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Zenhub #1031 Resources > Replace the FAQ content
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jizhaogit committed Jul 12, 2023
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86 changes: 83 additions & 3 deletions app/Http/Controllers/ResourceController.php
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Expand Up @@ -144,13 +144,93 @@ public function faq(Request $request)

$data = [
[
'question' => 'Questions about the Performance Development Platform (PDP)',
'answer_file' => '2'
'question' => 'Why is performance development important?',
'answer_file' => '0'
],
[
'question' => 'Questions about Performance Development Approach and Process',
'question' => 'How often do I need to have performance conversations?',
'answer_file' => "1"
],
[
'question' => 'How do I add a goal to my PDP profile?',
'answer_file' => "2"
],
[
'question' => 'How do I share a goal with a colleague?',
'answer_file' => "3"
],
[
'question' => 'How do I set up a performance conversation with my employee / supervisor?',
'answer_file' => "4"
],
[
'question' => 'I am a supervisor. How do I create a goal in my team’s Goal Bank?',
'answer_file' => "5"
],
[
'question' => 'I’m a supervisor. I want to view my employee’s goals and upcoming conversation deadlines. How do I do this?',
'answer_file' => "6"
],
[
'question' => 'I do not see the correct supervisor in the PDP / I do not see the correct direct reports in the PDP. What do I do?',
'answer_file' => "7"
],
[
'question' => 'Is there an autosave function on the application?',
'answer_file' => "8"
],
[
'question' => 'Is there a timeout on the application?',
'answer_file' => "9"
],
[
'question' => 'Can I access the PDP from home?',
'answer_file' => "10"
],
[
'question' => 'What notifications and reminders will the PDP send me? Can I choose how often to receive an email from the PDP?',
'answer_file' => "11"
],
[
'question' => 'Who can assist me if I need help with the PDP?',
'answer_file' => "12"
],
[
'question' => 'How do I access past MyPerformance files?',
'answer_file' => "13"
],
[
'question' => 'Why are there no ratings in the new approach to performance development?',
'answer_file' => "14"
],
[
'question' => 'How can I qualify for a Pacific Leaders Scholarship if there are no ratings as part of performance development?',
'answer_file' => "15"
],
[
'question' => 'How will I qualify for MCCF in-range compensation movement if there are no ratings as part of performance development?',
'answer_file' => "16"
],
[
'question' => 'What do I do if one of my employees is not performing up to expectations?',
'answer_file' => "17"
],
[
'question' => 'What happens when an employee clicks “I disagree with the information contained in this performance review”?',
'answer_file' => "18"
],
[
'question' => 'I am a supervisor and my employee clicked “I disagree with the information contained in this performance review”. What do I do?',
'answer_file' => "19"
],
[
'question' => 'I am a supervisor and I don’t have enough time in my schedule to go through this process with my employees. Why do we need to do this?',
'answer_file' => "20"
],
[
'question' => 'I support a ministry and need to have HR Administrator access for the PDP. How do I receive this status?',
'answer_file' => "21"
],
];
return view('resource.faq', compact('data', 't'));
}
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2 changes: 1 addition & 1 deletion resources/views/resource/faq.blade.php
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</h5>
</div>

<div id="collapse_{{$index}}" class="collapse {{$index == $t ? 'show' : ''}}" aria-labelledby="heading_{{$index}}" data-parent="#accordion">
<div id="collapse_{{$index}}" class="collapse" aria-labelledby="heading_{{$index}}" data-parent="#accordion">
<div class="card-body">
@if (array_key_exists('answer', $question))
{{ $question['answer']}}
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13 changes: 13 additions & 0 deletions resources/views/resource/partials/faq/0.blade.php
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<p>
Performance development serves a range of functions that promote employee performance and career growth and organizational competitiveness, including:
</p>

<ul>
<li>Supporting skill development and career planning</li>
<li>Aligning individual goals with organizational goals</li>
<li>Increasing individual and organizational accountability</li>
<li>Recognizing and rewarding good performance and managing underperformance</li>
<li>Identifying and developing the necessary capabilities for an effective workforce</li>
<li>Increasing productivity</li>
<li>Building employee engagement.</li>
</ul>
58 changes: 5 additions & 53 deletions resources/views/resource/partials/faq/1.blade.php
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<h5>a. Why is performance development important?</h5>
<p>Performance development serves a range of functions that promote employee performance and career growth and organizational competitiveness, including:</p>
<ul>
<li>Supporting skill development and career planning</li>
<li>Aligning individual goals with organizational goals</li>
<li>Increasing individual and organizational accountability</li>
<li>Recognizing and rewarding good performance and managing underperformance</li>
<li>Identifying and developing the necessary capabilities for an effective workforce</li>
<li>Increasing productivity</li>
<li>Building employee engagement.</li>
</ul><br>
<h5>b. How often do I need to have performance conversations?</h5>
<p>The Performance Development process requires employees to have one conversation with their supervisor every four months (three per year). The old MyPerformance system also required three conversations per year (Planning, Focusing and Sign-Off). There has been no change to this requirement.</p>
<br>
<h5>c. I am a supervisor and I don&rsquo;t have enough time. Why do I need to do this?</h5>
The <a href="https://www2.gov.bc.ca/gov/content/careers-myhr/managers-supervisors/employee-labour-relations/conditions-agreements/accountability-framework" target=\'_blank\'>Accountability Framework for Human Resource Management</a> requires that all supervisors in the BC Public Service:
<ul>
<li>Organize, direct and manage the performance of staff to meet operational requirements; and</li>
<li>Provide regular on-going feedback to their employees on their performance and support employees&rsquo; career paths.</li>
</ul>
<p>The performance development process requires employees to have one conversation with their supervisor every four months (three per year) to meet the supervisor accountabilities.</p>
<p>Performance conversations are also a rewarding investment of time.</p>
<ul>
<li>They are foundational to the strength of employee-supervisor relationships. These relationships are integral to attracting, developing, and retaining talent.</li>
<li>They provide clarity to the employee on what is expected of them and insights to the supervisor about what&rsquo;s important to each employee and what motivates them.</li>
</ul>
<br>
<h5>d. Why are there no ratings in the new approach to performance development?</h5>
<ul>
<li>During consultations, we heard from employees and supervisors that ratings were a major source of stress and not helpful in improving performance or guiding career development.</li>
<li>Performance development is focused on looking forward to improve future outcomes rather than looking backward to grade past accomplishments.</li>
<li>Performance development is designed to encourage regular conversations between an employee and supervisor rather than focus on an end-of-year rating conversation. </li>
<li>The use of templates to support conversations focused on appreciation, coaching and evaluation allow us to recognize strong performance and support performance improvement without the use of ratings.</li>
<li>The BC Public Service did not regularly use information MyPerformance ratings to guide talent and compensation decisions. </li>
<ul>
<li>Ratings were not a valid source of evidence to inform these decisions as they were distributed inequitably across organizations, job types, and employee groups.</li>
<li>There was always an additional step outside of the MyPerformance rating in the talent or compensation process used to evaluate candidates. </li>
</ul>
</ul>
<br>
<h5>e. How can I qualify for a Pacific Leaders Scholarship if there are no ratings as part of performance development?</h5>
<p>Requirements for the Pacific Leaders Scholarship will not change. To be eligible, your supervisor must agree that you are, at minimum, achieving expectations in your current role and that your career goals are consistent with the current or future needs of government. This information is collected in the Pacific Leaders form that your supervisor must submit as part of the application process. Your study plans must be described in your in the PDP. </p>
<br>
<h5>f. How will I qualify for MCCF in-range compensation movement if there are no ratings as part of performance development?</h5>
<p>MyPerformance ratings were not the deciding factor in determining in-range movement. A separate process was conducted each year to identify successful candidates for in-range movement depending on the criteria and quotas identified. This separate process will proceed as usual.</p>
<br>
<h5>g. What do I do if one of my employees is not performing up to expectations?</h5>
<br>
<p>There are supports offered in the PDP to help address different stages of performance concerns through targeted conversations and goal setting. At any stage, you can reach out to an HR Specialist through AskMyHR for additional support in having these conversations. You may also consider requesting short term coaching to review how you want to show up in the conversation.</p>
<p>If performance concerns are just starting to emerge or are not deemed significant, you will want to use the “Coaching” and “Action Items” areas of the Performance Check-In template. This documents that you began the conversation with the employee, offered support and coaching, and agreed on relevant follow-up actions. You are still free to use other sections of the template to celebrate successes or document additional aspects of performance discussions.</p>
<p>If performance concerns are significant or persist over time, you will want to progress to the Performance Improvement template. This template is more explicit in identifying performance issues, supports to be provided, and timelines for meeting agreed improvement measures. </p>
<p>If performance improvements are not made within agreed upon timelines, you should reach out to an HR Specialist through AskMyHR. The information that you have recorded in the PDP will provide important context and evidence to support the process as it is escalated.</p>
<p>You can also check out the section on “Addressing a Performance Issue” in the <a href="/resources/conversations" target=\'_blank\'>Conversations Resource section</a> of the PDP for additional assistance.</p>
<p>
The Performance Development process requires employees to have one conversation with their supervisor every four months (three per year).
The old MyPerformance system also required three conversations per year (Planning, Focusing and Sign-Off). There has been no change to this requirement.
However, now the nature, topic and timing of the performance conversation is more flexible and can reflect the current needs of employee and supervisor.
</p>
3 changes: 3 additions & 0 deletions resources/views/resource/partials/faq/10.blade.php
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<p>
Yes, you just need to have the tool’s website URL. You can type that into the browser and you will be prompted for your IDIR login information.
</p>
31 changes: 31 additions & 0 deletions resources/views/resource/partials/faq/11.blade.php
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<p>
By default the PDP will generate in-app notifications on your homepage and send an email whenever someone:
</p>

<ul>
<li>Makes a comment on one of your goals</li>
<li>Adds a new goal to your goal bank</li>
<li>Shares your profile with another supervisor</li>
<li>Wants to set up a performance conversation with you</li>
<li>Signs-off on a performance conversation with you</li>
<li>Disagrees with the content of a performance conversation with you</li>
</ul>

<p>
And also:
</p>

<ul>
<li>One month before your next conversation due date</li>
<li>One week before your next conversation due date</li>
<li>When your conversation is past due</li>
<li>One month before your team member's next conversation due date (supervisors only)</li>
<li>One week before your team member's next conversation due date (supervisors only)</li>
<li>When your team member's conversation is past due (supervisors only)</li>
</ul>

<p>
Users have the option of opting out of receiving some of these emails. Notification options can be set on the <a href="/user-preference" target="_blank">Account Preferences page</a>.
You can access this page by clicking on your username in the top right corner of the app.
</p>

14 changes: 14 additions & 0 deletions resources/views/resource/partials/faq/12.blade.php
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<p>
Supervisors are supposed to help employees with their PDP profiles whenever possible. All supervisors and employees are encouraged to
review the Resources Section of the PDP for a helpful user guide, tutorial videos,
and best practice tips for setting effective goals and having effective conversations.
</p>

<p>
If you can’t find the answer after reviewing this material, you can escalate your request to your ministry contact listed in the Contacts section of the PDP.
</p>

<p>
If you are experiencing a technical issue, first check to see if the answer is in the PDP User Guide. If you cannot find the answer,
please submit a service request through AskMyHR to My Team or Organization > HR Software Systems Support > Performance Development Platform.
</p>
9 changes: 9 additions & 0 deletions resources/views/resource/partials/faq/13.blade.php
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<p>
You will not lose access to your past MyPerformance files. The MyPerformance system will remain online during the transition to
performance development and the PDP. Once that transition is complete, the MyPerformance files will be made available to you in a secure archive.
You cannot copy MyPerformance profiles directly into the PDP, though you can copy and paste any relevant text into the new format.
</p>

<p>
Sign-off by both parties in MyPerformance is required for the profile to be archived and made available.
</p>
27 changes: 27 additions & 0 deletions resources/views/resource/partials/faq/14.blade.php
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<ul>
<li>
During consultations, we heard from employees and supervisors that ratings were a major source of stress and not helpful in
improving performance or guiding career development.
</li>
<li>
Performance development is focused on looking forward to improve future outcomes rather than looking backward to grade past accomplishments.
</li>
<li>
Performance development is designed to encourage regular conversations between an employee and supervisor rather than focus
on an end-of-year rating conversation.
</li>
<li>
The use of templates to support conversations focused on appreciation, coaching and evaluation allow us to recognize strong
performance and support performance improvement without the use of ratings.
</li>
<li>
The BC Public Service did not regularly use information MyPerformance ratings to guide talent and compensation decisions.
</li>
<li>
- Ratings were not a valid source of evidence to inform these decisions as they were distributed unequally and inequitably
across organizations, job types, and employee groups.
</li>
<li>
- There was always an additional step outside of the MyPerformance rating in the talent or compensation process used to evaluate candidates.
</li>
</ul>
7 changes: 7 additions & 0 deletions resources/views/resource/partials/faq/15.blade.php
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<p>
Requirements for the Pacific Leaders Scholarship will not change. To be eligible, your supervisor must agree that you are, at minimum,
achieving expectations in your current role and that your career goals are consistent with the current or future needs of government.
This information is collected in the Pacific Leaders form that your supervisor must submit as part of the application process.
Your study plans must be described in your in the PDP.

</p>
5 changes: 5 additions & 0 deletions resources/views/resource/partials/faq/16.blade.php
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<p>
MyPerformance ratings were not the deciding factor in determining in-range movement. A separate process was conducted each year to identify
successful candidates for in-range movement depending on the criteria and quotas identified. This separate process will proceed as usual.

</p>
26 changes: 26 additions & 0 deletions resources/views/resource/partials/faq/17.blade.php
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<p>
There are supports offered in the PDP to help address different stages of performance concerns through targeted conversations and goal setting.
At any stage, you can reach out to an HR Specialist through AskMyHR for additional support in having these conversations.
You may also consider requesting short term coaching to review how you want to show up in the conversation.
</p>

<p>
If performance concerns are just starting to emerge or are not deemed significant, you will want to use the “Coaching” and “Action Items”
areas of the Performance Check-In template. This documents that you began the conversation with the employee, offered support and coaching,
and agreed on relevant follow-up actions. You are still free to use other sections of the template to celebrate successes or
document additional aspects of performance discussions.
</p>

<p>
If performance concerns are significant or persist over time, you will want to progress to the Performance Improvement template.
This template is more explicit in identifying performance issues, supports to be provided, and timelines for meeting agreed improvement measures.
</p>

<p>
If performance improvements are not made within agreed upon timelines, you should reach out to an HR Specialist through AskMyHR. The information that you
have recorded in the PDP will provide important context and evidence to support the process as it is escalated.
</p>

<p>
You can also check out the section on “Addressing a Performance Issue” in the <a href="/resources/conversations" target="_blank">Conversations Resource section</a> of the PDP for additional assistance.
</p>
5 changes: 5 additions & 0 deletions resources/views/resource/partials/faq/18.blade.php
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<p>
The supervisor will be notified by email and a note will be added to their PDP homepage. The disagreement is registered in the system and
will be visible when a report is run by the employee’s ministry or PSA. In addition to clicking the “disagree” option, the employee must still
sign-off the conversation using their employee ID to complete the process.
</p>
16 changes: 16 additions & 0 deletions resources/views/resource/partials/faq/19.blade.php
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<p>
When an employee disagrees with the supervisor’s comments and/or assessment, the employee has the option to check off this box when
signing off on the conversation.
</p>
<p>
This is another opportunity for the supervisor and employee to discuss the employee’s perspective so that the supervisor can seek to understand and
consider the employee’s concerns and reasons for disagreeing with the conversation.
</p>
<p>
The <a href="/resources/conversations" target="_blank">Conversations Resources</a> area of the PDP can support you in this discussion. You may find the sections on “Asking for Feedback/Inquiring Into the
Other’s Perspective” and “Addressing a Performance Issue” particularly helpful.
</p>
<p>
If you would like to speak with someone for guidance and advice, we could forward your Service Request to an HR Specialist. You may also want to partner with a Coach by signing up for individual Coaching Services.
Please visit MyHR for more information on Coaching and requesting Coaching.
</p>
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