Relates to priority: Inspire Great People
Performance development conversations provide an opportunity for managers and employees to communicate about performance expectations, career goals, and professional development in alignment with UBC’s organizational goals.
Outcome
To nurture and develop VPFO team members at all levels.
Targets
Phase 1: By Q3 FY2022 (Dec 2021), consistently document and conduct performance conversations with 70% of the VPFO portfolio team members
Phase 2: By Q4 FY2022 (Mar 2022), consistently document and conduct performance conversations with 100% VPFO portfolio team members
Measure
Percentage (%) completion of documented performance conversations.
Reporting Frequency
Annually — last updated: TBD.
*Please note that you need to be on UBC’s network either on campus or through VPN to access the data.
Our Strategic Priorities
Our priorities provide a framework containing the objectives of our Strategic Plan, and they help contextualize the overarching aims of the VPFO. Progress towards achieving our strategic priorities is tracked by selected Key Performance Indicators (KPIs).
Inspire Great People
We have great people at all levels of the VPFO and we want to retain that talent, nurture and develop it, and offer engaging ways to apply it at UBC. We need a diverse mix of people and opinions to bring different perspectives to the table, and we must provide a safe working environment that allows all our team members to flourish.