The design of a performance management system must be closely aligned with an organisation’s culture. A sound, robust Performance Management system also incorporates a number of good, well researched practices, including:
- Clear linkage to strategic organisational goals and business planning process
- Partnership approach between leaders and staff – goal setting and performance evaluation is shared between leaders and staff
- Clear, measureable key result areas
- Clear expectations of appropriate behaviour
- Regular honest, regular and timely feedback throughout year
- Dealing with any performance problems as soon as they appear
- Tracking performance progress throughout year by both parties with at least annual evaluation
- Recognising achievement.
Where development is included in the system, progress is tracked throughout year and reviewed at least annually.