Performance management PEMT

(modified)

Improving organisational performance by developing the performance of individuals and workgroups to meet agreed objectives with measurable results.

Guidance notes

(new)

The term workgroup is used to be inclusive of different organisational structures.  This includes - but is not limited to - organisational teams with indefinite lifespans, cross-functional teams, squads or workgroups formed to deliver a specific outcome. 

Activities may include - but are not limited to...

  • setting organisational objectives
  • continuous feedback and coaching on performance
  • supporting individual growth to achieve objectives
  • forming effective teams and developing effective working relations within workgroups and with others who they must work with to achieve their objectives

Performance management: Level 6

(modified)

Determines and delegates people management and functional management objectives and responsibilities. Creates and sets direction for multiple workgroups to achieve strategic organisational objectives. Sets strategy for quality and performance measurement in line with organisational goals. Provides a work environment and resources that allow individuals and workgroups to perform their tasks efficiently. Leads implementation of formal organisational processes such as those dealing with recruitment, reward, promotion and disciplinary procedures.

Performance management: Level 5

(modified)

Forms, maintains and leads workgroups and individuals to achieve organisational objectives. Determines and delegates objectives and task responsibilities to individuals or teams - including people management responsibilities as appropriate. Sets quality, performance and capability targets in line with organisational goals. Monitors performance and working relationships and provides effective feedback to address individual issues. Encourages individual pro-active development of skills and capabilities, in line with team and personal goals. Facilitates the development of individuals through adjustment of workload, targets, and team capacity. Plays an active role in formal organisational processes such as those dealing with recruitment, reward, promotion and disciplinary procedures.

Performance management: Level 4

(modified)

Provides operational direction, support and guidance to assigned co-workers. Allocates routine tasks or project work, in line with team objectives and individual capabilities. Coaches colleagues in developing optimal or agreed target capabilities. Monitors quality and performance against agreed criteria, in order to make learning recommendations or to escalate concerns. Facilitates effective working relationships between team members.