HR Services - Managing for Performance Edith Cowan University
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Background

The HR Services Centre (HRSC) has recently completed a review of the University's Management for Performance processes. The review focused on the effectiveness of the "My Work Plan" (MWP), the Senior Staff Performance Payments System (SSPPS) and the Senior Leadership Team's "Executive Performance Agreement" (EPA). The review sought feedback from staff (utilising the results from the ECU Staff Satisfaction Survey and interviews) and investigated best practice examples from the public and private sector. The following improvements have been made to the 2010 MWP, EPA and SSPPS:

  1. One form (MWP) for Academic and General Staff.
  2. The EPA has been changed to have the same 'look' and 'feel' as the Academic and General Staff MWP and SSPPS.
  3. The form will cover the complete MPS annual cycle with no requirement to 'cut and paste' information from one year to the next.
  4. The Performance Outcome Rating (POR) section has been enhanced to include a 5 point scale. As part of the review section of an employee's performance there is an expectation that the employee and the supervisor will use the POR to assess performance. This will assist supervisors in providing effective and meaningful feedback to employees.
  5. The language used to set out and define a SMART work objective (Objective, Strategy, Outcome (including measure)) has been changed to assist employees with objective development.
  6. The form has been changed to link each work objective to: 1) University Strategic Priority and 2) Operational Plan (Goal).
  7. A new section has been included to assess 'how' staff behave in the pursuit of their work objectives. The purpose of this section is to assess an employee's behaviour against the four ECU Values (Respect, Rational Inquiry, Personal Excellence and Integrity). There is also an optional 360 degree feedback section where the employee can provide feedback on how they believe their manager/supervisor has demonstrated the ECU Values of Respect and Integrity.

 Academic & General Staff - 2009 - "My Work Plan" - Reviewing my Performance

One of the improvements made to the 2010 MWP template is the removal of the need to cut and paste information from one year to the next. The 2009 MWP template does not have a section to review the 2009 work objectives. This has resulted in the need, for this year only, for a seperate form "Academic & General Staff - 2009 - Reviewing my Performance" for staff to review their 2009 work objectives.

Academic & General Staff - 2010 - "My Work Plan" Template

Senior Staff Performance Payments System (SSPPS)

Consultation with Senior Staff on the 2008 process revealed a high level of dissatisfaction with developing 'unrealistic' or 'soft' stretch targets, percieved inequities in the assessment process and the remuneration percentage, and the need to simplify the SSPPS 'My Work Plan' forms.

The review found that Senior Staff preferred to utilise the Senior Staff MWP and augment this process with a behavioural assessment focussed on leadership. The following is a summary of the improvements:

  1. All eligible Senior Staff (other than the Senior Leadership Team (SLT) who remain on 10%) can access a maximum Performance Payment of 7.5% of base salary.
  2. The removal of stretch targets and the streamlining of the MWP form: one form that includes MWP anjd SSPPS for all staff.
  3. The Introduction of Leadership Capabilities to assessbehavioural aspects of Senior Staff performance; the Leadership 'Examples' provided in the "Guidelines: SSPPS" (see 5.2.4) have been dervied from the ECU Functional Plans and other ECU documents. The Leadership 'Examples' have been validated through interviews and the ECU Staff Survey Focus Groups.
  4. Assessment based on two components:
    1. University Performance (50%);
    2. Individual performance (50%);
      • Obtaining an overall Assessment of 'Meets Expectations' in MWP before being eligible for Performance Payment; and
      • Obtaining a 'Meets Expectations' across 5 Leadership Capabilities before qualifying for 50% of the Performance Payment.
  5. The establishment od a SSPPS Review Panel to: sample assessments and moderate; to provide feedback to Line Managers/Executives; and to recommend Performance Payments to the Vice-Chancellor (not including the SLT).

Senior Staff - 2009 - "My Work Plan" - Reviewing my Performance

One of the improvements made to the 2010 Senior Staff MWP template is the removal of the need to cut and paste information from one year to the next. The 2009 MWP template does not have a section to review the 2009 work objectives. This has resulted in the need, for this year only, for a seperate form "Academic & General Staff - 2009 - Reviewing my Performance" for staff to review their 2009 work objectives.

Senior Staff - 2010 - "My Work Plan" Template

You are encouraged to complete all sections of the form to optimise your career @ECU.

Note - Senior Staff who are eligible and who wish to participate in the Senior Staff Performance Payment scheme should select the Senior Staff work plan.

Executive Performance Agreement

The 'Executive Performance Agreement (EPA)' is for chancellery staff members that report directly to the Vice-Chancellor. The changes to the the EPA reflect the changes identitfied above. The EPA includes the Senior Staff Performance Payment System section.

New superannuation contribution limits

New superannuation contribution limits will came into effect from 1 July 2009 so that there is time to adjust payment choices, if required, prior to it being processed.

The changes to superannuation limits from 1 July 2009 are:

Limits imposed on deductible (concessional, pre-tax) contributions:

  1. Under 50 years of age - $25,000 (includes employer contribution);
  2. 50 years of age or over - $50,000 (includes employer contribution) and will apply to the 2009/10, 2010/11 and 2011/12 financial years.  After this time, affected persons will revert to a $25,000 cap.
  • If the member goes over the limit, they will be taxed at 31.5% (i.e. 15% super tax + 31.5% = 46.5%). Anything over the limit is counted in the post-tax limits.
  • Limit on undeductible (non-concessional, post-tax) contributions is $150,000.

To find out more about year to date contributions and the Notional Taxed Contribution (NTC) for Defined Benefit members, login to UniSuper member online at http://www.unisuper.com.au/members/MemberOnline. 

For GESB members: Gold State Super and West State Super are untaxed funds and limits on concessional contributions do not apply at present but may apply in the future.

If employees have elected to have their 2009 Senior Staff Performance Payment paid as a Pre-Tax Superannuation payment they may want to now elect to have their payment as a Cash Lump Sum (non-superannuable) due to the changes to superannuation detailed above. 

Please email Susan Stewart (susan.stewart@ecu.edu.au) to change the payment election to a Cash Lump Sum (non-superannuable) for this payment.

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