Section 8 of the Public Sector Act 2009 requires each public sector agency to establish and maintain an effective performance management and development (PMD) system.

To support this requirement, the Premier’s Direction and Commissioner’s Guideline set standards to ensure agencies have effective PMD systems in place, and that all employees participate in performance reviews at least twice a year.

This means that all South Australian public sector agencies must:

  • Ensure their PMD system includes performance reviews for all employees at least biannually
  • Report on employee participation in performance reviews at least biannually
  • Have regard to and apply the Performance Management and Development Guideline wherever practicable.

HR practitioners play a key role in the development, implementation, management, review and continuous improvement of their agency’s performance management and development (PMD) system and associated processes.

This includes:

  • Supporting the Chief Executive or agency head in the design, implementation and ongoing management of the agency’s PMD system
  • Providing executives, managers and employees with information, advice, coaching and guidance on PMD processes
  • Supporting the management of unsatisfactory performance, including providing advice and assistance
  • Assisting to resolve grievances between employees and line managers related to PMD processes, where support is requested
  • Reporting on employee participation in PMD processes in line with agency and Commissioner for Public Sector Employment requirements
  • Supporting the periodic review and evaluation of the agency’s PMD system to drive continuous improvement.

The Direction of the Premier: Performance Management and Development requires agencies to implement PMD systems that, at a minimum, include performance reviews for all public sector employees.

This means the requirement for biannual performance reviews applies to all public sector employees including:

  • Executives
  • Ongoing and term employees
  • Casual employees.

Agencies may use modified approaches (for example, group performance plans) to ensure casual employees are included in PMD processes.


The effective management of unsatisfactory performance is an important part of a performance management and development (PMD) system. However, it should be treated as a distinct component of that system.

Performance issues should be addressed promptly, particularly where they cannot be resolved through standard PMD processes focused on performance development and optimisation.

For further guidance, refer to the Management of Unsatisfactory Performance Guideline.

The Office of the Commissioner for Public Sector Employment (OCPSE) provides a range of resources to support managers and employees to build skills in having effective performance discussions.

This includes:

  • Information sheets and guidance materials available on the OCPSE website, particularly within the Performance Management and Development pages, to support high-quality performance conversations.
  • Training and development opportunities and other initiatives promoted by OCPSE to build capability in performance management and development.