Thunder Bay Regional Health Sciences Centre is excited to announce our revised performance appraisal process: Coaching for Development (CFD).

The CFD is based on our Hospital values and links to our 2026 Strategic Plan. CFD is a performance conversation that is employee driven, but jointly owned through meaningful and interactive conversations with leadership. Performance conversations are important as they provide an opportunity to recognize quality performance and accomplishments, to discuss strengths and or opportunities for development and set goals and expectations that connect to Hospital values and philosophies. The goal is to provide employees with a performance evaluation process that they value and that makes them feel in control of their professional development. CFD utilizes the technology of the Dual Code Learning Management System for efficient notification, collection, and reporting of evaluations.

Human Resources engaged a cross-section cross of Hospital staff and leaders to form a working group to develop the core competencies found in Section A of the form. Two trials of the CFD system have been conducted, with each trial allowing for feedback and improvements to Dual Code to enhance the process. A final trial is underway prior to launch.

Process:

1. CFD’s will be assigned based on the employee’s year of hire (ex. hired in 2008, CFD assigned in 2022; hired in 2011, CFD to be assigned in 2023).
2. Employee is assigned their CFD form at the beginning of the fiscal year. An e-mail will be sent to the employee advising them of this and providing instructions for them to complete their self-appraisal in the CFD.
3. Once the employee has fully completed their CFD they will save and submit and the CFD will be sent electronically to the leader in the LMS. An e-mail notification will also be sent to the leader notifying them to complete their feedback.
4. The leader will complete their portion, save and submit, allowing the employee the opportunity to review the leader’s comments prior to the formal meeting. The leader will then schedule a meeting with the employee to review.
5. In the meeting, together the leader and employee will finalize the employee’s goals/aspirations for the upcoming performance evaluation cycle.
6. CFD meetings must occur by March 31.
7. Completed CFD’s will be stored in the LMS, eliminating the current paper based process. If an employee transfers departments, their previous CFD will be accessible to their new leader.

The Form

Section A: Core Accountabilities
In the core accountabilities section employees and leaders must reflect on Hospital values, the employee’s behaviours, and provide examples of how they exemplify these traits when providing their comments.

Section B: Goals
Jointly the employee and leader will finalize the employee’s goals/aspirations for the upcoming performance evaluation cycle. Aligning employee goals to the Hospital’s mission can empower continuous development and relate strategies from an organizational objective to specific individual behaviors.

Section C: Additional Comments
Employees and leaders can include any additional comments not covered in the above sections.

Education events and informational drop in sessions will be hosted monthly for both leaders and employees throughout 2022 to assist with this process change and the completion of the form. In addition, tools and supports are built into the system.

If you have any questions, please contact Human Resources.