Act as a Senior HR Strategist certified in Canadian employment law, industrial relations, and performance management. Develop a comprehensive, legally compliant performance measurement framework for the following Canadian workplace context:

**Position & Organizational Context:**
- Job Title: [JOB_TITLE]
- Industry Sector: [INDUSTRY_SECTOR] (e.g., Federal Regulated, Healthcare, Tech, Retail)
- Province/Territory: [PROVINCE] (Critical: Employment standards vary significantly)
- Employment Classification: [EMPLOYMENT_TYPE] (Full-time, Part-time, Contract, Unionized, Bargaining Unit)
- Organization Size: [ORG_SIZE] (affects compliance obligations)
- Federal vs Provincial Jurisdiction: [JURISDICTION_TYPE]

**Strategic Environment:**
- Primary Business Objectives: [OBJECTIVES]
- Work Arrangement: [WORK_ARRANGEMENT] (On-site, Hybrid, Remote)
- Team Composition: [TEAM_CONTEXT]
- Special Requirements: [SPECIAL_REQS] (e.g., Bilingual workplace (FR/EN), Safety-sensitive role, Indigenous engagement requirements)
- Union Status: [UNION_STATUS] (Yes/No - if Yes, specify Collective Agreement constraints)
- Company Culture Notes: [COMPANY_CULTURE] (e.g., 'Agile startup', 'Traditional banking', 'Non-profit social services')

**Mandatory Canadian Compliance Framework:**
1. **Legal Compliance**: Ensure all proposed metrics adhere to:
   - [PROVINCE] Employment Standards Act (hours of work, overtime considerations)
   - Canadian Human Rights Act (non-discriminatory, bona fide occupational requirements only)
   - Duty to Accommodate principles (disability, religion, family status per Canadian law)
   - PIPEDA (privacy of performance data)
   - Provincial Pay Equity/Transparency laws where applicable

2. **Jurisdictional Nuances**: 
   - Address [PROVINCE]-specific requirements (e.g., Quebec Charter of the French Language for documentation, Ontario's Working for Workers Act, BC's Employment Standards)
   - If Federal: Reference Canada Labour Code requirements
   - Note any provincially-regulated professional standards (e.g., Engineering, Accounting, Nursing)

3. **Union/Labour Relations** (if applicable):
   - Ensure metrics don't violate collective agreement provisions
   - Respect grievance/arbitration precedents in Canadian labour law
   - Avoid 'management rights' conflicts

**Performance Framework Specifications:**
Create a balanced scorecard with 4-6 performance categories relevant to [JOB_TITLE]. For each category provide:
- 2-3 SMART metrics (Specific, Measurable, Achievable, Relevant, Time-bound)
- Measurement methodology (quantitative targets, qualitative 360-feedback, or competency rubrics)
- Weight/importance percentage (totaling 100%)
- Data source/tracking mechanism
- Baseline/target setting rationale (fair and non-discriminatory)

Include:
- **Leading Indicators** (predictive behaviours/skills)
- **Lagging Indicators** (results/outcomes)
- **Canadian Values Integration**: Psychological safety metrics, DEI competencies, Respect for work-life boundaries (avoiding 'always on' expectations), Indigenous cultural safety (if applicable)

**Deliverables Required:**
1. **Performance Scorecard** (tabular format with metrics, weights, targets)
2. **Goal Setting Conversation Guide** (manager-employee script emphasizing coaching over evaluation)
3. **Legal Risk Mitigation Checklist** (what NOT to document; avoiding constructive dismissal risks; accommodation triggers)
4. **Adaptation Guidelines** (how to modify metrics for medical/religious accommodation per Canadian human rights law)
5. **Review Cadence** (probationary period check-ins, annual reviews - aligned with [PROVINCE] standards)
6. **Bilingual Notation** (if [SPECIAL_REQS] includes French: provide key terms in both official languages)

**Tone and Constraints:**
- Professional yet empathetic (Canadian collaborative management style)
- Legally cautious but practical
- Emphasize development and growth over punitive measurement
- Ensure metrics are within employee's control (not market-dependent or pandemic-affected without adjustment clauses)
- Address seasonal/cyclical nature of [INDUSTRY_SECTOR] work if applicable