Elements and Performance Criteria
- Link individual/workgroup activities to organisational goals
- The organisation's mission, vision and goals are identified, linked and explained in accordance with each individual's needs.
- Individual and workgroup activities are aligned with organisational goals in consultation with workgroup members.
- Individual and workgroup activities are prioritised in accordance with organisational directions.
- Set performance standards expectations
- Performance standards are identified and clarified in accordance with organisational policy and procedures.
- Performance standards are consulted upon, negotiated and agreed.
- Performance and learning/development plans are developed and agreed, to document team and individual performance targets, standards and professional development objectives.
- Performance targets and key performance indicators are developed that are specific, realistic and measurable.
- Performance plans are implemented in accordance with organisational requirements.
- Measure performance achievements
- Individual performance is monitored, appraised and measured against performance goals and required business outcomes.
- Performance is assessed and addressed in a fair and timely manner in accordance with legislation, policy and procedures.
- Disagreement or conflict is managed and documented in accordance with organisational policy and procedures.
- Where possible, outstanding performance is recognised/rewarded in accordance with organisational policy and procedures.
- Under-performance is addressed promptly in accordance with organisational guidelines, procedures and the principles of natural justice.
- Areas/strategies for improvement are identified and implemented to continuously improve performance and outcomes.
- Renegotiate performance and learning/ development plans
- The results of performance management are documented in accordance with legislative and organisational requirements and used to identify strengths and performance gaps.
- Learning is captured to inform knowledge management strategies and transfer skills to other staff.
- Performance standards are renegotiated and agreed in accordance with organisational procedures.
- Learning and development objectives are identified and agreed to enhance performance and meet developing organisational and workgroup goals.
- Agreed performance standards and related professional development are documented in accordance with organisational policy and procedures.