Performance Leadership
All OOS employees can access, create, update and submit annual APP’s from the Accountability and Performance Plan website. Please bookmark this page.
All OOS Supervisors are able to track progress, review and submit annual APP’s for OOS employees through the website.
Employees and Supervisors will complete year-end review meetings and supervisors will complete and submit year-end APPs through the APP website.
APP Work Standards
Performance Leadership focuses on two parts:
- People - Identifying meaningful goals and creating a feedback culture that focuses on asking for, giving and receiving feedback in pursuit of those goals. Goal-setting and continuous feedback are key ingredients to a workplace experience where people feel like they belong and are safe to learn, contribute and challenge.
- Process - A ratings and review system that:
- Drives annual compensation increases for those with in-range progression eligibility
- Aligns compensation increases to annual performance ratings
- Ensures the SHA meets its mandated requirement of having 100% of qualified, active OOS employees participating in an annual performance review program
A commitment to performance leadership encourages a balance between people and process-focused initiatives, while also ensuring the organization is compliant with mandated requirements from the Ministry of Health.
Annual APP Process Overview
Planning Phase
Completion of the Planning Phase process is a shared responsibility between employee and supervisor and consists of two key steps each calendar year:
- Filling out the APP Form (Employee responsibility)
- APP Review Meeting (Employee & Supervisor shared responsibility)
It is recommended that APP plans be completed and reviewed by April 30, and no later than June 30, in any given year.
Note: The APP form is not submitted until the end of the fiscal year.
Continuous Feedback Phase
Once an APP has been developed and goals for the year have been determined, the focus shifts from goal-setting to ongoing review and discussion focused on progress towards those goals – the continuous feedback phase.
A feedback culture is an atmosphere that creates the freedom to share and receive feedback. It includes the practice of vulnerability by being willing to hear from others how our work can improve – and then making those improvements.
Three Components of a Feedback Culture:
- Asking for and Receiving Feedback
- Leading Continuous Feedback Conversations
- Leading Year-End APP Conversations
Year-End Phase
Completion of the year-end process is a shared responsibility between employee, supervisor and the larger organization. The year-end process includes five key steps each calendar year.
5 Key Steps:
- By March 31 - Employee completes APP and submits to supervisor
- Before April 30 - Supervisor schedules APP Final Review Meeting with Employee
- By April 30 - Supervisor finalizes & submits all APPs for direct reports
- May-June - HR and ELT complete APP validation processes
- July - In-range increases for all eligible OOS will be applied
If you have any questions, email us at SHAOrgDevelopment@saskhealthauthority.ca.