Performance Management Development Plan
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See performance in a whole new light www.act.gov.au/performance 1 Ver 1 ACTPS Performance Framework What do we get from a performance planning discussion An effective and meaningful performance planning discussion should lead to a shared and agreed understanding between a Manager/ Supervisor and the staff member or team about: • • • • • what needs to be done and achieved (main tasks, projects or deliverables) how work will be done (what behaviour the staff member or team will use or develop while they are at work ie: collaboration) what support is required (skills and knowledge that need to be developed further so that the staff member can achieve what they have agreed to in the plan and how these will be addressed) what good performance looks like (specific things we will see when it’s all going well ie: consulting fully with colleagues and experts when writing a policy, an important deadline met, fewer customer/ service user complaints on avoidable matters) clarity on how and when further discussion about performance will happen (ie: “we will discuss what is going well or not going well at work as and when it happens and we will meet again in six months to formally review the plan”).. Performance Discussions What elements of your higher level business plan will you be responsible for, or contribute to What are your objectives, responsibilities and key activities for the year ahead What elements of your work are you going to focus on improving this year See performance in a whole new light www.act.gov.au/performance 5 Ver 1 ACTPS Performance Framework How much detail should we go into A performance development planning discussion should: • • • capture the main or most important elements of work performance (not become a list of every tiny detail of an employee’s working day) be sufficient to ensure that there is clarity for both the manager and supervisor about what is expected and required of the staff member’s work performance: if either person is not clear,
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