Skip to main content

Performance Management System

My performance has been assessed formally every 6 months with a tool called a Personal Development Plan (PDP). This document allows for my performance to be measured and areas that are underperforming to be addressed and areas in which i want to explore opportunities can be identified. Most recently i had a conversation with my team leader to see if i was meeting the expectations required of my role. She then asked me if i was looking to move up into a leadership role and if another roles in the unit interest me. We both agreed that I still needed to develop in my current role and i would be happy to pursue higher graded positions following the next review. It was also an opportunity for me to tell her what my interests were moving forward and she agreed that she would support me.

Key Responsibility               Performance Indicator        Review Notes

To provide practical and timely advice, information and resources via delivery of WHS support services to schools and the workplace
Deliver support and advice as per Policy/procedures, consistent with unit process and with relevant service delivery tools, within timeframes
99% on task
To triage incidents with category and severity and develop incident action plans using service deliverable tools
Incident action plan on severity 1 incidents developed and monitoring arrangements in place with leader/manager
Will ensure all incidents are addressed
Implement safety programs and initiatives to ensure compliance with departmental requirements and targets in schools and workplaces
Attend regular workplace visits to deliver and implement new programs, communicate new programs to school, participate in reference groups to contribute to program design
100% met and attend when required.

My experience using the SMART objective framework allowed for my duties to be linked to the organizational objectives. I was able to clearly identify that I was meeting my objectives and how they contribute to the team output and feed up into the bigger picture. This process identifies areas that need improvement or can 
provide for a sideways move if my skillset can be better utilized in another area by way of professional development (Skillsforcare.org.uk, 2017). I did not find this experience difficult as I have been through the process a few times in different roles and understand the importance of having ones expectations met. Although I must comment that a lot of employees don't see the benefit as they don't want to move on in their career and just want to remain in their current position without having to deal with organizational change.
 Reference:
People Performance Management Toolkit. (2017). NHS Employers and Skills for Care.  Retrieved from: https://www.skillsforcare.org.uk/Documents/Leadership-and-management/People-Performance-Management-Toolkit/People-Performance-Management-Toolkit.pdf or download the pdf.

Labels:

Comments

Post a Comment

Popular posts from this blog

What is Acquire, Build, Contemplate, and Do ?

          According to our reading text Cultural Intelligence for Leaders (2012), to acquire knowledge has to do with the cognition and developing the understanding of the different aspects of culture. It is important that we understand and are able to identify the cultural elements and their relations such as the channels of communication and their impact on behaviors and attitudes of the people (Cultural Intelligence for Leaders, 2012).           Metacognition comes to play when we build our strategic thinking that explores the knowledge we acquired in an unfamiliar culture. A person should be able to analyze the data collected in the previous step to detect patterns or causes. Doing this analysis helps us to understand the behaviors and attitudes of people (Cultural Intelligence for Leaders, 2012).           Because of the possibility that we may encounter difficulties while trying to become familiar with...
Post a Comment
Read more

What are the Cultural Makeup We are Unaware Of?

          Having a thorough understanding of cultural influences and components is a prerequisite that helps employers and the human capital managers tolerate and better manage individuals and employees with cultural differences to avoid misconceptions and altercations due to “cultural misunderstandings” (Lynch, 2017).           In as much as there are tangible aspects/elements of culture such as dressing, language, food, etc., the biggest components of culture are actually hidden beneath the surface. This comprises of the invisible values and rules that differentiate one culture from the other (Penstone, 2011). It is always difficult to use the rule of culture to interpret the components of another culture. Crucially, the tangible and visible aspect of a culture is usually influenced by the hidden components, such as values, notion, attitudes, and assumptions (Penstone, 2011). Edward T. Hall in his 1976 theory de...
Post a Comment
Read more

Work life balance tips for HRs

Benefits—Tangible and to the Culture of an organization that undertakes the adoption of policies designed to help employees with work-life balance?  What does an organization stand to gain if it can work through the growing pains of implementation?    Employers who choose to adopt some work-life policies may find that the candidate pool of applicants increases since employee are always interested in balancing their work and personal lives.  Clearly, a benefit is being able to attract the best possible candidates.  Absenteeism may decrease if employees are able to better structure their lives because of time, or a day, to be taken may not need to be taken if the employee is able to use a flexible schedule, (Kossek, 2009).  Additionally, those employees who wish to start a family may feel at ease knowing that as circumstances in their life changes, their employer has mechanisms for employee flexibility.  This means that there may be less absenteeism....
Post a Comment
Read more