen chooses to focus on the competency of Partnership, Collaboration and Advocacy and ‘how’ to develop solutions to contradictory nutrition and food safety recommendations.

Karen wants to know what low risk foods are nutritious and how best to recommend handling higher-risk nutritious foods into school nutrition program settings.

Karen needs to write some learning objectives, reflecting competencies and document these in Section C: Learning and Development of the Planning & Evaluation tool. She will need to include resources and barriers to achieving her objectives.

Karen’s learning objective looks like this:

Review the completed learning objective for Partnership, Collaboration and Advocacy competency in Section C: Learning and Development of the Planning and Evaluation tool.

Now you try it! Complete the following activity.

Activity 3: Learning Objectives

1. As an employee, write a learning and development objective using the SMART way that addresses an area requiring development
2. As a manager, think about an employee and what a learning and development objective might look like for them. Write it using the SMART way