Performance Management and Performance Appraisal

Transcription

1 Performance Management and Performance Appraisal Human Resources Management Service 9 October

2 Objectives Provide an overview of the performance appraisal process Provide information on performance matters Increase awareness of performance issues 2

3 Performance Management and Development System Governed by ST/AI/2010/5 on Performance management It applies to staff who hold appointments of at least one year (except ASG, USG levels) It does not apply to staff holding temporary appointments Promotes communication and ongoing dialogue between staff members and supervisors Promotes continuous learning, recognizes successful performance and addresses performance shortcomings. 3

4 Performance Evaluation Cycle The performance cycle shall be 12 months (1 April 31 March) The performance period may be shorter or longer (min. 6 months / max. 18 months) Where duty lasts for less than 6 months no performance document is required 4

5 Roles and responsibilities Both supervisors and staff members: ensure timeliness of completion of eperformance document. Both supervisors and staff members: maintain constructive dialogue throughout the process. First reporting officers: - develop the workplan with the staff member, provide ongoing feedback, advise, support and coach staff - recognize good performance and address underperformance - adherence to the procedures Second reporting officers: - ensure that procedures are followed - ensure consistency & fairness across work unit & cycle - facilitate dialogue in case of disagreements between staff members and FROs - oversee performance improvement plan 5

6 Rating system Ratings for individual competencies/values: - outstanding - fully competent - requires development - unsatisfactory Overall performance ratings: - exceeds performance expectations - successfully meets performance expectations - partially meets performance expectations - does not meet performance expectations 6

7 Addressing under performance Remedial measures: - continuous feedback - counselling - additional training - performance improvement plan - assignment of more suitable functions 7

8 Performance improvement plan Prepared by FRO in consultation with staff member and SRO Duration: up to 6 months Includes: - Clear targets and actions for improvement - Provisions for assistance to staff member (i.e. coaching, training, etc.) - Schedule of performance discussions and monitoring progress 8

9 Rebuttal process Only when the overall rating is negative: - partially meets performance expectations or - does not meet performance expectations Only the overall rating can be rebutted, not the ratings or comments for individual competencies/goals Timelines & procedural steps to be followed (section 15 of ST/AI/2010/5) Overall rating (changed or maintained) as determined by the rebuttal panel is binding for staff member and management. 9

10 Why are Performance documents important? Positive ratings: - Step increment - Selection - Eligibility for 5 year FTA and continuing appointments - Point allocation for continuing appointments Negative ratings: - Withhold of step increment - Performance improvement plan - Separation from service, if no improvement 10

11 Useful tips for you Performance appraisal: - Timely submit your work plan (with measurable success criteria), mid-point comments and self-appraisal (highlighting your achievements and development activities); - Remind your supervisor and request constructive feedback; - Maintain dialogue with your supervisor. Rebuttal process: - Timely submit your complete rebuttal statement. 11