ODPP Listening meetings – Perfomance Mangement Framework - Public Service Association

ODPP Listening meetings – Perfomance Mangement Framework

ODPP Listening meetings – Performance management framework September 2015 (PDF version)


The Government Sector Employment (GSE) Act (Section 67) requires all NSW public sector departments and agencies to implement performance management systems.

Your union, the PSA, sees the value in agencies basing performance management systems on the prerequisites of the PSC’s Capability Framework which would provide members with a common foundation to negotiate performance agreements and engage in performance reviews. However, as not all agencies have introduced new role descriptors based on the Capability Framework, there is potential for unfair and inequitable performance management systems to be created within and across agencies.

The PSA has been consulting with members through ‘listenings’ so members can identify concerns and have input into addressing them.

The PSA, conducted ‘listenings’ with members at four ODPP offices in July and August.

Thank you to all the participants. The following questions were considered:

  • How can we ensure learning and development is undertaken in a fair and effective way?
  • What does a fair and reasonable performance management system look like?
  • To successfully resolve unsatisfactory performance, an employee must have…….(finish this sentence)


In summary, members determined that a fair and equitable performance management system must be:

  • Transparent and consistent
  • Focused on development rather than just on gaps in performance
  • Proactive rather than reactive
  • Evidence based
  • Personalised – Not everyone is the same
  • Flexible and take into account individual needs and external factors
  • Able to give managers enough time and support to manage staff
  • Open in communication
  • Timely in notification of problems
  • Regular, thorough and consultative
  • Non confrontational
  • Structured to recognise workers’ strengths as well as weaknesses
  • Different to current Practice Review system in ODPP
  • Structured to recognise good performance through feedback and allowing people to do the supportive training courses they wish
  • Supportive – not used for bullying
  • Equal for all staff
  • A means to address resourcing issues
  • A path to access to professional development courses for lawyers and admin staff
  • Flexible and allow time for attendance at courses
  • Equal in access to courses and development opportunities for all staff, regardless of work location
  • Time considerate for mentors and course presenters to provide training and support
  • Transparent in processes for EOIs for training and higher duties opportunities

The information collected will be used in the development of the PSA’s position paper on the Performance Management Framework. The PSA’s position paper will be provided to all members when it is completed.

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