Employee Development and Review Scheme (EDRS)

Transcription

1 Employee Development and Review Scheme (EDRS) Professional / General 2016

2 What we d like you to get out of this! Understand EDRS Use the system Have an empowering conversation

3 What is EDRS? Process why do we do this? Tool EDRS Manager Conversation

4 Why is EDRS important? clarify expectations and performance standards ensure objectives are aligned with CSU priorities embed a culture where managers / supervisors provide regular and fair feedback to our employees on performance helps us maintain focus during broad changes in the sector and industry

5 Linking your role Knowledge Attributes and mindset Being systematic Enablers to manage Being strategic Managing myself Leading others Being collegial and engaging with others Experience Capabilities

6 EDRS Principles Aligned to CSU organisational strategic objectives and priorities Encourage a culture of high performance to support individual and organisational development A fair and equitable process, and incorporates the principle of natural justice Clearly articulates development expectations Alignment Development Clarity of Expectations Strategic Fairness Responsibility Division 6 of Human Resources

7 EDRS Principles Provides ongoing feedback and support - visibility Is a shared responsibility Employees empowered to take an active role in their own ongoing professional learning and development Is undertaken in a professional manner and aligns with the CSU values and behaviours Division 7 of Human Resources

8 EDRS snapshot EDRS meetings are targeted for January to March The intent is meaningful conversation EDRS is the formal review process From paper to online An enabler to perform your role more effectively Sets performance goals and objectives Professional development opportunities Support the business to achieve its goals Less formally you should touch base every three months

9 Moving from paper Clarity in process and terminology Avoid duplicate data entry Manager s overview of all plans Analysis Convenient in a multi-campus, virtual team environment

10 EDRS cycle

11 The stages of your plan Pre-approval Employee The employee develops the plan When the plan is ready for approval, the employee moves the plan to the next stage The employee books the EDRS meeting with their supervisor Supervisor No action required at this stage Ready to approve Employee The employee and supervisor review the plan in the EDRS meeting If the plan needs modifying, then the employee or the supervisor can move the plan to the previous stage If both parties are happy with the plan, the supervisor moves the plan to the next stage Supervisor The employee and supervisor review the plan in the EDRS meeting If the plan needs modifying, then the employee or the supervisor can move the plan to the previous stage If both parties are happy with the plan, the supervisor moves plan to the next stage Approved Employee The employee works on the plan throughout the year If the employee wishes to make changes during the plan, the employee moves the plan to the previous stage Towards the end of the plan the employee can make some comments about how the plan has gone and then move the plan to the next stage Supervisor The supervisor works with the employee throughout the plan year

12 The stages of your plan Ready to finish Employee The employee and supervisor review the plan in the EDRS meeting If the plan needs modifying, then the employee or the supervisor can move the plan to the previous stage If both parties are happy with the plan, the supervisor moves plan to next stage Supervisor The employee and supervisor review the plan in the EDRS meeting If the plan needs modifying, then the employee or supervisor can move the plan to the previous stage If both parties are happy with the plan, the supervisor moves plan to next stage Finished Employee No action required at this stage (the plan is finished). If changes need to be made the supervisor must first move the plan back to the previous stage. Supervisor No action required at this stage (the plan is finished). If changes need to be made the supervisor must first move the plan back to the previous stage.

13 EDRS access scci.csumain.csu.edu.au/tina Browser Requirements: Google Chrome, Safari, Firefox or IE 11 Available on the EDRS site:

14 EDRS Manager

15 EDRS conversation seek first to understand, t hen to be understood Stephen R. Covey 7 Habits of Highly Effective People

16 EDRS conversation Stages Skills and behaviours Preparation Participation Follow up Emotional Intelligence SBI/BI Feedback Model GROW Coaching Model The Better Conversation

17 Preparation Good preparation equals high value meeting Reflect on my manager and their needs, how can I make the conversation go well Reflect on your role and your development goals Logistics Assist each other to prepare

18 Participation Be ready to participate Clearly state your highlights and lowlights Be open to feedback and a review of your progress Be ready to share Barriers to high performance Improvements to assist you Areas for growth and opportunity

19 Follow up Update EDRS Manager Action items raised from the meeting Plan for future informal meetings Seek out further support if required

20 Skills and behaviours Emotional Intelligence SBI/BI Feedback Model GROW Coaching Model The Better Conversation Division 20 of Human Resources

21 GROW: Coaching model Goal Reality Options Wrap up What do you need to achieve? The purpose of today s conversation What is happening now? How did you go? What went well? What would you do differently What could you do? What are your goals for next year? What will you do? How and when will you do it? How will you sustain success? Division 21 of Human Resources

22 SBI/BI: Feedback Positive Situation Behaviour Impact For Improvement - alternative Behaviour Impact Division 22 of Human Resources

23 SBI/BI: Feedback EDRS is an ideal time to discuss and reinforce performance strengths Focus on strengths reinforces performanceenhancing behaviour and increases engagement Provide targeted feedback on improving performance Feedback is to be delivered throughout the year no surprises!

24 Emotional Intelligence (EQ) Recognising emotions Perceiving emotions in self and others Using emotions To facilitate thinking Understanding emotions How emotions may progress and what they mean Managing emotions Managing your own state Division 24 of Human Resources

25 EQ is linked to higher performance at work than IQ! Self Awareness Self Management Social Awareness Relationship Management Impacts your: Performance at Work Physical Health Mental Health Relationships Some great books, audio books and web sources worth looking at

26 Emotional Intelligence (EQ) Ownership Accountability Responsibility ABOVE THE LINE BELOW THE LINE Blame Excuse Denial Division 26 of Human Resources

27 In Summary Understand EDRS Use the system Have an empowering conversation

28 Congratulations! Questions? Evaluations please!

29 Key Contacts Trainers & Problem solvers! Andrew: Lisa: Jennifer: Katie: