DETYA Certified Agreement
PART C - Performance Management and Performance Based Advancement
14. Performance Management
14.1 Performance Management System Objectives
14.1.1 In the DETYA Performance Management System we are
aiming to improve performance and to encourage success and the
achievement of potential. We are also aiming to underwrite development
needs with support and career assistance. For the term of this agreement
the emphasis will be on developing a culture of confidence and trust,
and improving communication, where providing meaningful feedback on
performance is a regular occurrence through all levels of the
organisation.
14.1.2 Performance management is about improving employee,
managerial and organisational performance. While the Performance
Management System recognises individual performance, contribution to
team performance and building effective relationships within the
Department are recognised as essential goals for all employees.
14.1.3 The Performance Management System is predicated on
fairness, equity and well developed people management skills. Employees
are ultimately responsible for at least “Fully Effective”
performance. Employees will be supported in achieving at least “Fully
Effective” performance by professional and courteous leadership,
advice and development from their manager/supervisor.
14.1.4 The Performance Management System recognises the need
for clearly specifying work priorities in business plans (clarity about
what Sections and Branches are required to achieve) with clearly defined
expectations for individuals and their supervisors, translating
organisational outcomes, priorities, capabilities and leadership
behaviours into action.
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14.1.5 The Performance Management System principles will:
(a) be fair and equitable;
(b) value diversity and non-discriminatory treatment of
employees;
(c) promote effective and regular feedback between
individuals/teams and manager/supervisors;
(d) establish agreed expectations consistent with corporate
goals;
(e) provide recognition of individual performance and deliver a
rating of “Fully Effective” to employees who fully meet all the
expectations set in their Agreed Performance Statement;
(f) develop methods and criteria for assessing performance against
agreed expectations consistent with work level/classification
standards;
(g) provide for formal feedback and review (at least twice yearly)
which allows for adjustment to expectations where parties agree the
nature of work has significantly changed;
(h) create an environment in which career development and learning
opportunities can be readily identified to allow employees to further
enhance their skills.
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14.1.6 The key elements for the Department’s Performance
Management System are:
(a) there is an obligation for everyone to participate fully,
including through completion of individual Agreed Performance
Statements and Career Development Agreements;
(b) managers/supervisors are responsible for facilitating the
effective implementation of the Performance Management System in their
area. This responsibility is to form part of their own Agreed
Performance Statement;
(c) there will be ongoing and meaningful feedback for people on
their performance based on a 5 point rating scale;
(d) the descriptions for each of the ratings will be applied
consistently across DETYA for people covered by this Agreement;
(e) all Employees will be expected to perform as “Fully Effective”
or better;
(f) where pay point progression becomes due for people not at the
top of the band, progression will only occur if the individual has
received at least a “Fully Effective” performance rating;
(g) implementation of a fully functional Performance Management
System will be supported with particular focus on learning how to give
and receive meaningful feedback effectively;
(h) while recognising team and individual differences, simple
processes are to be put in place including a standard pro forma
agreement and both parties to an agreement will be required to certify
that the process has been completed.
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14.2 Responsibilities
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