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Performance management
POLICY NO: HR-25.1
DATE OF APPROVAL: University Council 20 March 2001
AMENDMENTS: 18 October 2005
July 2005
December 2006
REFERENCE AUTHORITY: Director: Human Resources;
Senior Management Group
CROSS REFERENCES:
University of South Australia Corporate Plan
Applicable University Industrial Instrument
University of South Australia Occupational Health, Safety & Welfare
Policy
University of South Australia Performance Management Guidelines
University of South Australia Study Assistance Guidelines for
Professional, Document Services, Grounds and Security Staff
University of South Australia Performance Management Scheme Brochure
University of South Australia Anti-Discrimination Policies
- Equal Opportunity Policy (C2.4)
- Sexual Harassment Policy (C12.3)
- Anti-Racism Policy (C21.2)
- Inclusive Language Policy (C1.4)
- Diversity and representation on Committees and Working Groups
(C8.3)
Discrimination and Harassment Grievance Procedures Staff
Guidelines for the Professional Development of New Indigenous Staff
Initiative
Policy statement
The University of South Australia is committed to effective ongoing
performance management for all University staff.
Definitions
Industrial Instrument - refers to the applicable
Collective/Enterprise Agreement, Award, Australian Workplace Agreement, contract of
employment or legislation.
Principles
The University's Performance Management Policy is guided by the
following principles:
- All managers responsible for conducting performance management
shall be appropriately trained
- A strong commitment to staff development
- Recognition that all parties are committed to quality performance
management
- Recognition that quality performance management is part of quality
management, resulting in enhanced performance
- Recognition that development and performance are linked
- Performance management implies the provision of adequate
developmental opportunities that allow optimum performance
- Performance management must consider a staff member's personal
goals and career aspirations and seek to integrate them into the
overall goals of the University
Responsibilities and/or authorities
3.1 Vice Chancellor
The Vice Chancellor has the responsibility and/or authority to foster
a culture in which Performance Management is an integral part of
support, scholarship, education, research and consultancy within the
University.
3.2 Senior Management
Senior Managers have the following responsibilities and/or authority
with respect to the staff in their Division/Portfolio/Whyalla campus to:
- establish consistent implementation and maintenance of performance
management within the principles of the University's scheme with at
least one formal performance review each year
- ensure all staff actively participate in Performance Management
- ensure easy access to all relevant policies
- ensure they themselves are appropriately trained and skilled to
manage the performance of their staff
- ensure that the performance management process is consistent with
the appropriate University policies and guidelines, including
anti-discrimination and affirmative action policies
- demonstrate good management practices and behaviour at all times
- provide encouragement to all staff members, both as individuals
and as team members to achieve the University's objectives and their
own potential
- use a co-operative and consultative approach in dealing with
performance issues as they arise
- take appropriate, positive and timely action where performance
does not meet the agreed outcomes and standards and
- maintain confidentiality at all times with performance management
information
- consider use of 360 degree feedback processes as appropriate.
3.2.1 Heads of Organisational Areas (School,
Division Office, Institute or Unit) and Cost Centre Managers
Heads of Organisational Areas and Cost Centre Managers have the
responsibility and/or authority to:
- develop and communicate their area's goals, priorities and
performance indicators
- assist staff to develop individual performance and development
plans which document mutually agreed goals and performance
expectations, with at least one formal performance review each year
- provide a leadership role in their commitment to performance
management
- ensure that the performance of all staff is managed in a
structured way, in accordance with this policy and the guidelines
which support its implementation
- ensure all management staff within the organisational area are
trained and competent in performance management processes and
techniques
- ensure that staff are assisted to meet and supported to
continuously improve and exceed performance indicators
- ensure that resources are available to support identified
development needs and
- identify support mechanisms that will enable the effective
implementation of performance management in larger schools and units
- where appropriate and in accordance with University policies, to
develop criteria and incentives for rewarding innovation.
3.3 Staff
All University staff are expected to:
- understand how their role contributes to the achievement of the
University's objectives;
- share responsibility for the development of their own performance
and development plan;
- actively participate in discussions regarding performance goals
and outcomes relevant to the objectives of their work area and the
University;
- adopt a co-operative approach to the review of performance against
agreed outcomes and ongoing self review of their performance goals and
actions;
- explore and implement strategies for continuous improvement
- explore and access personal growth and development opportunities.
Managing Performance
The University is committed to ensuring optimum performance of all
staff, and has policies and guidelines in place that support the reward
of high performing staff. Such rewards shall be monetary or non-monetary
in value.
Where there is unsatisfactory performance, this shall be managed in
accordance with the University's Performance Management Guidelines and
the procedures in the applicable industrial instrument, as amended or
replaced.
Disputes
Disputes arising from the application of this Policy may be appealed
through the University's Staff Appeals Policy (6.4) or through the
disputes mechanisms contained in the applicable industrial instrument,
as amended or replaced.
This policy and supporting documentation will be reviewed every two
years.
Evaluation
The application of the performance management scheme and assessment
on the quality of outcomes will be evaluated on an annual basis.
Further information or assistance
Management and staff may seek further advice regarding Performance
Management from:
- their immediate supervisor
- the designated Human Resources Coordinator/Officer in their area
- the Human Resources Services Team (HR Unit)
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