“USP must have a high quality and stable staff, committed both to the University and its goals, and to the region. To reach this goal the Human Resources Management Strategy must include performance management processes which are clearly aimed at assisting staff to reach their full potential and thereby achieving appropriate recognition and benefits”

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

The key objectives of the iPerform Project are:

Primary

1. To review, refine and improve the three performance management plans for incremental implementation from November 2012 for the following categories of staff at USP:
   • Academic
   • Comparable
   • Intermediate, Junior and Hourly Paid
     
     
2. To create a learning environment where staff feel their academic and professional work is valued, recognized, rewarded and they have a responsibility to contribute positively to achieving individual and section/faculty/campus plans and the University’s strategic goals and objectives.

Secondary

1. Advance USP’s HR Transformation by:
   • Ensuring the alignment of individual work plans and section/faculty plans to strategic plans and objectives of University.
   • Employing a more strategic approach to performance management and increasing staff engagement with and confidence in HR Management.
     
     
2. Improve HR Business Processes through:
   • Development of a more integrated system for University staff development, succession planning, career management and leadership training.
   • The development of E-Portfolios for staff.
   • Enhancing processes, procedures and standard forms for staff appraisal/evaluation and staff review at the University.
   • Improved Performance Management component of staff induction package. 
     
     
3. Establish a process for dealing with performance challenges.
   
   
4. Enhance ownership (involvement and intervention) and responsibility by Heads of Faculties/Schools/Sections/Campuses for their own, their staff and unit’s performance.
   
   
5. Institute appropriate resourcing throughout the University for on-going implementation of the improved performance management system. 

1. Principles
   • Establish a set of guiding principles for the review and improvement of the three performance management plans.
     
     
2. Processes
   • Staff Evaluation/Appraisal
     • Arrive at a University “definition” for the staff evaluation/appraisal process that would be widely accepted and easily understood by all members of staff.
     • Establish standard criteria/factors to be used in the annual evaluation/appraisal of different categories of staff.
     • Determine the most appropriate models, their application and timing for each category of staff.
     • Design and document the endorsed processes for the selected models.
       
       
   • Staff Review
     • Agree on a definition for the staff review process.
     • For the four key components of staff review: Promotion, Contract Renewal, Award of Increment and Award of other Monetary and Non Monetary Rewards, determine best practice for their:
       • (i) Processes – eligibility to apply, timing, adjudicators, parameters, appeal process, circumstances for deferral.
       • (ii) Criteria and Factors
       • (iii) Information Required - Validatio
     • Document endorsed processes, criteria and validation.
       
       
   • Performance Challenges
     • Develop and document a standard and acceptable process for USP staff experiencing performance challenges.
       
       
3. Policies, Procedures and Standards Forms
   • Review current University policies, procedures and standard forms and make appropriate changes to facilitate and reflect the changes and improvements in the new performance management plans.
   • Interrogate existing software and automate where possible.
   • Familiarise and train HR staff on all the key policies, processes, procedures and standard forms for the new performance management plans.
   • Communicate to all staff throughout the University campuses.
     
     
4. Training Programme
   • Determine outcomes, context and appropriate curriculum for performance management training.
   • Develop tools, templates, resources and materials for training
   • Map out and implement PM training programme
     
     
5. Resourcing
   • Assess University’s needs for effective on-going implementation of performance management
   • Propose appropriate HR arrangements and resourcing requirements for endorsement