Elements and Performance Criteria
- Develop performance management systems
- Analyse strategic and operational plans to identify relevant policies and objectives for performance management system
- Design methods and processes for line managers to develop key performance indicators for positions reporting to them
- Develop organisational timeframes and processes for formal performance management sessions
- Ensure systems developed are flexible enough to cover the range of employment situations within the organisation
- Consult with key stakeholders about the system and agree on its features
- Gain support for the implementation of the performance management system
- Implement performance management systems
- Train relevant groups and individuals to monitor performance and to identify performance gaps
- Ensure that line managers are monitoring performance regularly and that intervention occurs to acknowledge poor performance and excellent performance
- Work with line managers, where necessary, to assist them to address poor performance in accordance with organisational policies and legal requirements
- Support line managers to counsel and discipline employees who continue to perform below standard
- Provide support to terminate employees who fail to respond to interventions, in accordance with organisational protocols and legislative requirements
- Recognise excellence in accordance with organisational policy
- Ensure documented outcomes of performance management sessions are accessible and are stored in accordance with organisational policy
- Coordinate formal feedback processes
- Develop performance feedback plans by relevant managers/team leaders and lodge them with human resources staff
- Provide training and assistance to managers/team leaders participating in the feedback process
- Agree on and sign, plans for performance improvement and individual learning and development
- Establish processes to deal with any problems or grievances which arise from the performance feedback
- Make available specialist advice on career development to participants in the process
- Coordinate individual/group learning development plans
- Contract appropriate providers for performance development, as identified by the plans, in accordance with organisational policies
- Design learning and development plans to contribute to the development of a learning organisation
- Deliver learning and development plans according to agreed timeframes and ensure they deliver specified outcomes
- Monitor learning and development activities to ensure compliance with quality assurance standards
- Negotiate remedial action with providers where necessary
- Generate reports to advise appropriate managers on progress and success rates of activities
- Regularly evaluate and improve all aspects of the performance management system, in keeping with organisational objectives and policies