STUA Performance and Development

The staff of the Division of Student Affairs (STUA) are an incredibly important resource for ensuring the success of both the Division and University of Victoria students.

The Performance and Development Cycle (PDC) has been developed for Student Affairs staff based on the feedback received in the Student Affairs 360o survey conducted in spring 2014. This is a STUA key initiative in support of the Division strategic objective to create and implement effective (staff, faculty, student) employee performance and development and learning opportunities (across the university).

The PDC launched in fall 2015 as a pilot program for Professional Employees Association (PEA) staff in the Division. Following the PEA pilot program and an assessment with participants, the program was embedded for PEA staff in fall 2016 and a second pilot program with division CUPE 951 staff began in spring 2017. This pilot will run for one year with an assessment in spring 2018. In fall of 2017 PDC was launched campus wide by Human Resources, providing more resources and training opportunities for Student Affairs staff. 

Program details

The PDC breaks down the annual performance development process into three steps:

  1. Looking Forward Conversations – The first step in the annual cycle is when goals and objectives are set. This is also when clear expectations and a common understanding of how your role contributes to the big picture are established.
  2. Performance and Development Conversations – These are regular check-in conversations scheduled throughout the year and incorporate feedback and coaching.
  3. Looking Back and Looking Forward Conversations – this is where successes are celebrated and any issues or obstacles identified for the next performance cycle. These conversations should summarize conversations that have already taken place throughout the year.

Key components of the PDC program:

  • annual, cyclical and ongoing
  • coaching, feedback and recognition incorporated throughout the cycle
  • focus of each stage is meaningful, reciprocal, respectful conversations
  • short, easy to use forms at each stage
  • units and departments can shift the cycle based on schedules and annual calendars
  • training, tools and resources are available to both employees and supervisors (see resource section below)

(Download the full model description and FAQs in the resource section below)

Goals

Through consultation with Student Affairs Council and review of the responses to the 360o survey, the Performance and Development Steering Committee (PDSC) identified five primary goals of the Performance and Development program:

  1. Alignment of the program with institutional, division, department and individual goals
  2. Ease and consistency of process
  3. Employee engagement, growth and enhanced performance
  4. Strengthened relationships between employees and supervisors for a more cohesive, high performing Student Affairs team
  5. Attainment of the divisional vision statement

Timeline

Fall 2014/Spring 2015
  • PDSC established
  • PDC model developed and presented to STUA Council
  • Training program, forms, tools and resources developed
  • Council provided with a preview of the proposed training program
Summer 2015
  • Training program development
  • Half day training session for STUA Council members (August 2015)
  • Assessment of training
Fall 2015/Spring 2016
  • PEA pilot program
  • Assessment of pilot program
Summer/Fall 2016
  • Incorporation of assessment feedback
  • PDC embedded for PEA staff
  • Planning for launch of a pilot program for division CUPE 951 staff
Spring 2017 - Spring 2018
  • CUPE 951 pilot program

Leadership

Executive leadership

  • Nicole Greengoe, Registrar (Chair)
  • Clint Hamilton, Director, Athletics and Recreation
  • Jim Forbes, Director, Campus Services

Staff resources