CLD & HRSC are offering a series of workshops which are designed to help staff better understand and optimise the benefits of the MPS process.
Find out how to set and write work objectives that are SMART and aligned with faculty/centre's operational plan and ECU's strategic priorities.
StaffPLUS entitles ECU staff to enjoy a wide range of unique benefits and services designed to ensure our most valued assets - our employees - are happy, healthy and progressing ahead at ECU.
Your supervisor will determine the final decision about the extent you have achieved your performance outcomes, which will be recorded on your individual "My Work Plan".
- What happens after the MPS meeting?
- Managing unsatisfactory performance
- Where can I get further information?
What happens after the MPS meeting?
Completing the "My Work Plan"
You may be asked by your supervisor to complete the sections of your "My Work Plan" before returning the original copy to your supervisor. It is recommended that you document any matters raised so there is a record of what was discussed and agreed upon. Your supervisor will finalise the matters considered during the review and should formally document these in your "My Work Plan" before signing the final copy. Both you and your supervisor will sign the document, with the original being placed on your Management for Performance file.
How is performance rewarded?
You are eligible for salary progression to the next salary point of your classification if you achieved most if not all of your agreed work objectives. Within your faculty or centre, staff may be rewarded locally by being invited to attend relevant conferences, enrol and participate in professional development activities or receive local rewards such as movie passes (at the discretion of individual faculties/centres), based on achievement.
How will my supervisor track my progress for the remainder of the MPS cycle?
Your supervisor is encouraged to monitor your progress throughout the review year. They may do so informally by seeking feedback from relevant customers or having an impromptu discussion with you, to see how you are progressing. Your supervisor may collect evidence of performance throughout the remainder of the MPS cycle and you are encouraged to continue this practice also. Keep a record of specific work achievements and performance outcomes, this will help prepare you for the next formal review meeting.
Throughout the remainder of the MPS cycle, your supervisor should also provide you with timely, positive and constructive feedback. This feedback will focus on your behaviour and performance outcomes and should be evidenced by one or two examples. Where relevant, your supervisor is encouraged to recognise performance where the staff member has demonstrated significant improvement, good or sustained performance by local recognition at a team meeting or complimenting them on a job well done.
You will be given the opportunity to meet with your supervisor to address any performance issues and to correct them (if necessary) to ensure that you will be able to achieve the agreed work objectives by the next review meeting. Any performance review meeting will be addressed constructively and in a timely manner to ensure the appropriate support is provided to assist the staff member in achieving their performance targets. It is also an opportunity to ensure the work objectives remain a priority for the work area. If priorities have changed since the last discussion, your supervisor should meet with you to determine what the new work objectives will be. You will need to ensure that you understand what these changes are and that you have been given the support and resources to carry out the revised work objectives.
What support will be available to improve performance?
Should you demonstrate a gap between agreed expectations and performance during the review period, your supervisor may initiate a formal progress review meeting with you.
Questions a supervisor may like to ask during a progress review meeting include:
- What progress or outcomes have you achieved to date, in relation to each of the agreed work objectives?
- What factors (if any) have inhibited your progress?
- What has been achieved to date, in relation to your professional development plans?
- What changes (if any) need to be altered to your "My Work Plan" to ensure your work objectives are relevant and achievable?
- What changes (if any) need to be altered to your professional development plan to ensure your professional development objectives are relevant and achievable?
- What additional resources or support (if any) are required to allow you to achieve your work objectives and professional development activities?
Any changes discussed should be formally documented in your individual "My Work Plan". Both parties should sign on the revised documentation, with the original copy filed into your Management for Performance file and a copy to be kept by the staff member.
Managing unsatisfactory performance
In the instance where you do not achieve your performance targets/outcomes, that is, where performance falls short of the required standard, the relevant policies for managing unsatisfactory performance should be adhered to:
- Unsatisfactory Performance - General Staff
- Disciplinary Action for Unsatisfactory Performance for Academic Staff
Consult with your relevant HR Account Manager for further advice on these matters.
Both your supervisor and yourself will sign the "My Work Plan", with the original copy being filed in your Management for Performance file, stored in a secure location. A copy of the document is to be provided to you.
Documentation may be accessed by relevant line management at any time.
Where can I get further information?
Reach Your Potential