Managing For Performance / Human Resource Services / Unit / The University of Newcastle, Australia

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Managing for Performance

Managing for Performance Online - New online system gradually being implemented across the University in 2007 and 2008.

Managing for Performance aims to align an individual or a team’s endeavours with the University’s strategic direction providing a link between performance of the University and the effectiveness and career development of each staff member. It operates across all areas of the University and supports existing policies and processes.

The Managing for Performance process involves the mutual development of a Performance and Development Plan, which includes:

planning and goal setting;
performance feedback; and
review of achievements and the effectiveness of development activities.

Performance and Development Plans are formulated on an annual basis in the context of organisational plans and resource requirements of the relevant workgroup, thereby building the broader University framework of workforce planning and development.

Principles of Managing for Performance

The principles of Managing for Performance are that it:

aligns each staff member’s endeavours with the work group, faculty and University strategic objectives;
is an ongoing process that provides for confidential discussions and feedback;
will identify and provide for individual staff development, career development, and organisational needs;
identifies and resolves performance concerns;
will promote partnership and dialogue between staff and supervisors;
clearly identifies goals and objectives;
is a process for which the staff member’s head of school, manager, or immediate supervisor has overall responsibility; and
recognises and rewards performance.