Performance Management Program for Senior Executive Service Employees (Reissued July 2002)

The attached document is the Performance Program for Senior Executive Service Employees. The document includes amendments that were considered and discussed at the Workplace Consultative Committee meetings of 8 November 2001 and 18 July 2002.

Hilary Penfold
First Parliamentary Counsel
19 July 2002

Performance Management Program for Senior Executive Service Employees

Contents

1 Introduction
1.1 Background and sources
1.2 Application of program
1.3 Summary—operation of program

2 Objectives

3 Fundamental premises

4 Performance agreements
4.1 Contents of performance agreements
4.2 Standard targets and weightings
4.3 Performance standards
4.4 Sample peformance agreement

5 Performance appraisal
5.1 The appraisal interview
5.2 Self-assessment

6 Working out a performance rating
6.1 Sources of information
6.2 Calculating the rating

7 The moderation process

8 Performance pay

9 Individual Development Plans

10 The mid-cycle review
10.1 The review
10.2 Need for continuous feedback

11 Review of appraisals
11.1 Informal review
11.2 Formal review

12 Links to other staffing matters
12.1 Probation

13 Administrative matters
13.1 Entry into performance agreement
13.1.1 Responsibility for entering into performance agreement
13.1.2 Signatories to performance agreements
13.1.3 Paperwork
13.2 Appraisal periods—duration of performance agreements
13.2.1 Standard period
13.2.2 New or returning staff
13.2.3 Short-term placements
13.2.4 Departing staff
13.3 Appraisal interviews
13.3.1 Timing
13.3.2 Notice
13.3.3 Appraisers and appraisees to prepare for interview
13.3.4 Paperwork
13.4 Mid-cycle review
13.4.1 Timing
13.4.2 Notice
13.4.3 Paperwork
13.5 Handling of performance management material
13.5.1 Performance agreements
13.5.2 Performance appraisals
13.5.3 During the appraisal cycle
13.5.4 After the performance appraisal is completed
13.5.5 Destruction of performance appraisal records
13.5.6 Operation of Privacy Act

14 Training

15 Evaluation

Schedule 1—Generic performance standards

Schedule 2—Sample performance agreement for SES drafters
General Note

Schedule 3—Individual Development Plan

Schedule 4—Performance appraisal for SES drafters
Name: Appraisal period:
Appraisee’s comments:
Final rating:
Target A
Target B
Assistant Drafter supervision results
Target C

Schedule 5—Mid-cycle review report

Schedule 6—Extracts from PSMPC Guidelines
Part A—Graduated return to work

Schedule 7—PSMPC core criteria for SES positions
1. Shapes strategic thinking
Inspires a sense of purpose and direction
Focuses strategically
Harnesses information and opportunities
Shows judgement, intelligence and commonsense
2. Achieves results
Builds organisational capability and responsiveness
Marshals professional expertise
Steers and implements change and deals with uncertainty
Ensures closure and delivers on intended results
3. Cultivates productive working relationships
Nurtures internal and external relationships
Facilitates cooperation and partnerships
Values individual differences and diversity
Guides, mentors and develops people
4. Exemplifies personal drive and integrity
Demonstrates Public Service professionalism and probity
Engages with risk and shows personal courage
Commits to action
Displays resilience
Demonstrates self awareness and a commitment to personal development
5. Communicates with influence
Communicates clearly
Listens, understands and adapts to audience
Negotiates persuasively

Schedule 8—Modifications for SES General Manager

Schedule 9—APS Values
APS Values