PERFORMANCE MANAGEMENT FRAMEWORK. All employees and their managers will participate in the Commission performance management framework. The Commission recognises that employees perform better and more consistently where: employees are comfortable with their role and work environment, and are provided with opportunities for growth; employees are supported to achieve their best; the employer makes reasonable adjustments where needed and appropriate; the manager provides clear direction, and has reasonable expectations for staff with consideration of their position, their strengths and capabilities; comprehensive training is provided in ways that suit diverse learning needs; regular communication and feedback between employees and managers is encouraged and both parties are comfortable contributing to the discussion, and managers are provided with clear guidance and training on issues related to staff management and applying Commission policy. Managing performance is the shared responsibility of an employee and their manager. The Commission’s performance management framework requires employees and their managers to discuss the establishment of expectations regarding performance, behaviour, and professional development. It also provides the basis for addressing performance where it falls below the standard expected. The principles of performance management are: Setting expectations for performance and behaviour. A manager’s expectations must be clear, measurable, and reasonable during the performance cycle. Performance expectations must be appropriate for the classification level and take into account reasonable adjustments. There must be a reasonable basis to expect that a fully effective employee could achieve the required outcomes.
PERFORMANCE MANAGEMENT FRAMEWORK. 8.1.1 In supplying the Services, the Service Provider acknowledges that it must comply with the Performance Management Framework in Schedule 7 (Performance Management Framework and Service Levels).
PERFORMANCE MANAGEMENT FRAMEWORK. 2.1 All employees and their managers will participate in the DSS performance management framework.
PERFORMANCE MANAGEMENT FRAMEWORK. 1.1.1. This Procedural Instruction (PI) sets out the requirements for Employee participation in the Department’s Performance Management Framework (PMF). The PI details the rights, entitlements, obligations and responsibilities for Employees and Managers participating in the PMF. The PI encourages Employees to own and be accountable for their career, development and performance.
PERFORMANCE MANAGEMENT FRAMEWORK. 2.1 All employees and their managers will participate in the department’s performance management framework.
PERFORMANCE MANAGEMENT FRAMEWORK. The Supplier confirms that it will comply with the following performance management process in its provision of Services in accordance with this agreement. Provided that the below is adjusted each year according to the Authority’s reasonable approved programme. Authority Governance Attendees Frequency Nature Escalation / Reporting Route Finance & Corporate Overview Scrutiny Committee Supplier: Senior Representative Authority: Quarterly Scrutiny of the performance of the Authority, limited to the work that Supplier undertakes for the Authority, with Shareholder Board Authority Referrals to other Chief Executive Officer, Statutory Officers with relevant Directors opportunity to discuss performance challenges with relevant directors (as required) committees as required. Dragonfly Shareholder Board Authority: Chief Executive Officer, Statutory Officers with relevant Directors, Client Programme Manger Client Programme Manager and nominated Portfolio holders Other key Officers when requested including a Senior Representative Dragonfly Developments Limited and Dragonfly Management (Bolsover) Limited Monthly (Reviewed Frequently) This group will oversee the delivery of the Authority’s wholly owned Group of Companies Dragonfly Developments Limited and Dragonfly Management (Bolsover) Limited Authority Growth Scrutiny Supplier: Chief Executive Officer Authority: Chief Executive Officer Annually With updates to be received as per the Committee workplan, Scrutiny of performance Shareholder Board Authority Housing Stock Management Supplier: Operational and Finance Directors Authority: Assistant Director of Housing Management and Enforcement Monthly Oversee delivery of the approved Asset Management Capital spend, with opportunity to discuss performance challenges with relevant directors (as required). This also includes compliance on Shareholder Board Authority Referrals to other committees as required. Fire, Asbestos, Water Safety & Lifts. Contract Governance Attendees Frequency Nature Escalation / Reporting Route Joint Working Group Supplier: CEO, Operational and Finance Directors Authority: Monthly (Reviewed Frequently) To deliver the Authority’ s ambitions to generate income from its housing, commercial and regeneration activities. Shareholder Board Annual Report to Authority Chief Executive Officer, Statutory Officers with relevant Directors and Client Programme Manger Oversee and maintain appropriate management, governance, due diligence, legal, performance monitor...
PERFORMANCE MANAGEMENT FRAMEWORK. 47.1 XXX's performance management framework is designed to xxxxxx a high-performance culture and emphasise the relationship between corporate and individual responsibilities and performance as detailed in the ONA performance management guidelines and policies, including:
PERFORMANCE MANAGEMENT FRAMEWORK. The Reporting Framework is based upon self-assessment of the service delivered and reporting must be completed twice a year. Providers will receive a link to a secure online survey with completion deadlines. The online form is quick and easy to complete but will be aided if providers have gathered the information in advance, rather than retrospectively collecting data at the twice yearly intervals. Providers should review the requirements of the ‘Performance Management Framework’ and give consideration to collecting data that will aid completion of this questionnaire. Please refer to the Performance Management Framework on the Supporting Independence website xxxxx://xxx.xxxxx.xxx.xx/supporting-independence/ or refer to Appendix E of the ITT (Invitation to Tender) Performance Management Framework. Consider the use tools for monitoring client progress, the Outcomes Star as outlined in the service specification can aid this. Routine collation and review of information such as compliments and complaints, customer satisfaction surveys and other information will ensure that the information can be gathered in a timely way. Regular measuring against the KPIs will help keep you informed about how your business is doing and how outcomes are being met. The provider will be required to evidence a consistent and structured outcome based approach to working with each Service User on areas of their life that are directly relevant to their quality of life, level if independence and personal safety. Responses to some of the questions in the Performance Management Framework are mandatory (identified in red), these must be completed by all providers and address key performance indicators; others are desirable (identified in blue) asking for management information and completion is optional. Please complete as much of the desirable as possible as it forms part of the wider picture of the unregulated market, will inform the risk and sufficiency profiling tool and helps inform strategic planning. Additional information can be uploaded in response to the desirable questions. Upon request providers must be prepared to share all anonymised evidence that supports the self-assessment. Information provided will be held securely and only used as outlined. Provider information that does not change will be prepopulated on the survey to reduce inputting time.
PERFORMANCE MANAGEMENT FRAMEWORK. (1) All eligible employees will participate in the Austrade Performance Management Framework.
PERFORMANCE MANAGEMENT FRAMEWORK. 1.1 This section aims to set out the framework to manage the performance of the high level set of strategic shared performance indicators, together with mandatory performance indicators linked to the inclusion of specific funding streams, by which we aim to deliver the LAA for Trafford.
