These information session packages are designed for team leaders to introduce the Developing Performance Framework to their staff.
The packages include:
Please note: you will need internet access to play the vodcasts for this presentation. For further information please contact the Developing Performance support team via the website.
The team acknowledges the work of Dr Neil Carrington, Australian Council for Educational Research (ACER) and Bruce Sullivan in the development of the content and concepts presented in this presentation:
Hosted by OneChannel these recorded Developing Performance Framework sessions provide information, strategies and resources to support implementation of the Developing Performance process.
In this vodcast, a Developing Performance team conversation is modelled. A Developing Performance team conversation is where all members of the team (including the team leader) discuss their individual strengths and areas for development, and where, together, they establish team development goals. This vodcast can be used in conjunction with the Information Session PowerPoint presentation for school-based employees, slotting in after slide 26.
Vodcast for public sector employees Growing a 'Developing Performance Culture' in your workplace
Presenter: Tracey Flint
Project Team: Veronica Merry, Kylie Marshall, Luke Messer
In this vodcast, the Developing Performance Framework is explained through an interactive case study in the form of applied theatre called a 'prophetical'. Ongoing conversations are at the core of the developing performance process. This vodcast provides examples of the types of developing performance conversations that would occur throughout a work period, between a team leader and a team member.
The intent of the 'prophetical' is to engage participants in considering how they and their team can work together to promote and maintain a culture where conversations about their performance and its development is embedded into daily practise. The vodcast highlights that this process is not about managing performance, it is about developing performance.
The team acknowledges the work of Dr Neil Carrington, Australian Council for Educational Research (ACER) and Professor Brad Hasseman, Queensland University of Technology in the development of the content and concepts presented in this vodcast.
Scene One: Phase 1 - Clarifying expectations and work focus conversation.
Team leader (Helen) and team member (Sarah) meet at the start of the work period to begin clarifying expectations of Sarah in her role, and to identify the areas and capabilities she will focus on developing in the coming work period.
Scene Two: Phase 1 - Clarifying expectations and work focus conversation.
Sarah (team member) catches Helen (team leader) in the hall the day after the initial meeting to arrange another meeting time to continue her developing performance conversation.
Scene Three: Phase 1 - Clarifying expectations and work focus conversation.
Sarah (team member) reflects on the capabilities she would like to develop over the coming work period, using the capability framework that applies to her role.
Scene Four: Phase 2 - Reaching an agreement conversation.
In this conversation, Sarah (team member) and Helen (team leader) come to an agreement on what Sarah will focus on in the coming work period. Helen emphasises that the focus of the agreement is on Sarah's capability development. They negotiate achievable and realistic goals for the work period. Sarah identifies the support and professional development she will need to develop her capabilities.
Scene Five: Phase 3 - Performing and ongoing support conversation.
Helen (team leader) and Sarah (team member) catch up informally at a local coffee shop. They touch base to talk about the progress that Sarah is making in developing her capabilities to reach her goals.
Scene Six: Phase 4 - Reviewing progress and improving performance conversation.
Sarah (team member) shares with Helen (team leader) some of her successes and frustrations during the past work period. Helen takes the opportunity to request feedback from Sarah on her own performance.
This page was last reviewed on 17 May 2013 at 03:17PM