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Policy No.
Performance Review Policy
Page 1 of 3
Performance Management
Policy
Department: Human Resources
Policy No:
N/A
Adopted:
July 11, 2023
Revision Dates:
N/a
1.0
Purpose
To ensure that formal and informal performance review processes are developed and
implemented for all non-union employees.
2.0
Scope
This Policy applies to all non-union employees (permanent, casual, contract or term)
of the Town of Berwick.
3.0
References
3.1.
Employee Compensation and Review Policy
4.0
Definitions
4.1.
Formal Review: annually, scheduled meeting between an employee
and their supervisor to review an employee's work performance.
4.2.
Informal Review: non-scheduled discussions between a supervisor or
employee to discuss work performance.
4.3.
Performance Review: is a constructive process to acknowledge the
performance of a non-probationary employee. An employee's review
shall be sufficiently specific to inform and guide the employee in the
performance of their duties.
4.4.
Probationary Employee: is a non-union employee who is new to the
organization or, in some cases, to their position and has yet to complete
their probationary period.
4.5.
Probationary Period: is the period of time given to evaluate a new
employee's adjustment and potential ability to perform their job
expectations.
4.6.
Supervisor: is an employee in a management level position which has
responsibility for directing, supervising and evaluating the performance
of another employee who reports directly to them.
5.0
Policy
5.1.
Specific Objectives
Policy No.
Performance Review Policy
Page 2 of 3
The objectives of this Policy are to:
a) establishes a system of consistent, systematic and fair assessment
of each employee's performance and skill set;
b) ensures employees have a clear understanding of the work expected
from them and receive ongoing feedback regarding performance
relative to expectations;
c) assist in identifying specific requirements for the training and
development of individual employees or if applicable, groups or
categories of employees;
d) permanently record, on an objective basis, the work performance of
each employee; and
e) ensures well-performing employees are recognized.
5.2.
Responsibilities
5.2.1.
The Council will:
a)
review, amend, and adopt changes to the Performance
Management Policy; and
b)
annually
review
the
performance
of
the
Chief
Administrative Officer in accordance with the CAO's
employment contract and specific references within the
Municipal Government Act
5.2.2. The Chief Administrative Officer (or designate) will
a)
establish a Performmance Management process for all
employees;
b)
oversee the implementation and maintenance of the
Performance Management Policy throughout the Town of
Berwick with the assistance of, and consultation with,
department heads;
c)
monitor the effectiveness of the performance review
process and recommend necessary modifications to the
Performance Management Policy and Standard Operating
Procedure;
d)
conduct informal and formal reviews;
e)
inform Council of the status of annual reviews.
5.2.3.
Supervisors will:
a)
administer and coordinate performance reviews within
their respective department/service area;
b)
perform informal and formal reviews;
c)
report annually to the CAO, or designate, on the results of
the formal review(s) undertaken.
Policy No.
Performance Review Policy
Page 3 of 3
5.3.
Probationary Period
5.3.1.
All employees are classified as Probationary Employees during
their first six (6) months of employment, unless otherwise
stated in their letter of employment.
5.3.2.
The Town reserves the right to extend Probationary Periods up
to three (3) additional months.
5.3.3.
Probationary
Employees
will
receive
a
Probationary
Performance Review at three months and prior to the end of
their Probationary Period.
5.4.
Annual Performance Reviews
5.4.1.
All permanent employees shall receive an annual Performance
Review from their Supervisor.
5.4.2.
All casual, temporary, or term staff should receive at a minimum
an informal review to be recorded in their personnel file.
5.4.3.
The Supervisor and employee will sign the completed
Performance Review and submit it to the CAO or designate. The
employee's signature only indicates that they have received the
Performance Review, not necessarily that they agree.
5.4.4.
If an employee believes there are discrepancies in their
Performance Review, the employee may provide written
feedback that will be included with their Performance Review
which is maintained in their personnel file.
5.4.5.
Supervisors should provide employees with feedback, training
and coaching in an effort to assist them in meeting their job
expectations or to develop them for future opportunities and
career advancement.
6.0
Review
6.1.
This policy will be reviewed every four years.
____________________________
___________________
CAO
Date