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But he minced no words. The public service does a lousy job of managing its poor performers. Managers do little to help such employees and don’t get rid of them if they can’t be helped. He said the onus will now be on managers to deal with non-performers with a tougher directive, more training and a new beefed up labour relations unit to help.



Under the directive, all employees will have mandatory, written, performance agreements, which clearly lay out their goals and objectives. They will have a mid-year evaluation by their managers, followed by a full written assessment at year-end.

Anyone who falls short of their goals will get an action plan, with timelines that must be met, geared to improve their weaknesses. Clement said employees on probation, who are typically hired when probation expires, will be similarly tracked and deputy ministers will now have to attest they successfully completed probation.

“I want to be crystal clear: either poor performers improve and become productive employees or we will let them go. And managers will have the government’s full and complete support behind them when those difficult decisions need to be made.

“I know there are concerns that if you take action you will be on your own. That you will expend significant effort to do the right thing and that effort will be wasted. I’m here to tell you it will not. We have your back. You will not be alone. I will be behind you.”

At the same time, Clement said managers have to do a better job of recognizing the good employees and promoting the stars to encourage “excellence.” He said everyone wants to be told when they have done a good job. He said most public servants are good and could be great with the right “positive reinforcement and guidance that all workers seek.”