13-11 Unsatisfactory Work Performance

Question 1

What is the Rationale?

Answer 1

The objectives of the performance improvement process are to correct identified work performance deficiencies and to achieve an acceptable level of performance by members. This Procedure outlines the mechanism by which standards will be established and defines the remedial steps to be taken when a member’s performance does not meet established standards.

Question 2

Procedure

Unless specifically specified, in this Procedure “member” SHALL include

Answer 2

any employee of the Toronto Police Service (Service).

Question 3

Standards for Work Performance

Work performance standards applicable to members can be found in:

Answer 3

• Service Governance
• Federal Statutes and associated Regulations
• Provincial Statutes and associated Regulations; and
• Municipal By-laws and Municipal Codes.

Question 4

Standards for Work Performance

Command officers SHALL establish work performance standards for any specialized function within each command that deviates from the

Answer 4

prescribed duties for an equally ranked/classified member. Job descriptions, having regard to the definition of sundry duties, further define the duties and requirements of civilian employees and SHALL be included in work performance standards.

Question 5

Standards for Work Performance

All work performance deficiencies should be addressed in a timely manner. Minor work performance deficiencies can generally be resolved through

Answer 5

remedial assistance, such as counselling, training or participation in a program or activity that would improve the member’s performance. Members must be provided the opportunity to improve work performance without adversely affecting their work record.

Question 6

Standards for Work Performance

Because of the serious impact on the efficient operation of the Service, persistent work performance deficiencies must be

Answer 6

corrected in a timely manner and a record kept of the results of actions taken.