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).
8.1.2 The Service Provider acknowledges and agrees that its performance in providing Services to Agencies will be:
(a) assessed and reported on by Agencies in accordance with the Performance Management Framework in Schedule 7 (Performance Management Framework and Service Levels); and
(b) collected and used by Finance and shared with Agencies on a confidential basis for the purpose of achieving the objectives of the Panel.
PERFORMANCE MANAGEMENT FRAMEWORK. The Integration Joint Board and the Parties will agree the Performance Management Framework for performance management that includes:
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.
1.1.2. The PI details the Performance Improvement Process (PIP) to be taken when an Employee’s performance does not meet expectations.
1.1.3. This PI sets out the procedures for establishing a Performance and Development Agreement (PDA), providing guidance to Employees and Managers for: establishing performance expectations and development goals, setting performance standards, and setting the behaviours to be demonstrated.
PERFORMANCE MANAGEMENT FRAMEWORK. All employees and their managers will participate in the DSS performance management framework.
PERFORMANCE MANAGEMENT FRAMEWORK. All employees and their managers will participate in the department’s performance management framework.
PERFORMANCE MANAGEMENT FRAMEWORK. C1 Overview
C1.1 All employees and their supervisors will participate in the Performance Management Framework (PMF). The Performance Management Framework Policy provides details on how performance management is to be administered.
C2.1 The PMF contains the following elements:
a. Performance Communication
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: Chief Executive Officer, Statutory Officers with relevant Directors Quarterly Scrutiny of the performance of the Authority, limited to the work that Supplier undertakes for the Authority, with opportunity to discuss performance challenges with relevant directors (as required) Shareholder Board Authority Referrals to other 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 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 Other key Officers when requested including a Senior Representative Dragonfly Developments Limited and Dragonfly Management (Bolsover) Limited 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 Fire, Asbestos, Water Safety & Lifts. Shareholder Board Authority Referrals to other committees as required. Contract Governance Attendees Frequency Nature Escalation / Reporting Route Joint Working Group Supplier: CEO, Operational and Finance Directors Authority: Chief Executive Officer, Statutory Officers with relevant Directors and Client Programme Manger Monthly (Reviewed Frequently) To deliver the Authority’ s ambitions to generate income from its housing, commercial and regeneration activities. Oversee and maintain appropriate management, governance, due diligence, legal, performance monitoring, operations, and reporting of each compan...
PERFORMANCE MANAGEMENT FRAMEWORK. (1) All eligible employees will participate in the Austrade Performance Management Framework.
(2) The principles underpinning the Performance Management Framework are designed to: recognise good work performance; provide clarity on work roles, responsibilities and priorities; develop the performance and capabilities of employees in their current role and maximise contribution at level; facilitate regular feedback between managers and employees; and address underperformance.
(3) Individual performance plans should be aligned with Austrade’s corporate plans and operational plans to ensure that individual capabilities and achievements translate to organisational capability and business success.
PERFORMANCE MANAGEMENT FRAMEWORK. 21.1 The Performance Management Framework (PMF) has the following aims:
(a) identification of learning and development needs for employees;
(b) clarity about the performance expectations of each employee;
(c) a means by which employees are informed about their level of performance compared with the performance expectations; and
(d) identification and effective management of underperformance.
21.2 Performance assessments under the PMF will be the basis for determining whether an employee has performed at a satisfactory level for the purposes of pay point advancement under Section 17.
