Performance management
Performance management framework
The VPSC’s VPS Executive Performance Management Framework provides foundation principles that shape and drive executive performance and behaviours. The framework:
- supports organisations to clearly link executive work to overarching strategic goals
- provides a means by which individual executive career development can be of focus in order to foster future talent
- links the performance objectives of executives with organisational and government priorities in a meaningful way
- provides a means by which individual executive performance expectations can be assessed and recognised.
Performance plan
The contract requires the employer to determine an annual performance plan, in consultation with the executive, within three months of appointment. The employer and executive share responsibility for ongoing performance monitoring and development, with the plan reviewed annually.
A performance plan must include outcomes and expectations aligned with the Employer's priorities, public sector values and leadership capabilities. An executive’s expectations should be clearly articulated and their performance able to be measured.
At a minimum, the performance plan should appropriately reflect the executive’s duties and responsibilities under the contract.
An executive’s performance must be measured against objective criteria. Employers should ensure they take all reasonable steps to remove any unconscious bias from performance conversations.
Performance review
An executive’s performance is reviewed and assessed under the performance management framework. Performance reviews should occur regularly. An employer can determine the frequency of formal reviews to best suit their operating environment.
The outcomes of a performance review may inform the content of the next performance plan and also the executive’s duties and responsibilities under the contract.
Where the performance of an executive is considered as requiring improvement, it is both the executive’s and the employer’s responsibility to:
- identify the cause(s)
- design a development plan with measurable performance standards – both the executive and employer should agree to this plan
- monitor improvement – the monitoring period should be between one and three months.
If the executive’s performance does not improve after the second review period, this may be considered as a basis for terminating the executive’s contract.
Grievances and disputes
Grievances or disputes that arise out of the contract may be resolved by following the procedure in the contract. This procedure requires parties to a dispute to undertake best efforts to reach a mutually satisfactory resolution in a timely manner. Work will continue with no party prejudiced by this.
Discussions must first occur between the executive and their immediate supervisor. The executive may then escalate the matter to the next reporting level.
If the parties have been unable to reach a resolution, the executive may choose to formally raise it with the employer. The employer then has 14 days to nominate someone who will conduct a further investigation, be involved in discussions and make a recommendation to the employer. The contract requires this nominated person must not have been previously involved in the dispute. The employer’s final decision is binding on all parties.
Review of Actions
An executive may apply to the employer for an initial review of an employment related action that personally affects them such as a selection process, performance management or organisational change processes.
All public service bodies must have a review process in place that complies with the Public Administration (Review of Actions) Regulations 2015 and the Standards concerning public sector employment principles issued under the PAA, including the standard on requiring a reasonable avenue of redress.
In the case of a selection decision, an executive may apply to their employer for an initial review of a proposed appointment or promotion on the ground of a significant deficiency in the selection process. It cannot be on the ground of relative merit.
Applying to the VPSC for review
An executive may apply to the VPSC for review of an employment related action in the following circumstances:
- the employer did not conduct an initial review;
- the initial review process was unfair;
- the employer personally took the action or was the primary decision maker; or
- the employee was victimised for previously applying to VPSC for a review.
Suspension
An employer may suspend an executive (with no impact on remuneration) at any time during their employment. This can include amending the executive’s duties, restricting professional contact and/or exclusion from the Employer’s premises. This may be appropriate while an employer investigates a potential disciplinary issue.
Updated