Office for the Public Sector

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HR Practitioners – FAQs

What does the Direction of the Premier: Performance Management and Development and associated Commissioner for Public Sector Employment Guideline: Performance Management and Development mean for my agency?

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

To support this requirement the Premier’s Direction and Commissioner’s Guideline outline new standards to ensure that public sector agencies have effective performance management and development systems in place, and that all public sector employees participate in performance management and development reviews at least biannually.

This means that all SA Public Sector agencies:

What is my responsibility in implementing a performance management and development system in my agency as outlined by the Guideline?

HR Practitioners have a key role to play in the development, implementation, management, review and improvement of their agency’s performance management and development (PMD) system and related process(s). This responsibility can best be described as follows:

  • Support the chief executive or agency head in the design and management of the agency’s performance management and development system(s);
  • Provide executives, managers and employees with information, support, coaching, advice and guidance in relation to the development, implementation and evaluation of agency performance management and development processes;
  • Provide advice and assistance in relation to the management of unsatisfactory performance;
  • Assist to facilitate a resolution of any grievance between employee and line manager in relation to the performance management and development process, where support is requested;
  • Report on the uptake of the performance management and development process in their agency in-line with reporting requirements and to the Commissioner for Public Sector Employment; and
  • Support the periodic review and evaluation of the agency’s performance management and development system.

Who does the Premier’s Direction apply to?

The Direction of the Premier: Performance Management and Development stipulates that agencies implement performance management and development systems that, at a minimum, incorporate performance management and development reviews with all public sector employees.

The requirement for biannual reviews therefore applies to all public sector employees including executives and casual employees.

Agencies may consider the use of a modified process (e.g. group performance plans) to ensure that casual employees participate in performance management and development.

What about unsatisfactory performance?

The appropriate management of unsatisfactory performance is integral to the success of a performance management and development system but should be viewed as a distinct subset of this system.

Unsatisfactory performance should be dealt with as soon as performance issues are identified that cannot be dealt with through the processes geared towards performance optimisation.

Please refer to the Commissioner of Public Sector Employment’s Guideline, Managing Unsatisfactory Performance (including misconduct) for further guidance in managing unsatisfactory performance.

What options are available to develop manager/employee skills in having quality performance discussions?

The Office of the Public Sector’s website, and specifically the  Performance Management and Development web pages, provides both managers and employees with Information Sheets to support them get the most out of their performance conversations.

The Office of the Public Sector will also promote relevant training and other initiatives that will support the development of manager and employee skills in performance management and development via the OPS website.

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