The Performance Planning and Review - Senior Staff (PPR-SS) cycle includes a series of formal discussions between senior staff and their supervisors with the aim to plan and review performance on an annual basis. A performance pay scheme was incorporated into the PPR-SS scheme from 2000.
What is involved?
The formal PPR-SS discussions will involve the following:
- performance agreements for each twelve-month period which are negotiated and agreed upon;
- development plans for each twelve-month period to assist in the achievement of work performance and career-related goals negotiated and agreed upon;
- a performance review where a senior staff member and supervisor confer on the degree to which agreed responsibilities and performance indicators in the performance agreement have been achieved;
- a recommendation by the supervisor on the senior staff member's overall level of performance during the PPR-SS cycle, and
- a recommendation on the amount of salary movement if the senior staff member is within a Senior Staff Group (SSG) range and the performance is deemed to be satisfactory;
- a recommendation on the percentage of performance bonus pay where performance is deemed to be above satisfactory (for senior staff members within a Senior Staff Group (SSG) range); and
- a recommendation, where appropriate, for the renewal of a fixed term appointment.