Performance Management is an essential tool that is relevant to all staff at QUT. It provides a means to improve organisational performance by linking and aligning individual, team and organisational objectives and results. It also provides a means to recognise and reward good performance.
The process is primarily concerned with contributing to the achievement of individual, work area and organisational excellence through facilitating:
- clear performance and development objectives that align with the objectives of the organisational area and the University;
- enhanced communication between participants;
- enhanced involvement of staff in decisions relating to their performance and development objectives;
- identification of areas of development as they relate to immediate and evolving job requirements and career plans;
- recognition of achievement and identification of appropriate rewards;
- opportunity to develop future career plans;
- early identification of obstacles to the achievement of performance objectives and measures to overcome these obstacles; and
- the provision of information to assist administrative processes (e.g. incremental progression, confirmation of appointment, identification of developmental needs across the University and reclassification).
The implementation of this process is part of the University's commitment to providing an environment in which staff can expect to receive feedback in relation to performance and be encouraged to discuss future plans and self-development with their supervisor. The PPR process also requires supervisors to provide support, counselling and guidance to staff, and provides a forum in which duties and staff development activities are discussed. The success of this process relies on a strong commitment to its implementation by both supervisors and staff.