Elements and Performance Criteria
- Develop performance management framework
- Goals, objectives and required outcomes for the organisation's performance management framework are determined/confirmed in consultation with key stakeholders to improve the work effectiveness of the organisation
- The performance management framework is established/developed through consideration of existing good practice models and is integrated with other key human resource functions and areas
- The framework is linked to the organisation's operating context and strategic direction and developed through consultation with key stakeholders
- Key performance management elements are included in the framework
- The framework is developed based on the principles of natural justice, equity and fairness
- Develop performance management processes
- Performance management processes are developed which utilise performance standards established and validated by key stakeholders
- The processes are structured to provide for ongoing two-way communication between the performance manager, the employee, key stakeholders and clients
- Inclusive processes are developed to respond to the needs of the range of business units, position types and diverse employee working styles represented within the organisation
- The processes are structured to be flexible enough to allow for changes in the organisation's operating context and strategic direction
- Options for dealing with inappropriate, over- or under-performance are detailed in the processes
- Information and advice is provided to facilitate effective implementation and assessment of processes
- Manage implementation of performance management processes
- An implementation plan is agreed in consultation with key stakeholders
- Systems are managed to monitor the effectiveness of performance management processes in accordance with contractual obligations, legislation, organisational policy and needs, and in consultation with managers
- External and/or internal trends or events which have an effect on the organisation's performance management processes are monitored and responses are formulated
- Adjustments to processes are implemented as a result of monitoring and/or changed internal/external trends and/or events
- Processes are monitored to gauge their effectiveness in providing support to staff involved in implementation
- Develop performance management framework
- Goals, objectives and required outcomes for the organisation's performance management framework are determined/confirmed in consultation with key stakeholders to improve the work effectiveness of the organisation.
- The performance management framework is established/developed through consideration of existing good practice models and is integrated with other key human resource functions and areas.
- The framework is linked to the organisation's operating context and strategic direction and developed through consultation with key stakeholders.
- Key performance management elements are included in the framework.
- The framework is developed based on the principles of natural justice, equity and fairness.
- Develop performance management processes
- Performance management processes are developed which utilise performance standards established and validated by key stakeholders.
- The processes are structured to provide for ongoing two-way communication between the performance manager, the employee, key stakeholders and clients.
- Inclusive processes are developed to respond to the needs of the range of business units, position types and diverse employee working styles represented within the organisation.
- The processes are structured to be flexible enough to allow for changes in the organisation's operating context and strategic direction.
- Options for dealing with inappropriate, over- or under-performance are detailed in the processes.
- Information and advice is provided to facilitate effective implementation and assessment of processes.
- Manage implementation of performance management processes
- An implementation plan is agreed in consultation with key stakeholders.
- Systems are managed to monitor the effectiveness of performance management processes in accordance with contractual obligations, legislation, organisational policy and needs, and in consultation with managers.
- External and/or internal trends or events which have an effect on the organisation's performance management processes are monitored and responses are formulated.
- Adjustments to processes are implemented as a result of monitoring and/or changed internal/external trends and/or events.
- Processes are monitored to gauge their effectiveness in providing support to staff involved in implementation.