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Managing for performance

A 'managing for performance' approach is SCU's key tool in enabling its employees to realise their potential and perform at their best. Managing for performance is an ongoing process in which SCU develops and supports its employees to undertake their roles as effectively as possible.

An integrated approach to managing for performance distinguishes successful and productive organisations through higher levels of employee satisfaction, productivity and engagement.

A focus on managing for performance:

  • Enables a more effective approach to staff development;
  • Effectively embeds and communicates organisational values;
  • Builds a performance culture based on open communication and trust between all parties; and
  • Can be utilised as a tool for workforce and succession planning.

Managing for performance has many important, inter-connected components to enable everyone to reach their potential and is underpinned by the accountability of all employees in the process. It is not just the completion of the annual PMDR Plan process. It recognises and focuses on the value of the ongoing nature of the process to provide maximum benefit for all those involved including:

  • Mutual responsibility: managing for performance is seen as jointly owned by both supervisor/manager and employee, with all parties having responsibility for it;
  • Context setting: reviewing work unit and organisational goals and values;
  • Goal setting: setting mutually agreed goals (within the broad context) that clearly identify expected outcomes and how they are to be achieved;
  • Learning and development: creating development plans in line with goals to improve performance and/or to ensure currency with relevant professional discipline / expertise; and
  • Building performance and mutual trust through:
    • Ongoing evaluation of achievement against performance objectives;
    • Open, two-way discussion and constructive feedback;
    • Review of achievement of development plans; and
    • Amendment of objectives and plans as appropriate.

This positive culture of managing for performance improves the performance of SCU as an organisation and makes SCU a more attractive place to work for both professional and academic employees. A number of strategies have been implemented to support this approach:

  • The new Leadership Capability Framework and associated training, as well as its integration into Performance Management Development and Review (PMDR), recruitment and leadership and management development programs;
  • Changes to the PMDR Plan;
  • The incorporation of SCU's values into the PMDR Plan;
  • New and expanded training programs to support managers and supervisors responsible for reviewing the performance of staff;
  • A review of the academic staff portfolio and PMDR Plan embedded within it;
  • The increased use of data to support performance review processes.

Use the quick links above to access further information or contact your work unit's HR Consultant.