Elements and Performance Criteria
- Review performance management infrastructure
- Ensure that all positions have current position descriptions specifying key requirements of the role
- Ensure that managers have provided reportees with performance indicators that are consistent with the position description requirements
- Check that performance appraisal meetings are held in accordance with organisational timeframes, that correct documentation has been completed and that all necessary parties have recorded agreement
- Check that appropriate organisational procedures have been followed for rewarding good performance
- Check that appropriate organisational procedures have been followed for addressing under performance
- Provide advice and support where there is dissention about performance appraisal outcomes
- Promote performance management system
- Clarify goals and methods of the performance management system
- Address any questions from employees about the performance management system
- Arrange or deliver, training or instruction in how to use the performance management system
- Encourage ongoing and regular feedback on performance as well as formal performance appraisals
- Collate performance management data
- Review performance management documentation to establish trends or problem areas which require attention
- Review patterns in skill or performance gaps and consider requirements and options for performance development
- Revise policies or procedures if necessary
- Suggest improvements to the performance management system