Human Resources Unit
The implementation of performance management follows from the 1997 Enterprise Bargaining Agreement and has the support of all parties involved. Performance management recognises that the effective operation of the University depends on the knowledge, skills and performance of its staff. It is about working in a way that will enable continuous performance improvement in line with the University's direction, and will at the same time increase staff innovation and job satisfaction.
The key to the University's Performance Management Scheme is effective communication. It provides the framework for staff members, their co-workers and supervisors to work together on an ongoing basis to provide the answers to questions such as these:
By finding answers to these questions, the University and its staff will be able to meet the needs of students and other customers more effectively and efficiently; will be able to maximise their contributions to the objectives and professional reputation of the University, the division/institute/unit, and to their teams; and be better placed to meet the challenges of the future.
The guiding principles of the University's Performance Management Scheme are
It is conceivable that in the past most staff members, have encountered both good and bad performance-related schemes. However, the University's Performance Management Scheme differs from most of these traditional schemes in several crucial ways.
The responsibility for the success of performance management rests with each individual working in the University. However, it is the special responsibility of managers and supervisors to support individuals and teams effectively in order to allow them to contribute fully to the organisation and to maximise their job satisfaction. Commitment and resources to support staff in their work and in their development will be necessary from all managers in order for performance management to work effectively.
Performance management is a participative process in which the staff member and supervisor share responsibility for the development of an action plan. By participating effectively in the Performance Management Scheme, staff members have an opportunity to gain personal recognition and development.
For more information, or help with performance management, staff members can
