Elements and Performance Criteria
- Allocate work
- Consult relevant groups and individuals on work to be allocated and resources available
- Develop work plans in accordance with operational plans
- Allocate work in a way that is efficient, cost effective and outcome focussed
- Confirm performance standards, Code of Conduct and work outputs with relevant teams and individuals
- Develop and agree performance indicators with relevant staff prior to commencement of work
- Conduct risk analysis in accordance with the organisational risk management plan and legal requirements
- Assess performance
- Design performance management and review processes to ensure consistency with organisational objectives and policies
- Train participants in the performance management and review process
- Conduct performance management in accordance with organisational protocols and time lines
- Monitor and evaluate performance on a continuous basis
- Provide feedback
- Provide informal feedback to staff on a regular basis
- Advise relevant people where there is poor performance and take necessary actions
- Provide onthejob coaching when necessary to improve performance and to confirm excellence in performance
- Document performance in accordance with the organisational performance management system
- Conduct formal structured feedback sessions as necessary and in accordance with organisational policy
- Manage follow up
- Write and agree on performance improvement and development plans in accordance with organisational policies
- Seek assistance from human resources specialists, where appropriate
- Reinforce excellence in performance through recognition and continuous feedback
- Monitor and coach individuals with poor performance
- Provide support services where necessary
- Counsel individuals who continue to perform below expectations and implement the disciplinary process if necessary
- Terminate staff in accordance with legal and organisational requirements where serious misconduct occurs or ongoing poorperformance continues