E-News – May 2019

Articles

The Performance Appraisal Process: Lessons Learned
Earl Manners, Queen’s IRC Speaker, 2019

Just as leadership styles and organizational work have evolved, so have perspectives on performance evaluation. Traditional performance evaluation is hierarchical, control-oriented, and focused on individual ranking and grading. Present-day performance evaluation is relational, facilitative, and focused on development and problem-solving (Leadership, R. Lussier, et al).

In Ontario, teacher performance appraisal requirements and processes are legislated. While the legislation is founded on a more traditional “three strikes you are out” mandate, the philosophy and practices are more contemporary. They are “designed to provide meaningful appraisals of teachers' performance that encourage professional learning and growth; identify opportunities for additional support where required; and provide a measure of accountability to the public” (Education Act, Part X.2, Regulation 98/02, Reg 99/02).

Two recent arbitral awards regarding teacher performance appraisal in Ontario provide insight regarding best practices for strategic leaders in modern organizational work environments. A review of the Gusita award (OSSTF vs. TDSB, 2011) and the Tait award (OSSTF vs TLDSB, 2018) will highlight the arbitral standards that must be met, the essential features of performance appraisal to meet those standards, and lessons learned.

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Best Practices for the Union-Management Relationship in the Workplace
Gary T. Furlong, Queen’s IRC Facilitator, 2017

These are challenging times for public-sector finances, private-sector growth in a sputtering economy, and hard conversations at the collective bargaining table. With so many issues on the macro level, we sometimes lose sight of the day-to-day working relationship for all of our employees and bargaining unit members. For the vast majority of unionized and non-unionized workers, it is the day-to-day interactions that determine whether the workplace is a productive, engaged environment, or one that preoccupies everyone with conflict, grievances and problems. Where each workplace falls on that spectrum will largely determine productivity, quality, absenteeism, as well as retention and recruitment. In other words, success often depends on what we do each and every day in the union-management relationship.

Jointly Building a Productive, Constructive Workplace
To achieve a healthy workplace that leads to commitment and engagement, there are some important best practices that can be implemented, jointly, by the union-management partnership. Consider some or all of the following five best practices for managing in a unionized workplace.

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Latest News

Follow Queen’s IRC Online for the Latest Updates

Here’s a few images that we shared online from our programs in the past month.

Join us online to see the latest pictures from our programs and events, as well as articles and updates on programs: Facebook – Twitter – LinkedIn.

New Programs Added for Fall 2019

We have just added the following programs to our fall program line-up:

Edmonton:
Workplace Restoration Oct 16-18, 2019

Calgary:
Strategic Workforce Planning Nov 13-14, 2019
Performance Management Nov 19-20, 2019
Organizational Design Date pending

Victoria:
Change Management Nov 5-7, 2019

Conference and Trade Show Update

Last month, we attended a couple of conferences and trade shows in Vancouver and Edmonton. We announced the winner of one of our draws last month. The winner of our other draw for a Tiffany’s gift card is: Mary Chalupka.

Congratulations to our winners and thank you to everyone who dropped by our booth.

Upcoming Programs

Register for an Upcoming Program:

• Labour Relations Foundations Jun 3-7, 2019 (Halifax)
• Negotiation Skills Jul 22-26, 2019 (Victoria)
• Labour Relations Foundations Sept 22-27, 2019 (Kingston)
• Negotiation Skills Oct 20-25, 2019 (Kingston)
• Managing Unionized Environments Sept 17-19, 2019 (Calgary)
• Organization Development Foundations Sept 24-27, 2019 (Toronto)
• Change Management Oct 1-3, 2019 (Toronto)
• HR Metrics and Analytics Oct 1-3, 2019 (Ottawa)
• Mastering Fact-Finding and Investigation Oct 7-10, 2019 (Calgary)
• Linking HR Strategy to Business Strategy Oct 8-10, 2019 (Toronto)
• Performance Management Oct 16-17, 2019 (Toronto)
• Workplace Restoration Oct 16-18, 2019 (Edmonton) *Just added
• Organizational Design Oct 22-24, 2019 (Toronto)
• Coaching Skills Oct 29-30, 2019 (Toronto)
• Talent Management Nov 5-6, 2019 (Toronto)
• Change Management Nov 5-7, 2019 (Victoria) *Just added
• Building Trust in the Workplace Nov 7, 2019 (Toronto)
• Strategic Workforce Planning Nov 13-14, 2019 (Calgary) *Just added
• Performance Management Nov 19-20, 2019 (Calgary) *Just added
• HR Metrics and Analytics Nov 19-21, 2019 (Calgary)
• Strategies for Workplace Conflicts Nov 19-21, 2019 (Halifax)
• Designing Collaborative Workplaces Nov 26-28, 2019 (Kingston)
• Managing Unionized Environments Nov 26-28, 2019 (Toronto)
• Workplace Restoration Nov 26-28, 2019 (Toronto)
• Labour Relations Foundations Dec 2-6, 2019 (Victoria)
• Strategic Grievance Handling Dec 3-6, 2019 (Toronto)

For an overview of our professional development training, from the perspective of our participants and speakers, please check out our Queen’s IRC Video.

For more program information, download our Spring 2019-Spring 2020 Program Planner.

Email: irc@queensu.ca Phone: 1-888-858-7838 Web: irc.queensu.ca