Government Finance Profession

Performance Management

Effective performance management is a key people practice and can improve organisational performance when it is part of an integrated people strategy sitting alongside an effective employee engagement approach, reward and recognition, learning and development and wellbeing.

The nature of a performance management strategy depends on the organisational context and can vary from organisation to organisation. However, at the core of a performance management strategy is establishing a performance management ‘culture’ in which individuals and groups take responsibility for the continuous improvement of business processes and of their own skills, behaviour and contributions.

Three elements that contribute to developing this culture are:

• The setting of stretching individual objectives, covering both the ‘what’ and the ‘how’, that relate directly back to organisational objectives;
• Ongoing, in-year performance conversations;
• Good performance is recognised and there are consequences to underperformance so that it is effectively addressed.

Some practical guidance to deliver improved organisational performance, good performance management should:

• Be delivered adult to adult;
• Be an ongoing process not just one at the beginning/end of the year;
• Recognise employee contributions to business objectives;
• Help retain our best people;
• On the whole, leave both parties feeling valued, motivated, confident & engaged.
• Assist individuals in doing their job better by driving forward continuous improvement;
• Identify those who are under performing and ensure that they are actively managed and clear about expectations, timescales and consequences;
• Include open and honest discussions about development needs to build the capability
• Have visible support from all levels of management within the organisation.

Recommended Process

Click on the text below to view useful tools & guidance for each stage of the process.

• Set & Agree Performance Objectives & Competencies
• In year ongoing Performance & Development Review
• End of Year Review & Performance Rating
• Consequence Management
• Case Study 1 (Administrative Assistant)
• Case Study 2 (Administrative Officer)
• Case Study 3 (Manager)