Our company is built on the core values Teamwork, Integrity and Excellence. We are committed to building a culture that fosters innovation, entrepreneurship and strong leadership.

Project Phase 1: Discovery and Needs Assessment / Research and Information Gathering

Objective: Understand current needs, gather stakeholder input, and define the scope.

Key Activities:

1. Assessment of Current System: Review existing systems (including Viva OKRs, core

values, and Learn365 integration) and identify strengths and gaps.

o Document findings and recommendations

o Assess current technology infrastructure and its ability to support new system

integration (e.g., compatibility with Learn365 and VIVA Goals).

o Think about how will end users will interact with the content and software.

o Think about what systems / tools may need to be utilized to manage the

program?

Best Practice Research: Research industry best practices for performance

management, particularly in dynamic and continuous feedback models.

o Explore industry best practices and emerging trends.

o Benchmark against peer organizations and leading companies

o Compile a comprehensive report highlighting key benchmarking insights and

recommendations

3. Consult with Key Stakeholders:

o HR team: Gain insights on the desired outcomes and any challenges faced with

current systems.

o Department Heads/Managers: To gather specific needs related to job roles,

departmental OKRs, and performance expectations

 Connect with HR on this.

o Employees: To understand their perspective on current feedback mechanisms,

growth opportunities, and skill development needs.

 Connect with HR on this.

4. Compliance and Legal Review: Ensure the new system aligns with Canadian

employment legislation and legal considerations across the 4 provinces.

Phase 2: Performance Review Management System Development

Objective: Develop a customized framework tailored to our organizational needs. Utilizing the

findings from Phase 1, ensuring the system is user friendly, meaningful and dynamic.

Key Activities:

 Develop Review Categories: Define categories for performance evaluation.

o E.g. (but not actual list) of categories: OKRs, Communication, Training &

Development (tracked in Learn365), Soft Skills, Job Role Proficiency /

Competencies (see competency project), Alignment with Core Values, Individual

Goals, Feedback from Peers and Managers, Other relevant success indicators

 Develop Questions for each category: Define questions for each category.

 Structure Design: Create regular check-in structures (e.g., quarterly check-ins, mid-

year reviews?, annual performance reviews, monthly communication check-ins?).

o What is the objective of each structure, how will it benefit the employee /

manager / company?

o What questions go with each structure?

 Learn365 Integration (competency project): Define how Learn365 will be integrated to

track training, skill assessments, and development progress.

o Rating Rubrics: Utilize competency program rubrics to evaluate proficiency

levels for both functional / technical and general / soft skills.

 VIVA Goals Integration (OKR’s): Define how VIVA Goals will be integrated.

 Feedback Mechanisms: Feedback loops, including peer and manager input, 360’s?

Deliverables - to be determined and confirmed based on student skillsets

 Needs Assessment Report

 Best Practices Summary

 Gap Analysis Report

 Performance Review Framework

 Integration Plan