Management Meetings Go Live Performance Workplan Online. Human Resources

Transcription

1 Management Meetings Go Live Performance Workplan Online 1

2 MyPerformance MyCareer RMIT s improved managing for performance framework - MyPerformance MyCareer (MPMC) defines, promotes and supports managers and staff under two key themes: MyPerformance ensures systems and processes are in place to promote constructive performance conversations and ways of working that develop staff in the skills and behaviours to be successful. MyCareer builds potential, recognises and rewards achievement and provides opportunities to staff that foster a career within RMIT. RMIT s performance processes support managers and staff to work together to continuously improve the individuals and University s performance. Initiatives to achieve this outcome are: Code of Conduct Behavioural Capability Framework Performance Workplan (online) 2

3 Perform Develop Aspire Performance Development Aspire Position Description (2012) Code of Conduct 2010 Behavioural Capability 2011 RMIT s Workplanning Cycle Individual Development Plan University wide strategic Development Career Conversations 2013 Succession Planning 2015 Online centralisation of Position Descriptions Staff member annually reviews Position Description RMIT clearly articulates the minimum standards of behaviour Identified capability aligned to job role Appraisal of behavioural performance Identification and recognition of high performing staff Performance Workplans (online) Performance Appraisal of current role Dedicated website with resources/quick guides and online tutorials Identified and planned development activities Targeted development activities aligned to role Training Needs Analysis Strategic professional development for teams/ management Succession and workforce planning Career advancement / expertise 3

4 RMIT s Behavioural Capability Framework Academic staff Professional Tafe staff staff Download at: 4

5 RMIT Performance Cycle Phase 1 Early Adopters Stage 1: Go Live (25%) (Nov Feb) Stage 2: Go Live (75%) (Jan April) 5

6 Go Live Performance Workplan online 6

7 Overall Project Timeline Aug/Sept Oct Nov Dec Jan Feb Mar PHASE 1 Design/Development ROLLOUT RMIT s Capability Framework management team briefing Online Performance management team briefing Staff briefings One on one senior leadership labs Drop in labs PHASE 2 RMIT s Capability Framework management team briefing Online Performance management team briefing Staff briefings One on one senior leadership labs Drop in labs 7

8 MyPerformance MyCareer Timeline Phase 1 Go Live (25%) (Nov Feb) SEPT SEPT/OCT OCT/NOV 14 NOV- 22 DEC 4 DEC Behavioural Capability Framework Roadshows Management team briefings All staff briefing advising staff of change Demonstration of system and implementation plans 1-1 Senior Leadership Labs Drop in labs Walk the floors 8

9 Early Adopters All executive and senior leadership positions Property Services Academic Registrar Group School of Medical Sciences (all staff including Academics) School of Health Sciences School of Applied Sciences School of TAFE Engineering School of Aerospace Manufacturing and Mechanical Engineering Life and Physical sciences (Selected TAFE teams/professional staff team) Internal Audit and Risk Management School of Electrical and Computer Engineering School of Education (Professional staff team) Global Studies Social Science and Planning (Professional staff team) 9

10 MyPerformance MyCareer Timeline Phase 2 Go Live (75%) (Jan April) SEPT SEPT/OCT NOV/DEC JAN/FEB FEB/MAR Behavioural Capability Framework Roadshows Management team briefings All staff briefing advising staff of change Demonstration of system and implementation plans 1-1 Senior Leadership Labs Drop in labs Walk the floors Drop in labs Walk the floors 10

11 Performance Workplan online demonstration 11

12 Process Description Preparation Individual & team meetings Objective Setting Staff member self evaluation & objective setting Manager review & comment/edit Staff member comments/edits December / February Staff member confirms Mid Year Review Staff member review progress on objectives add objectives if necessary Manager review & comment/edit Staff member comments/edits Staff member confirms July End Of Year Appraisal Staff member review progress on objectives & overall performance Manager review on staff progress on objectives & overall performance Staff member comments/edits Staff member confirms / accepts final appraisal November / December 12

13 Employee Navigation to the MyPerformance MyCareer 13

14 Your ESS Inbox 14

15 Overview 15

16 Cascaded objectives 16

17 Individual Objectives 17

18 Behavioural Expectations 18

19 Development Objectives 19

20 Career Profile and Academic Promotion Tab 20

21 Acknowledgements Manager / Employee communication around OBJECTIVES 21

22 Privacy Statement - Performance Workplans Online Information included within workplans will be reviewed by to ensure that professional development activities meet the needs of the University and its staff. Workplans can also be viewed by the management line (between you and the Vice-Chancellor) for work planning and performance management purposes. 22

23 For more information go to: 23

24 Management essentials 24

25 Manager inbox making workplanning easier 25

26 Cascaded Organisational Objectives Cascading organisational objectives enables RMIT to allocate objectives to large numbers of staff. Organisational objectives may include RMIT wide, or cohort wide objectives, for example compliance, regulatory or strategic objectives. Organisational objectives are agreed by the VCE. Organisational objectives will be defaulted into Performance Workplans at the start of the performance year and appear in the cascaded objectives tab. See handout Organisational Objectives 26

27 Cascade Team Objectives (for 2013) Cascading team objectives allows managers to assign objectives to a group of staff members, for example in the case of team objectives. Cascading Team Objectives can be performed by all Managers with direct reports. It is possible to cascade to certain staff within a team, or all staff, depending on the need. Once an objective is cascaded to a team the text/comments for Objective Header + Objective Description and Performance Indicators is locked down and cannot be changed. As a management team how will you communicate School or local area objectives to your staff? What have you done in the past? 27

28 Additional processes Dual reporting Staff who physically performs two or more jobs will be issued a Performance Workplan at the start of the MyPerformance MyCareer cycle. It is the primary manager s responsibility to moderate and facilitate input and feedback from the staff member s additional managers to incorporate their objectives into the Performance Workplan. Temporary job change Staff who temporarily move to another position mid way during the Performance Workplan cycle will be issued an additional Performance Workplan at the commencement of their new job. It is both the managers and the staff member s responsibility to determine whether the staff member needs to complete two workplans. Manager changes Manager changes, once updated on SAP, will reflect on the existing Performance Workplans on a nightly update run. 28

29 Additional processes Long term absence Staff who are on long term absence (i.e. maternity leave, illness, sabbaticals etc) will be issued a Performance Workplan at the start of the MyPerformance MyCareer cycle. It will be the manager s responsibility to notify HR that the staff member will not be participating in the process due to the absence. Once the staff member s Performance Workplan has changed to the Year End Review status the manager will then be able to change the Year End Appraisal to No Appraisal. If a staff member returns from the long term absence during the performance year, they will be returned to the performance phase at which they left. Permanent job change Staff who permanently move to another position mid way during MyPerformance MyCareer cycle will be issued an additional Performance Workplan at the commencement of their new job. They will need to follow the normal procedure from the beginning of the cycle, starting with setting individual objectives. Their historical workplans will not be able to be reviewed by the new manager 29

30 MyPerformance MyCareer Check List Have you attended a Behavioural Capability Framework Briefing? Have you and your Management team been given a Performance Workplan online demonstration by HR? Have you and all your staff been briefed by HR or by you? Comments Have you... worked through a 1-1 senior leadership lab? Have you advised your staff of the local drop in labs? 30

31 MyPerformance MyCareer Check List What will you do as a management team to ensure that this change occurs smoothly? 31

32 HR Support 32

33 Choice of localised or calendared workshops and related activities MyPerformance MyCareer 33

34 HR SERVICE DELIVERY ROLLOUT In the first instance, please direct all technical MyPerformance MyCareer queries to the IT HELPDESK Phone: x For all other queries, please contact HR Consultancy on x

35 Contact Us Consultancy Ari Cassarchis, Deputy Director Sonia Dal, Senior HR Manager Liz Dowling, Senior HR Manager Kelly-Ann James, Senior HR Manager Peter Branov, Senior HR Manager Jenelle McMahon, Senior HR Manager Organisational Development Joshua Goodrick, Deputy Director Amy Love, Manager Lisa Flaherty, Advisor Visit the project website: 35