Performance management and development
All agencies must have a performance and development management system in place in accordance with Employment Instruction Number 4 PDF (787.5 KB).
They are also known as:
- myPerformance (OneNTG approach)
- myPlan
- performance development plan (PDP)
- work partnership plan (WPP)
- individual performance review (IPR).
If you work for the Northern Territory Government, go to your agencies intranet page or NTG Central and follow the process.
Who this applies to
All employees should have a performance management and development agreement in place.
Employees and managers share an equal responsibility for:
- performance management process
- engaging in performance conversations.
When it starts
The process is continuous.
It starts when an employee first joins government in an ongoing role and continues through their career.
All new employees must have an agreement in place within 3 months of starting. It should be done during probation period.
There should be at least one formal meeting during the financial year.
Probation
Agencies must have a probation process.
This is a requirement under the following:
- Section 32 of the Public Sector Employment and Management Act
- Employment Instruction 2.
Go to NTG Central and follow your agencies process.
Performance conversations
These can happen formally and informally throughout the year. Managers and employees must work together to set time aside.
This is done before completing the performance and development management process.
When someone is employed for less than 6 months, have a conversation at start of their employment.
Read below to find out what your responsibilities are.
- Prepare for performance conversations by:
- making sure you understand your role
- reflecting on your work and career goals.
- Assess your own performance by:
- recognising your strengths
- acknowledging areas that require some improvement or extra support.
- Actively engage in the performance conversation and be receptive to feedback.
- Have conversations with your supervisor to set:
- clear and achievable goals
- address challenges.
- Take ownership by holding yourself accountable to key actions and demonstrate improvement by reaching milestones.
- The performance management and development agreement should provide you with a clear understanding of:
- your role and responsibilities
- how your work contributes to your agency objectives.
They are also used to identify professional development opportunities identified through the Capability Framework.
Managing employees' work performance is critical to:
- achieving agency objectives
- responsibility of all managerial or supervisory roles.
To do this effectively, managers need a range of skills and tools to assist in the management of employees' work performance.
Employment Instruction 4 - Performance Management and Development System sets out the minimum requirements for the performance management and development system.
In addition to these performance management and development systems, ongoing performance management is a continuous part of good management.
All managers have responsibility for managing the work performance of their employees and driving performance discussions.
Go to NTG Central or your agency intranet to find out which performance and development system you are using and next steps.
Read the legislation
Performance management is covered by the following:
- PSEMA
- sections 24(f), 24(g).28(g) and 32
- Employment Instruction Number 4 PDF (787.5 KB)
- Employment Instruction Number 2 PDF (94.1 KB).
Tools and resources
Contact
If you have any questions call 08 8999 3708 or email swpd.ocpe@nt.gov.au.