“People are the prime assets of the University. It is essential that, as administration becomes increasingly managerial and performance oriented, deliberate efforts be made to improve conditions, incentives and motivation of those who work for the University. The University must compare its performance and the benefits it offers against international comparators, and strive for appropriate comparability. It must make explicit how it values it staff”

(A Regional University of Excellence- Weaving the Past and the Present for the Future, 2004)

The University’s 2012 Annual Plan approved by the USP Council at its meeting in November 2011, highlights Human Resource Transformation as one of its four focal areas.  An effective performance management system is critical for this HR transformation. The Review of USP’s Performance Management System will be carried out through the iPerform Project from February 2012.  

The Project activities will include having appropriate processes to support staff development and reward excellent performance, which is a standard HR strategy for enhancing organizational performance, managing succession planning and ensuring that individual performance is broadly congruent with an organisation’s strategic agenda.

The iPerform Project is timely in ensuring that the University carries out the necessary improvements to its performance management systems and in achieving Objective 17 of its Strategic Plan 2010-2012. It provides the University with an effective mechanism for ensuring that it has the right people that service the USP community in the right way.

The improved performance management system will establish a more solid platform for developing and retaining staff that promote the desired organizational culture and objectives to transform USP from a good to a great University.