Review the existing performance management system in your own organisation or one with which you are familiar, and write a report evaluating the system, including processes and documentation. Your report should be written to a standard suitable for consideration by your senior managers and should in particular include the following:
1. Introduction - Brief description of your organization - profile, products / services;
2. Evaluation findings - evaluate your organisation against each of the following criteria: i.e. to what extent your organisation's performance management system complies with each criterion - if it does, explain why (examples and / or relevant documents) and if it does not, explain why (examples and / or relevant documents):
a. Relevant groups and individuals are consulted on work to be allocated and resources to be deployed, work is allocated in accordance with operational plans and is cost effective and appropriate in terms of the use of internal/external labour
b. Performance indicators are developed for key result areas and are agreed prior to commencement of work; performance standards, Code of Conduct and work outputs and processes are confirmed prior to commencement
c. Risk analyses are undertaken in accordance with the organisational risk management plan and legal requirements and participants in the performance management and review process are trained
d. Performance management processes are implemented, monitored and evaluated in accordance with planning and timelines
e. Informal feedback is given in a regular, timely manner and formal structured feedback sessions occur as necessary and in accordance with organisational policy
f. On-the-job coaching is provided when necessary, both to improve performance and confirm excellence in performance
g. Excellence in performance is reinforced through recognition and continuous feedback
h. Poor performance is identified promptly and brought to the attention of the appropriate person and individuals not meeting expectations are provided with the necessary coaching and re-training and monitored closely
i. Performance improvement and development plans are developed in accordance with organisational policies
j. Assistance is sought from human resource specialists where appropriate and support services are provided to meet individual needs and circumstances
k. Individuals who continue to perform below expectations are counselled and, where necessary, placed within the disciplinary process
l. Terminations occur where serious misconduct or on-going under-performance occurs and are in accordance with organisational and legal requirements
m. Documentation of performance is in accordance with the performance management system