Introducing SUPPORTING OUR STAFF

1
Introducing SUPPORTING OUR STAFF

• The ANU Performance Management Framework

2
Background

• Performance management is not a new concept for
  ANU
• creating relationships and ensuring effective
  communication
• focussing on what ANU, Colleges, supervisors and
  employees need to succeed

3
Managing Performance at ANU

• Two systems have been running in ANU for some
  time
• Career Performance Development Scheme (CPDS)
  for general staff and
• Rewarding, Enhancing and Managing Academic Staff
  Performance for academic staff

4
Supporting our Staff

• replaces the current performance management
  systems
• harmonises the process, language and forms
• Eg Performance Plan ? Statement of Expectations
• updated policy, procedures, guidelines and forms
  on web

5
Supporting our Staff

• The essential elements of performance management
  are maintained in the framework
• Setting personal expectations for each staff
  member
• Reviewing contribution against these expectations
• Career and personal development

6
Supporting our Staff

• There are several differences between the
  academic and general staff process

7
Performance Management An Integral Part of the
ANU Planning Cycle

• ANU by 2010

College/Division Plan
Branch/School Plan
Your Managers Statement of Expectations
Your Statement of Expectations
8
Supporting our Staff

• Our greatest defence is the quality of our work
  (VC, ANU Retreat Feb08)
• all staff are required to have an agreed
  Statement of Expectations, consistent with the
  short and long term priorities of the ANU
• this should be developed and reviewed in
  consultation with the supervisor

9
Supporting our Staff

• Why manage performance ?
• What are the benefits?

10
Understanding Expectations

• People want to know what to do and how to do it
• They want to know what is expected of them, how
  they are progressing, where they fit in and what
  their supervisor thinks of their performance
• They want to feel that the work they are doing is
  valued and that they are making a contribution
• Les Pickett AHRI Fellow IPMA Symposium Paris,
  May 2000

11
Supporting our Staff

• Benefits for the Organisation
• Improved research and education outcomes
• More programs delivered on time and on budget
• More specific training needs are identified
• More specific training carried out
• More specific human resource planning
• Increased quality of services products
• Improved motivation of staff
• Greater attraction retention of staff
• Better culture change process
• Improved performance of the whole organisation

12
Supporting our Staff

• For the Supervisor
• Improved working relationships
• Improved communication
• Improved decision-making
• Improved problem-solving
• Improved individual/team performance
• Improved performance of the manager

13
Supporting our Staff

• For the Individual
• Improved clarity of expectations
• Improved working relationships
• Improved communication
• Improved self-confidence
• Improved job satisfaction
• Improved problem-solving
• Improved understanding of the job
• Improved performance
• Improved encouragement and support to perform
  well
• Improved acceptance of personal responsibility

14
Aims Of Performance Management

• As a result of Performance Management staff
  should be able to
• Negotiate achieve agreed performance objectives
• Establish a career development plan
• Acquire new skills, knowledge experience
• Have clarity of expectations in the workplace
• Perform successfully

15
Each Staff Members Responsibilities

• Work with your staff/manager to establish clear
  performance objectives
• Meet regularly for feedback and Performance
  Review
• Work with your staff/manager to establish (and
  progress) a career development plan

16
Benefits of actively communicating to achieve
levels of performance

• Makes your job easier and contributes to
  development of staff and colleagues
• Increases achievement as staff know and are
  comfortable with their role, performance
  objectives and standards
• Encourages innovation and creativity staff and
  colleagues know that they have your support and
  trust
• No surprises or defensiveness in performance
  reviews

17
Training Calendar

• Respecting ANU Staff - 18 Feb
• Supporting our Staff - Supervisors Program -
• 5 March, 11 June, 3 Sept
• Borderline Performance Tricky Conversations -
  8 April
• Supporting our Staff Framework - (6 Feb), 19 May,
  13 Aug
• Managing Underperformance - 28 May, 27 Aug, 18
  Nov
• Managing Grievance Processes Successfully - 17
  March
• Plus
• Preparing for a Supervisory Role
• Supervisor Development Program
• ANU Management and Leadership Development Program

18
Supporting our Staffweb resources
19
If you have any questions or would like to seek
further advice please contact the College HR
Group on 52580 or hr_at_cmhs.anu.edu.au