Performance Management and Development
A strong public sector is vital to delivering the strategic and economic priorities of the South Australian Government. These priorities set clear expectations for what the SA Public Sector does and how we do it. The achievement of these priorities is dependent on our ability to optimise the performance of our workforce.
Performance management and development is fundamental to ensuring the public sector and its agencies meet community expectations and deliver services efficiently and effectively. It helps to create an environment where our teams and individuals:
- Have a clear understanding of what is expected of them
- Build effective working relationships
- Realise their full potential
To do this we provide information and tools to support:
- Senior leaders and HR practitioners responsible for the design and implementation of performance management and development systems
- Managers looking to build their skills and confidence in having effective performance conversations with their team, and
- Employees wanting to learn understand how to get the most out of your performance management and development conversations.
18 May 2017 – Thank you to all agencies who participated in our recent Performance Management and Development Audit. Data is currently being collated and analysed with next steps to be announced very soon.
OPTIMISING OUR WORKFORCE
Performance management and development is a key tool in ensuring the SA public sector gets the most out of our employees while supporting the achievement of strategic priorities.
Agency HR Practitioners play a vital role in the development and implementation of quality performance management and development systems, and influencing quality performance conversations at all stages of employment. HR Practitioners provide the link between high-level public sector strategy and policy and agency-specific objectives, and play a role in supporting managers to translate these into operational goals for teams and individuals.
In order to deliver a high performing public sector, performance management and development needs an integrated and planned approach for consistently and continuously developing the performance of all people in an agency.
HR Practitioners should use the Commissioner’s Guideline and supporting information as the basis to develop specific approaches to suit the agency’s context, culture and people, and to integrate with existing management and people support systems.
OPTIMISING MY TEAM
Performance management and development is integral to your team’s success.
Through leading regular meaningful performance conversations, you play a vital role in ensuring a high performing public sector where every employee understands expectations, realises their potential and strives for excellence.
Performance management and development is a two way process between a manager and employee that is collaborative, regular and ongoing. The information and tools below provide more information on how to get the most out of performance management and development for your employees.
OPTIMISING MY POTENTIAL
Performance management and development conversations are essential in helping you understand how your work ties to the strategic goals and objectives of your agency. It provides clarity around role expectations, builds your relationship with your manager, and develops a plan to help you achieve your goals and reach your full potential.
Performance management and development is a two way process between a manager and employee that is collaborative, regular and ongoing. The information below help you understand the role you play in getting the most out of your performance management and development conversations.
Performance Management Essentials – How to effectively develop the performance of your team.
Event Date: August 24, 2017
This workshop will prepare new and aspiring managers to lead high performing teams through effective performance management and development. Participants can expect to come away with the mindset and tools to undertake quality performance conversations, and to build on employee strengths for development and achievement of priorities…more.