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Performance Management in Higher Education- thoughts from Kent
Margaret Ayers
HR in HE – A Shifting emphasis Transactional role
Strategic & transformational role
Migration of the HR role
HRM
HRD
ODFocus on systems and processes
Focus on all activities to ensure the people aspects
are well managed to support organisational effective performance
Performance Management in Higher Education
Performance Management at Kent
Pre-92 University – Statute
Lack of culture/understanding of what performance management is
BUT – here’s the dilemma
We are performing well against lots of indicators ……
Retention not an issue …….
Performance Management in Higher Education
Kent – 6 Key Messages to 2012
A large UK university –
regional contribution
The UK’s European University
Exceptional student
experience (partnerships)
Research & scholarship at highest level
(wide range of disciplines)
Value of innovation &
enterprise
3 core values:
•Excellence
•Enterprise
•Engagement
Performance Management in Higher Education
Kent – 6 Key Messages for HR
How can we help the organisation maintain its competitive advantage (costs; priorities for investment; staying ahead of the game)?
How do we ensure we have the flexibility in our workforce to meet changing student needs?
How are we seen as an employer – attraction?
A large UK university –
regional contribution
The UK’s European University
Exceptional student
experience (partnerships)
Leadership Competencies
– how adaptable are our people?
How do we ensure we are developing people who can deliver this?
Research & scholarship at highest level
(wide range of disciplines)
Value of innovation &
enterprise
3 core values:
•Excellence
•Enterprise
•Engagement
Where is the succession plan to ensure we have or can recruit people to maintain our reputation?
How can we reward innovation in our promotions processes?
Performance Management in Higher Education
Learning From Our People
61% of our staff completed the staff engagement survey – highest response in academic departments
People enjoy working here:
Equality of opportunity (79%)
Have an achievable workload (80%)
Are encouraged to use their initiative (76%)
Areas for improvement:
Personal development planning & performance management
Communication of the strategic direction
Clarification of the reward system
Performance Management in Higher Education
New Framework for Academic Promotion
Need to recognise breadth of work being done
3 sub-groups:
Teaching
Practice-based research
Enterprise, innovation &CPD
3 Broad Categories:
Excellence in practice/activity
Leadership, within and/or beyond the discipline and the University
Impact and recognition, within and/or beyond the discipline and the University
Performance Management in Higher Education
New Framework for Academic Promotion
Need to recognise breadth of work being done
3 sub-groups:
Teaching
Practice-based research
Enterprise, innovation &CPD
3 Broad Categories:
Excellence in practice/activity
Leadership, within and/or beyond the discipline and the University
Impact and recognition, within and/or beyond the discipline and the University
Integrating Performance Management
Will we ever get here … A clear line of sight through performance management from organisational goals, to personal action
Strategic Plan Performance Management Process
Organisational Awareness
Business Understanding
Business Focus
Personal Buy-In
The strategic goals and plans
The “big ideas”
People understand what makes for success in the organisation, how the strategy can be achieved
The Department Plan
People understand how what they are doing contributes to strategic success
Individual objectives
People are committed to changing behaviour to support organisational goals
Pay Policies Reinforcing/Rewarding
Performance Management in Higher Education
Questions for Discussion
1. MAW is a key HR issue - how do we influence the agenda strategically?
2. Turbulence in environment – need to be responsive to change & encourage more flexibility – how do we do this?
3. Who’s afraid of performance management?
Performance Management in Higher Education
SHRM is …..
…. not just about what WE do
– it’s about what YOU do
Performance Management in Higher Education- thoughts from Kent
Margaret Ayers
