Performance management is a holistic process of people management in which the primary objective is the establishment of culture in which individuals and groups take responsibility for the achievement of organizational strategy and Goals.
Defining and agreeing on the goals and behaviours which the employee is accountable for achieving in a specific period. The planning period will include measures to evaluate the achievement of the agreed results.
Goals describe what needs to be accomplished by an individual or teams over a period of time. They relate to the overall purpose of the job and are clearly defined and agreed to during performance planning. They can be expressed in a SMART; Specific, Measurable, Achievable, Realistic and Time bound format.
Observable abilities, skill, knowledge motivations or traits defined in terms of the behaviours needed for successful job performance. Competencies can be categorized as behavioural, functional/technical and Leadership.
A performance contract is between a manager and an employee about the employee’s responsibilities. The components of the performance contract will include; Goals; competencies and values during a planning period.
A performance evaluation is a periodic formal process where the employee’s performance is formally evaluated and rated according to a five-point rating scale.
360-degree feedback is a system or process in which employees receive confidential feedback from the people who work around them. These include the employee’s manager, peers and direct reports as well as customers where applicable.
Performance Development Plan
A Personal Development Plan is developed by each employee with support of the line manager as part of a structured and supported process undertaken by the employee to reflect upon own learning, performance achievement and to plan for personal, educational and career development.
Moderation is a process by which performance management evaluation scores are checked, verified, and possibly adjusted to align with business performance ratings principle. The process ensures that ratings are fairly and consistently applied across the organization.
Performance Improvement Plan
An employee failing to get a “meets” rating will be put through a formal poor work performance process. A plan to support the employee to improve their performance is put in place and employee guided. The Performance Improvement plan is signed off by employee and line manager.