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  1. 1. VPS Performance Enhancement Cycle Performance & Development Plan 2007/08 VPS Grades 4, 5, 6 & STS Name PIN Division/Branch Work Unit Manager Review period to Date plan agreed Staff member’s signature Manager’s signature DOE VPS PEC 2007/08 - 1
  2. 2. The Performance Enhancement Cycle (PEC) is the process that the Department uses to implement the principles and framework for staff performance, progression and development. Staff are recognised by the Department as a key resource in the achievement of departmental priorities and in the delivery of quality policy, advice and project management outcomes. These guidelines have been developed to ensure that the PEC captures the relationship between strategic planning and Performance and Development Plans. The PEC provides each individual staff member with a clear understanding of the work they need to do and how that connects to the broader vision, mission, objectives and values of the Department identified within the Corporate Plan. The Victorian Public Service (VPS) Career Structure enables a flexible, skilled and professional VPS workforce, by maximising individual growth, career opportunities and effective performance management, consistent with the Department’s People Principles. The PEC provides the vehicle for managers and staff to continuously improve their individual performance and to ensure that the way we work is consistent with the Department’s People Principles. The PEC Guidelines (separate document) assists managers and staff to understand and use the performance management and development processes in the Department in the context of the VPS Career Structure. These guidelines should be used to facilitate completing this PEC Plan pro-forma. Managers will be accountable for ensuring the PEC occurs within their respective work units in a timely manner. To achieve these outcomes for individual staff, the Department’s PEC will enable managers and staff to support continuous improvement and to:  align the Performance and Development Plan with individual and branch/unit responsibilities with the Department’s vision, mission and objectives;  provide clarity to employees on their work roles;  act on individual learning and development needs;  recognise individual career goals and establish plans to support them;  encourage and facilitate feedback on performance;  recognise good performance and individual contributions within a diverse workforce; and  provide a structure for decisions on progression. To accurately articulate and ensure clarity in an individual staff member’s professional role within the Department, the following key factors must be used:  Performance standards;  Grade Descriptors; VPS Grade Descriptors  Value Range Standard Descriptors; VPS Value Range Descriptors  Accountability and Capability Descriptors (from the Accountability and Capability Framework – Tier levels). A&C Framework Each performance standard must be met to achieve progression. Both the ‘effectiveness measures met’ and the ‘progression measures met’ boxes must be ticked to achieve progression. DOE VPS PEC 2007/08 - 2
  3. 3. GRADES 4, 5, 6 & STS PERFORMANCE STANDARD Achieving the performance targets Weighting 1 Improvement needed Effectiveness measures met Progression measures met The performance targets of the role are to be listed in the following sections based on the relevant Grade Descriptors, Value Range Standard Descriptors, the Accountability and Capability Framework, Corporate Plan (mission, vision and objectives). ACCOUNTABILITIES EFFECTIVENESS MEASURES PROGRESSION MEASURES - This page outlines the ‘effectively carry out the requirements of the role’ performance standard that make up your progression criteria. - Both the ‘effectiveness measures met’ and the ‘progression measures met’ boxes must be ticked to achieve progression. DOE VPS PEC 2007/08 - 3
  4. 4. GRADES 4, 5, 6 & STS PERFORMANCE STANDARD Leadership and/or Management Professionalism Weighting 2 Improvement needed Effectiveness measures met Progression measures met The Department’s People Principles provide the basis for working productively across the Department. The principles apply to all our people in everything that we do. To deliver excellent educational and training services to Victorians, people in the Department will always actively demonstrate the five People Principles. PEOPLE PRINCIPLES EFFECTIVENESS MEASURES PROGRESSION MEASURES Deliver quality results Work collaboratively Behave ethically Respect & value others Develop self and others - This page outlines the ‘professionalism’ performance standard that make up your progression criteria. - Both the ‘effectiveness measures met’ and the ‘progression measures met’ boxes must be ticked to achieve progression. DOE VPS PEC 2007/08 - 4
  5. 5. GRADES 4, 5, 6 & STS PERFORMANCE STANDARD Learning and development Weighting 3 Improvement needed Effectiveness measures met Progression measures met Managers and their staff share responsibility to ensure the capabilities of staff are updated and enhanced in ways that contribute to improved performance. Short/long-term goals should be identified to address current and future skill development needs. DEVELOPMENT GOALS EFFECTIVENESS MEASURES PROGRESSION MEASURES - - - - - - - - - Manager’s responsibilities Staff member’s responsibilities - This page outlines the ‘skills acquired through learning and development, skills applied’ performance standard that make up your progression criteria. - Both the ‘effectiveness measures met’ and the ‘progression measures met’ boxes must be ticked to achieve progression. DOE VPS PEC 2007/08 - 5
  6. 6. GRADES 4, 5, 6 & STS Development Action Plan: Prioritise the capabilities and/or behaviours which you will focus on in the PEC and document these as actions below to develop your current role and prepare for your desired role(s). Development & Career Development Actions & Opportunities Goals On-the-job experiences Networks & relationships Courses & programs Short term (1-2 years) - - - Long term (2-5 years) - - - Resources: Identify and agree the resources required or support needed to follow through on your Development Action Plan (time, funding, courses, coach/mentor) Short term (1-2 years) Long term (2-5years) - - - - - - DOE VPS PEC 2007/08 - 6
  7. 7. 1ST (OPTIONAL) PERFORMANCE FEEDBACK & REVIEW (END OF OCTOBER 2007) Achieving the performance targets Leadership and/or Management Professionalism Learning and development Staff member’s comments Manager’s comments Agreed or specific action (if any) arising from the quarterly performance review Staff member’s signature Date Manager’s signature Date DOE VPS PEC 2007/08 - 7
  8. 8. GRADES 4, 5, 6 & STS ND 2 (MANDATORY) PERFORMANCE FEEDBACK & REVIEW (END OF FEBRUARY 2008) Achieving the performance targets Leadership and/or Management Professionalism Learning and development Staff member’s comments Manager’s comments Agreed or specific action (if any) arising from the quarterly performance review Staff member’s signature Date Manager’s signature Date DOE VPS PEC 2007/08 - 8
  9. 9. GRADES 4, 5, 6 & STS RD 3 (MANDATORY) PERFORMANCE FEEDBACK & REVIEW (END OF JUNE 2008) Achieving the performance targets Leadership and/or Management Professionalism Learning and development Staff member’s comments Manager’s comments Agreed or specific action (if any) arising from the quarterly performance review Staff member’s signature Date Manager’s signature Date DOE VPS PEC 2007/08 - 9
  10. 10. GRADES 4, 5, 6 & STS Manager’s Performance Assessment Summary for Progression PERFORMANCE STANDARDS Achieving the performance targets MET NOT MET Leadership and/or Management Professionalism MET NOT MET Learning and development MET NOT MET At final review all performance standards must be ‘MET’ for progression to be approved and progression payment to be made. Progression approved Progression not approved STAFF AT THE TOP OF THE VALUE RANGE OR GRADE The manager should tick this box where it is acknowledged that the staff member currently at the top of the ‘Value Range or Grade’ has met the agreed performance measures in the performance plan. No progression payment is available. Manager’s signature Date Staff member’s signature Date * The staff member’s signature does not imply agreement with the manager’s performance assessment. DOE VPS PEC 2007/08 - 10

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