STRENGTHENING MANAGEMENT AND LEADERSHIP IN THE TASMANIAN STATE SERVICE

Senior Executive - Performance & Development - Annual Review & Assessment 2013-14

This template is designed to record your annual performance and development review comments and approval for performance payment, and should be used in conjunction with your performance and development agreement.

Officer name: / Officer signature:
Classification level: / Manager signature:
Division/Branch: / Date of Meeting:
Manager name:

It is recommended that the manager and Senior Executive prepare for the annual review process by reviewing their performance and behaviour against the work outcomes and performance measures outlined in their Agreement. Once completed, this template should be forwarded to HR for action.

Section 1: Annual performance review – business / work outcomes – summary of achievement
Business/Work Outcome
(As per the performance & development agreement) / Evidence to support (Please provide specific example/s)
Overall summary for the period
Agreed performance measure(s) / Assessment / Comments
1.  / Summary of key achievements (can focus on detail as part of discussion)
2.  / Summary of key achievements (can focus on detail as part of discussion)
3.  / Summary of key achievements (can focus on detail as part of discussion)
4.  / Summary of key achievements (can focus on detail as part of discussion)

Tasmanian State Service – Senior Executive Annual Review & Assessment 2013-14

Section 2: Annual performance review – leadership behaviours – summary of achievements
Leadership Behaviour
(As per the performance agreement) / Evidence to support (Please provide specific example/s)
Overall summary for the period
Leadership Capability / Agreed performance measure(s) / Assessment / Comments
1.  Shapes strategic thinking / Summary of key achievements (can focus on detail as part of discussion)
2.  Achieves results / Summary of key achievements (can focus on detail as part of discussion)
3.  Cultivates productive working relationships / Summary of key achievements (can focus on detail as part of discussion)
4.  Exemplifies personal drive and integrity / Summary of key achievements (can focus on detail as part of discussion)
5.  Communicates with influence / Summary of key achievements (can focus on detail as part of discussion)
Section 3: Overall Rating (refer to last page of this template for Rating Descriptions & Payment Eligibility):
Please tick appropriate box / Any further comments
q  Does not meet expectations
q  Outstanding
q  Fully Competent
q  Competent
Approval and Payment of Performance Pay
Recommendation[1] for payment of performance pay: (Deputy Secretary to approve if Branch Manager or equivalent) / ______
Signed - General Manager / ______
Date
Approval of payment of performance pay:

Percentage of performance pay: / ______
Signed - Secretary / Deputy Secretary / ______
Date
Type of performance payment
(Senior Executive to nominate type of payment) / Ongoing annual performance payment paid as a fortnightly allowance
One-off lump sum payment
Receive one-off payment as salary, or
Salary sacrifice to superannuation fund
______
Signed – Senior Executive / ______
Date
Performance payment processed on Empower: / ______
Signed – HR Branch / ______
Date

Tasmanian State Service – Senior Executive Annual Review & Assessment 2013-14

Excerpt from Senior Executive Performance Management Guidelines

[hyperlink to Agency Senior Executive Performance Management Guidelines] example below from DIER

Stage Three: Annual performance and development Review

Annual reviews will take place and be completed during June to July each year. In the annual review, the Senior Executive and their manager should discuss:

·  The overall achievement of business outcomes against performance measures.

·  Any circumstances that impacted the individual’s ability to meet their business outcomes.

·  The behaviours that were demonstrated in achieving these business outcomes.

·  The Officer’s view regarding their progress against business objectives.

It is expected that prior to the annual performance review discussion, both the Officer and manager think about and detail the specific achievements relating to the Agreement.

Ratings for annual review

Rating / Description
Does not meet expectations / Performance is at a level below that established in performance and development agreement in one or more significant areas.
Competent / Meets agreed performance goals. Leader with potential to grow in role.
Fully Competent / Performance meets the achievement of agreed business outcomes to a high level and demonstrates good leadership behaviours and skills.
Outstanding / Demonstrates performance that is far above the expectations required in the achievement of business outcomes and displays excellent leadership skills and behaviours.

The following eligibility for performance payment is in-line with Employment Direction No.17 and salary rates for Senior Executives and Equivalent Officers will reflect the approved Senior Executive Salaries schedule at that point in time.

Rating / Payment Eligibility
Does not meet expectations / Senior Executive Levels 1 to 4
·  Ineligible for performance payment
Competent / Senior Executive Levels 1 to 4
·  Base salary + up to and including 5%
Fully Competent / Senior Executive Levels 1 to 3
·  Base salary + up to and including 10%
Senior Executive Level 4
·  Base Salary + up to and including 15%
Outstanding / ·  Relates to payment above the Maximum Performance Incentive Salary Point and requires the approval of the Premier – see below for further information
·  Senior Executive Levels 1 to 3 - Base Salary + up to and including 15%
·  Senior Executive Level 4 – Base Salary + up to and including 20%

Access to remuneration higher than the eligible rates above (Maximum Performances Incentive Point) requires approval of the Premier. Submissions for access to remuneration up to and including the Market Salary Point are based on the following criteria:

·  Highly specialised skills;

·  Scarce skills;

·  Critical impact of the responsibilities and duties undertaken; and

·  High paying market for the particular role, skill set and/or qualifications; or

·  Exceptional performance level.

Annual performance review comments should be recorded on the annual review template. Details of this review must be forwarded to the Secretary, or appropriate Deputy Secretary to review and/or approve the recommendation. Once completed this should be forwarded to HR.

Tasmanian State Service – Senior Executive Annual Review & Assessment 2013-14

[1] In relation to performance pay, where an Officer has completed a performance and development agreement and, in June of the relevant year, has completed at least 8 months of the plan period, a performance review should be conducted and if assessed as meeting requirements, performance payment can be recommended / approved.
Where an Officer has completed less than 8 months of the agreement period, performance pay cannot be provided.