employees in an effort to reach departmental and/or career goals as a part of Corporate Succession Planning. These discussions are valuable to Human Resources as it helps identify employees who have an aspiration and work ethic to progress through the corporation while at the same time ensures that the proper training, supports, educational and skill set building activities are available to help employees become the future leaders of the corporation.

Timing Risks: If Performance Appraisals are not completed on time an employee who is due a step increase will need to be paid retroactively and this becomes a liability for the Corporation. The liability is dependent on the number of outstanding Performance Appraisals for employees who fall within the initial steps of their pay band and do not receive incremental increases automatically per their respective Collective Agreement. Since there are a limited number of employees that fall into this category it is UNLIKELY that retroactive payments should be required and this can therefore be considered a MINOR risk to the Corporation.

Cross-Corporate Impact Risks: If Performance Appraisals are not completed on time, or at all hiring managers will not have the opportunity to review performance related information for internal candidates during the recruitment/succession planning process. A lack of available performance information may result in small operational inefficiencies as hiring managers may need to seek out this information from other managers within the Corporation or may not be able to access this information at all. Since the current Performance Appraisal completion rate is 86.16% it suggests that many managers and supervisors are engaged in the process of completing regular Performance Appraisals with their employees. As such, it is UNLIKELY that managers interested in reviewing performance information for internal candidates will be unable to do so and this can therefore be considered a MINOR risk to the Corporation.

Community Impact Risks: If Performance Appraisals are completed regularly it provides managers and supervisors an opportunity to formally identify and strengthen positive workplace behaviours and provide tools to correct inappropriate workplace behaviours. Failure to engage in a formal evaluation of performance could result in the continuation of negative workplace behaviours which may impact the community through poor customer service. As managers and supervisors are encouraged to deal with negative workplace behaviours as they occur through coaching and progressive discipline measurers it is UNLIKELY that Performance Appraisals are the only means used to address negative workplace behaviours and this can therefore be considered a MINOR risk to the Corporation.

Other Risks: No other risks assessed.

Financial Matters:

N/A