General Staff Performance ReviewsCampus Briefings - 2015

October/November 2015 - OHRM

General Staff Performance Review:

THE BIGGER PICTURE:

Our VISION is to be one of the most influential universities in Australia and the Asia Pacific region.

Overarching Griffith 2020 goals are to:

Provide excellent educational experience for our students Continuously improve our research performance Attract and retain excellent staff

As a high-performance organisation, Griffith will be characterised

by strong performance management and enhancement systems. Be a sustainable university Enhance our engagement with the Asia-Pacific region

The University cannot achieve these without the right people

in the right place at the right time doing the right things!!

General Staff Performance Management at the University:

BASIC PREMISE:

The University is committed to the development of a culture of high performance and excellence.

Provision of a performance review framework (policy, procedure, resources and training) to value staff and enhance our contribution to the University’s goals.

Effective performance management within work units is a key accountability for all staff.

Aim to enhance opportunities for personal recognition,

development and job satisfaction.

General Staff Performance Review:

To be effective:

Based on good relationships between supervisors and their staff. Expectations, outcomes and development are regularly discussed.

Based on these three principles:

1. Mutually understood and regularly reviewed position description.

2. Clear objectives, expectations of outcomes and development plans.

3. Regular feedback between supervisors and staff on progress, achievements and areas for improvement (for the individual and link to the work unit/University).

Regular discussions are essential along with ongoing feedback that culminate in an annual review of performance and setting of expectations for the following year in line with University priorities.

General Staff Performance Review:

Why participate:

Develop clear expectations, foster open communication, recognise and encourage high performance.

Understand your strengths and play to these, understand areas for development.

Monitor workloads across teams and plan future objectives.

Support individual career goals and identify and agree on training and development opportunities.

General Staff Performance Review:

Supervisor/Manager role and responsibility:

Ensure that cycles of role clarification, goal setting and feedback are a part of your management practice.

Know your team and understand their strengths. Meet with your staff once per year (in addition to regular discussions) to discuss

your staff member’s performance over the previous year and performance objectives and staff development activities for the following year.

Employee role and responsibility:

Engage with your supervisor in regular discussions regarding your role, performance expectations, development and career goals.

Participate in the annual review (be prepared for the conversation).

For all: Give and receive constructive feedback throughout the year.

General Staff Performance Review:

Setting expectations and agree on development activities:

Supervisor and staff should meet to:

• Discuss objectives of the work unit.

• Identify development needs

• Establish performance expectations.

• Discuss staff members career goals.

• Schedule regular catch-up meetings.

General Staff Performance Review:

S.M.A.R.T goals should be:

simplistically written and clearly define what you are going to do. measurable so that you have tangible evidence that you have accomplished the goal. achievable, they should stretch you slightly so you feel challenged. measure outcomes and not activities. linked to a timeframe that creates a practical sense of urgency.

S.M.A.R.T goals are important for accomplishing individual goals, which in turn are linked to department, division and University goals. They are critical for ensuring good communication and to ensure there are no surprises at the annual review.

An example:

By 31 December 2015, implement a new performance management system for all General Staff using a clearly defined policy, process and guideline so employees and managers can more competently evaluate performance and develop their careers.

General Staff Performance Review:

Ongoing and regular feedback ensures:

Issues are raised as they occur. Reinforce and clarify expectations. Identify additional training/resources needed. Allows for coaching and support. Removes surprises at the annual review. Fosters a culture of trust and develops the relationship.

General Staff Performance Review:

Who completes the annual review:

All general staff on continuing and fixed-term contracts of greater than 12 months.

The annual review will include:

Review of the position description. Review of performance against the position description. Review of progress towards specific goals and objectives set at previous years

meeting Specific performance goals and objectives for the coming year in context of

University and work area’s strategic objectives; and Consideration of possible development activities in the coming year.

General Staff Performance Review:

How to participate in the performance review cycle (paper based):

Some flexibility in documentation (templates) Relevant Senior Officer will determine based on categories of staff and nature of

work. Minimum requirement will include regular dialogue during the year and in addition,

there must be a formal meeting that takes place annually. Templates provide for signatures and also an opportunity for the staff member to

provide comments, including disagreement with the supervisors evaluation. A staff member may decline to sign the performance evaluation (however, this

does not invalidate the evaluation). Supervisor must provide a copy to the staff member and a copy is forwarded to

CRDS for placement on the staff members file.

General Staff Performance Review:

2015 Changes to the policy and templates:

Original policy and 4 Templates (A,B,C,D) introduced in 2013. After feedback and wide consultation have merged the 4 templates into 2 (

Template 1 and Template 2) for ease of use.

The remainder of the policy is the same as per below: All staff on continuing or fixed term contracts of 12 months or more are

required to participate. Paper based system (copy to employee, placed on file) Relevant Senior Officer determines template and timing. Ongoing dialogue and feedback is essential.

General Staff Performance Review:

Timeframes:

Based on an annual review cycle (should align with the business cycle of the work unit).

Exact timing is matter for Relevant Senior Officer (to suit operational needs of area).

Again – the most important thing is ongoing dialogue and feedback during the year (keep a track of progress, realign objectives, identify areas for improvement).

General Staff Performance Review:

Support and resources:

General Staff Performance Review webpage Staff Development webpage Short course calendar Relevant HR Business Partner or Group HR Adviser

Short course calendar

The future of General Staff Performance Reviews:

ePerformance (2016):

As part of the Version 9.2 PeopleSoft HR Upgrade develop and implement an ePerformance module for implementation 2015/2016 for general staff based on 2 templates only.

Questions: