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 those reporting to them
- Develop organisational timeframes and processes for formal performance management sessions
- Ensure performance management systems developed are flexible enough to cover the range of employment situations in 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, identify performance gaps and manage talent
- Ensure that line managers are monitoring performance regularly and that intervention occurs to address poor performance and acknowledge excellent performance
- Work with line managers, where necessary, to assist them to address poor performance according to 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, according to organisational protocols and legislative requirements
- Recognise excellence according to organisational policy
- Ensure recorded outcomes of performance management sessions are accessible and stored according to organisational policy
- Coordinate formal feedback processes
- Develop performance feedback plans by relevant managers or team leaders and lodge them with human resources staff
- Provide training and assistance to managers or 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 problems or grievances that arise from the performance feedback
- Make specialist advice on career development available to participants in the process
- Coordinate individual or group learning development plans
- Contract appropriate providers for performance development, as identified by the plans, according to organisational policy
- 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