UWA HR Benchmarking Presentation

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<ul><li><p>Equipping Managers to Manage Effectively </p><p>Bob Farrelly and Paul Wilson </p></li><li><p>Web Based Tools </p><p> Professional Development Review (PDR) Performance Appraisal Review (PAR) Staff Dashboard </p></li><li><p>Professional Development Review (PDR) </p></li><li><p>Performance Management History </p><p>2002: Introduced paper-based single process for development and appraisal 2008: Pressure to move to on-line performance management solution 2009: Introduced on-line PDR as an extension to the Employee Self Service Kiosk 2012: Introduced online performance appraisal review (PAR) </p></li><li><p>Professional Development Review (PDR) </p><p> Provides a collaborative approach to professional and career development </p><p> Locally developed extension to the Employee Self-Service Kiosk </p><p> Reviews conducted two months after commencing a new role, and annually thereafter </p><p> Initiated by the Reviewee Reviewee can nominate who their Reviewer will be </p><p>can be anyone The line manager still participates in the review even if </p><p>they are not the Reviewer </p></li><li><p>Professional Development Review (PDR) </p><p>Reviewee supplies responses to the following: Has your work role changed during the reporting period? Are you enjoying the </p><p>community in which you work? Are there any challenges you are experiencing? (These may be personal, interpersonal or professional.) </p><p> Outline your achievements (against goals and objectives) since your last PDR. Provides the opportunity to import them from the last PDR </p><p> How have you met UWA's Expectations of All Staff? (Acting consistent with UWA's Code of Conduct/Code of Ethics) </p><p> How have you met UWA's Leadership Expectations of All Staff? (mandatory for staff with supervisory responsibilities) </p><p> How have you reflected your School / Faculty's expectations of Academic Staff (where available)? </p><p> What are your career aspirations for the coming 3 to 5 years? (Please include any retirement plans where appropriate) </p><p> What development have you undertaken since your last PDR? Have you gained any qualifications since your last PDR? What are your leave plans? </p></li><li><p>Professional Development Review (PDR) </p><p>Reviewee responses (cont.): What are your goals for the next 12 months? What is your development plan for the next 12 months? Is it linked to your </p><p>personal and professional goals and the objectives of your work area? Do you have approval, or intend to apply for sabbatical? If yes, please provide </p><p>details </p><p>Attachments: Current Position Description Academic or Professional Portfolio Other </p></li><li><p>Professional Development Review (PDR) </p><p>Reviewee supplies responses to the following after the review discussion: Agreed or established goals and objectives for the coming year? Development Plan for the next year (with areas that need support) </p></li><li><p>Professional Development Review (PDR) </p><p>Reviewer provides: Further comment Confirms appropriateness of goals and objectives Indicates if additional resourcing is required to meet the agreed development plan Confirms discussion has taken place for: </p><p> Position Description accuracy Leave arrangements Workloads </p></li><li><p>Professional Development Review (PDR) </p><p>Emails between participants auto generated: </p></li><li><p>Performance Appraisal Review (PAR) </p></li><li><p>Performance Appraisal Review (PAR) </p><p> The formal mechanism by which employee performance can be rated </p><p> Can be done in conjunction with PDR Locally developed extension to the Employee Self-</p><p>Service Kiosk Reviews conducted at least once every 3 years or at key </p><p>career events (e.g. Contract renewal, an allowance or bonus, approval of sabbatical, promotion) </p><p> Initiated by the Reviewee or someone in their reporting line </p><p> Reviewee can only nominate their line manager or line managers line manager as the Reviewer </p><p> Calculates an overall performance rating </p></li><li><p>Performance Appraisal Review (PAR) </p><p>Responses sought: Statement of Activities / Achievements against Objectives Any other comments </p></li><li><p>Performance Appraisal Review (PAR): Assessment </p></li><li><p>Process Review </p><p> A review of the PDR and PAR process was conducted seeking feedback from staff who participated in both a PDR and PAR during 2012 </p><p> Recommendations from the review: </p><p>1. Combine the PDR and PAR into a single annual review </p><p>2. Remove the requirement for academic staff to submit an academic portfolio </p><p>3. Expand the three point rating scale </p></li><li><p>Dashboard </p></li><li><p>What is it? </p><p> Web based tool targeted at administrators to allow them see how their area is progressing in relation to the Universitys main HR related metrics </p><p> Provides an overall summary and the ability to drill-down and extract data </p><p> Developed using Oracle Application Express (ApEx) Version 2.0 currently in development </p></li><li><p>Off to the web... </p></li><li><p>Summary </p></li><li><p>Staff Lists </p></li><li><p>FTE by Month </p></li><li><p>Org Chart </p></li><li><p>Allowances </p></li><li><p>PDR </p></li><li><p>Leave Liability </p></li><li><p>Leave Balances </p></li><li><p>Demographics: Service </p></li><li><p>Demographics: Age </p></li><li><p>Gender Equity </p></li><li><p>Academic Portfolio </p></li><li><p>Separations </p></li><li><p>Turnover </p></li><li><p>Bulk Emails </p></li><li><p>Questions </p><p>Equipping Managers to Manage Effectively Web Based ToolsSlide Number 3Performance Management HistoryProfessional Development Review (PDR)Professional Development Review (PDR)Professional Development Review (PDR)Professional Development Review (PDR)Professional Development Review (PDR)Professional Development Review (PDR)Slide Number 11Performance Appraisal Review (PAR)Performance Appraisal Review (PAR)Performance Appraisal Review (PAR): AssessmentProcess ReviewSlide Number 16What is it?Slide Number 18SummaryStaff ListsFTE by MonthOrg ChartAllowancesPDRLeave LiabilityLeave BalancesDemographics: ServiceDemographics: AgeGender EquityAcademic PortfolioSeparationsTurnoverBulk EmailsSlide Number 34</p></li></ul>