This document provides guidance on performance management for managers. It outlines setting up a review document with goals, skills, values and a development plan. It emphasizes the importance of ongoing discussions between managers and employees to discuss progress at least every 1-3 months. Finally, it notes new workplace bullying laws and implications for performance management, including ensuring managers follow a robust process in a defensible way when managing performance.

1. Performance
Management for
Managers- The Process
V1.0 Dec. 13

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Agenda
Setting up the document;
Ongoing discussions;
Review;
Summary.

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Setting up the Review Document
Goals
Skills
Values
Development Plan

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Goals
Related to Company and Department
objectives;
Must be:
SMART;
Pertinent to the person;
Person may not always be in ‘control’ of goal, but
must be able to at least ‘influence’.
No more than 5.

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Skills
Relate to what is required to perform the
current role;
Could also be 1-2 to future role (eg: next level
of engineer, management);
Use the Competency doc’s on the Intranet;
No more than 5!

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Values
Nothing to do in the setup phase, other than to
explain what will be expected during the year;

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Development Plan
Identify gaps in Goals, Skills, Values and/or
Career ambition;
To achieve Chartered or RBP status;
Based on gaps; document 2-4 development
activities;
Could be:
 On job work, projects;
 Internal training;
 External training.

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Ongoing Discussions
This is the MOST important part of the process
and the part we are doing the worst at;
Setup and review in July/Aug;
Meet more formally every 1-3 months 1-1 to
discuss progress;
Every opportunity to provide feedback should
be used. (document);
Remember, this is a DEVELOPMENT exercise!

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New Workplace Bullying Laws
1st January 2014
Employees being bullied at work will be able to
apply directly to Fair Work Commission for an
order to stop the bullying.
‘Bullying’ is repeated unreasonable behaviour
towards a worker that causes a risk to health &
safety;
but does not include ‘reasonable management
action carried out in a reasonable manner’.

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Implications for Performance
Management?
An employee being performance managed by
manager/supervisor could delay process by lodging a
bullying claim & forcing Commission to intervene.
Hence, crucial for businesses to ensure
managers/supervisors are able to fulfil PM function
in a defensible way, following a robust PM process.

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