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Employee performance data

Formal and informal performance feedback received in the last 12 months

  Yes No
Formal performance feedback 79.1% 20.9%

 

  Yes, regularly Yes, irregularly No Not sure
Informal performance feedback 35.3% 41.9% 19.0% 3.8%

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Impact of performance feedback

  To what extent do you agree that your most recent formal performance feedback will help you improve your performance? To what extent do you agree that your most recent informal performance feedback will help you improve your performance? I feel confident that the formal performance feedback I provide to my staff has a direct benefit
Agree 47.8% 53.9% 77.3%
Neither agree nor disagree 36.1% 35.4% 18.8%
Disagree 16.1% 10.6% 3.9%

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Clear and consistent performance expectations

  My supervisor provides me with clear and consistent performance expectations I articulate clear and consistent performance expectations to my staff
Agree 62.3% 84.9%
Neither agree nor disagree 22.6% 13.5%
Disagree 15.1% 1.5%

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Did your agency have the following measures in place in 2015–16 to assist in implementing its performance management system?

  Measures that encourage the active management of high performance and talent among employees A performance bonus scheme for individuals Review and reward of groups/teams as well as individuals A reward and recognition system that is not linked to financial rewards A process to help ensure consistency in assessment Periodic evaluation of the performance management system Training for staff in receiving feedback Training for managers in providing feedback, specifically when managing underperforming staff
Yes-Whole Agency 60.2% 12.9% 65.6% 68.8% 86.0% 83.9% 54.8% 63.4%
Yes-Part Agency 9.7% 16.1% 5.4% 4.3% 3.2% 1.1% 7.5% 6.5%
Being Developed 21.5% 0% 4.3% 7.5% 7.5% 11.8% 21.5% 21.5%
No 8.6% 71.0% 24.7% 19.4% 3.2% 3.2% 16.1% 8.6%

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Did your agency have the following mechanisms in place during 2015–16 to ensure line managers implement the agency’s performance management systems?

  Key performance indicators relating to performance management included in line managers’ performance agreements Agency-wide performance indicators relating to performance management included in more senior managers’ performance agreements Managers rewarded for superior staff management skills Managers with a need to improve their staff management skills identified and assistance provided Compliance with agency performance management directives tested (e.g. in staff surveys) An electronic system (i.e. computer based performance management system)
Yes-Whole Agency 62.4% 62.4% 30.1% 58.1% 76.3% 54.8%
Yes-Part Agency 9.7% 6.5% 12.9% 24.7% 3.2% 2.2%
Being Developed 7.5% 8.6% 8.6% 9.7% 7.5% 12.9%
No 20.4% 22.6% 48.4% 7.5% 12.9% 30.1%

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During 2015–16, were all of your agency’s employees required to have a formal performance agreement?

  Extra Small Small Medium Large Extra Large
Yes 84% 95% 97% 100% 100%
No 16% 5% 3% 0% 0%

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