“A different approach to HR” Training & Development Performance Management Process Discipline Process

Primary Objectives Review what systems are currently in place – if any. Overview the link between Performance Management, Training and Development and Discipline Systems. Look at “A New Way of Doing HR”

Performance Management System Goal Setting – KPI’s, KRA’s, Corporate Planning Performance Appraisals Supervision / Management Training and Development Personal planning and development Discipline Processes all linked- But where does the process start?

Performance Management Performance Management is not simply the process of completing a performance appraisals, providing Training and Development or conducting a discipline process - but rather: A strategic approach to linking Corporate strategy, performance appraisals and performance management into one seamless process.

Start at the beginning.. Performance Management / Measurement Performance Appraisal Process Training and Development Discipline Process Budget Process

P Brown - Cairns City Council6 Typical Planning within Council Annual Capital Program and Operational Plan Annual Branch Action Plans Corporate Plan 5 year timeframe Five Year Capital Works Program Performance Management System Council utilises a series of cascaded plans Assess affordability and refine initiatives using 10 Year Financial Model Assess affordability and refine initiatives during the annual Budget process

Performance Management / Measurement Performance Appraisal Process Training and Development Discipline Process Budget Process “You can’t manage what you can’t measure”

Performance Measurement To track business results in order to identify and address problems and to assess the effectiveness of business strategies.. Council Metrics – Group or Unit Metrics – Individual metrics –

Performance Appraisal Process Performance Management / Measurement Performance Appraisal Process Training and Development Discipline Process Budget Process

Corporate Plan - every 5 years Operational Plan – annually Self Assessment - annually Planning and reporting systems provide context and focus to performance appraisal and development process. Progress against these documents is reported through to Council and therefore the ratepayers on a regular basis. Systems View Position Descriptions Performance Review Personal Training & Development Plans The Personal learning and development plan, position description, systems review and self assessment will provide input and also be updated as a result of the review and Development Plan discussion.

Performance Assessment Principles Prepare Set expectations in advance with the employee Request the employee to review their own performance Review multiple sources and identify specific examples Record your observations and discussions as factually as possible Bring documents to the meeting S.M.A.R.T.- Specific, Measureable, Attainable, Realistic, Timeframe Present Review the purpose and process of the meeting Obtain employee’s self-assessment Share your perspective and keep the focus on relevant performance when giving and receiving feedback Be specific stating exactly how employees did compared to goals Outline next steps Address any problems Try-out Summarize and Plan Next Steps Follow Up Set a realistic timeframe to review progress and be sure to adhere to it!

Performance Appraisal Performance Appraisal System Positives Use as a tool to relate key organisational values – ie WH&S as first value Provide opportunity for individual recognition Allow for employee feedback Negatives Typically – “one size fits all” Address the status quo and not deal with specific issues Avoids specific behavior / performance issues

© 2009 DAY to DAY Supervision and Management No Issues = Use a Communications Process Concerns = Use a Management Review Process A: Correct by improved day to day management B: Action required C: Serious Action Required Discussion and File Note Innovative Approach to Performance Appraisal Diminished Performance, Capacity or Conduct Policy Applies Management Review and Planning Exercise End Employment Bi Annual Progress Review and Planning Discussion

Discipline Performance Management Discipline Termination

Discipline Process Corporate Policies and Procedures Verbal Counselling - must document First Written Warning Second Written Warning Show Cause / Termination “never test the depth of the water with both feet”

Vision Involvement Persistence The Practices Prepare for opportunities Envision the future Inspire shared vision Enable others to act Direct the course of action Encourage the heart Without commitment from Senior Management no change is possible.

QUESTIONS

Private / Public Partnerships

Thank You!