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In this section you will learn about the three stages of the employee performance management cycle and how to use the tools.

What is Competency Based Employee Performance Management?

Public Health Competency Based Employee Performance Management is typically a 12 month cycle of managing employee performance for success where objectives are developed, competencies are incorporated and constructive feedback is provided for continuous improvement.

What are Performance Objectives?

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Performance objectives are an indicator of effective work performance. They identify the specific tasks or activities the employee should accomplish over the course of a performance management cycle. Performance objectives denote “WHAT” work will be done.

What are Competencies?

Competencies are observable knowledge, skills and abilities, or traits that are required for successful job performance. Competencies denote “HOW” the work will be done.

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While performance objectives describe WHAT must be accomplished, competencies are behaviours to be displayed in successful accomplishment of the work objectives.

The competencies written as behavioural statements, have been developed to give specific examples of HOW an employee can demonstrate the behaviours associated with each of the Core Competencies for Public Health in Canada Release 1.0 for the purpose of performance management.

Public Health Employee Performance Management Competencies

The eight Public Health Employee Performance Management Competencies are:

1. Public Health Sciences
2. Assessment and Analysis
3. Policy and Program Planning, Implementation and Evaluation
4. Partnerships, Collaboration and Advocacy
5. Diversity and Inclusiveness
6. Communication
7. Leadership
8. Ethics and Professionalism

These competencies build on the seven Core Competencies for Public Health Release 1.0 plus an additional competency area called Ethics and Professionalism. To learn more about these competencies and how they are further defined, please continue reading.

Competencies include the following information:

• A Competency Name – The same as the Core Competencies for Public Health Release 1.0 with the exception of an additional competency, Ethics and Professionalism
• A Definition – Provides a general understanding of the type of behaviour addressed using the Public Health Agency of Canada’s definitions
• A Proficiency scale – A set of descriptions of what can be done at each stage of development of competence, including a range of behaviours that illustrate an increase in complexity and scope. Proficiency levels are incremental and cumulative
• A Behavioural Statement – Expresses the conditions under which a behaviour or overt act will be expected to occur and describe the level of expertise of performance (good examples only, not exhaustive list)

Look at the Public Health Employee Performance Management Competency Summary Chart for more details on the definitions and proficiency levels of the eight competencies.