Appendix 7: HR Manual
Performance Agreement 2024/2025
Vision:
Consumers at the centre of services
Mission:
Independently upholding consumer rights by:
Promotion and protection
Resolving complaints
Service monitoring and advocacy
Education
Values:
Fair, responsive, professional, empathetic
Name:
Position:
Manager:
and/or the Privacy Act 2020
Manager’s Position:
1
Information released under the Official Information Act 1982
Performance Objectives Taking into account the expectation for this position and the objectives of your Department, set and record at least
three position objectives that you have agreed
with your Manager for the upcoming year. Identify the specific actions you need to take in order to achieve the objectives and the measures for success. Add additional
lines if you have more objectives.
Please set SMART objectives: Specific — what will be done and how, Measurable — must be able to be quantified and be able to be assessed, Achievable — must be
within reach of a normal employee’s capabilities & encourage them to take on a stretch challenge, Relevant — each objective must relate to the activities required
for the business or area, Time bound — when they are to be achieved.
Objective 1:
Mid-year review meeting (in November–mid-December timeframe):
e.g., Age of open complaints to be managed so that:
Staff member’s comments on Objective:
Actions required:
e.g., No more than 20–22% of open complaints to be 6–12
Reporting Manager’s comments on Objective:
months old.
No more than 16–18% of open complaints to be 1–2 years
old.
No more than 2–4% of open complaints to be 2+ years old.
End-of-Year Review (in July–mid-August timeframe):
Measures:
Staff member’s comments on Objective:
e.g., Monthly (annual) Reports prior to the review meeting.
Reporting Manager’s comments on Objective:
Achieved: Yes/No — if “No”, percentage completed
and/or the Privacy Act 2020
2
Information released under the Official Information Act 1982
Objective 2:
Mid-year review meeting (in November–mid-December timeframe):
Staff member’s comments on Objective:
Actions required:
Reporting Manager’s comments on Objective:
Measures:
Achieved: Yes/No — if “No”, percentage completed
End-of-Year Review (in July–mid-August timeframe):
Staff member’s comments on Objective:
Reporting Manager’s comments on Objective:
and/or the Privacy Act 2020
3
Information released under the Official Information Act 1982
Objective 3:
Mid-year review meeting (in November–mid-December timeframe):
Staff member’s comments on Objective:
Actions required:
Reporting Manager’s comments on Objective:
Measures:
Achieved: Yes/No — if “No”, percentage completed End-of-Year Review (in July–mid-August timeframe):
Staff member’s comments on Objective:
Reporting Manager’s comments on Objective:
and/or the Privacy Act 2020
4
Information released under the Official Information Act 1982
Core Competencies Whereas Performance measures results, Core Competencies measure the skills and behaviours expected from you to achieve those results.
Core Competencies
Expected Outcomes
Staff Member’s comments
Reporting Manager’s comments
(to be agreed and discussed at the
(to be agreed and discussed at the
(to be completed only at the
End-of
(to be completed only at the
End-of
first meeting while setting objectives)
first meeting while setting objectives)
Year review stage)
Year review stage)
and/or the Privacy Act 2020
5
Information released under the Official Information Act 1982
Your Development and Growth at the Health and Disability Commissioner
Your on-going development and growth at HDC is important. The following is intended to provide a starting point for talking with your Manager about your
development and growth opportunities.
Taking into account performance, skills, knowledge, and other attributes, please choose one or more of the following to indicate where you see yourself:
Opportunity to learn and develop in my current position
Current role meets my needs for the moment
Would like further development to the next step
Currently undertaking training/work experience to move into expanded or different role
Already skilled, experienced, and ready for expanded or new role
What are your career aspirations over the next 1–3 years?
and/or the Privacy Act 2020
6
Information released under the Official Information Act 1982
Training and Development Plan — What do I need?
The Training and Development Plan requires you and your Manager to identify and agree on improvement goals and action plans related to role development needs,
as well as personal development needs. It also provides the opportunity to discuss further your development and growth opportunities.
Remember, training and development should be appropriate to your role and provide you with opportunity for the future. It should also have some benefit to the
organisation.
Skills/Knowledge to master
Action to be taken
By When
Source of Measure
E.g.,
To attend training course and develop spreadsheets 30 September
Training course completed
Excel spreadsheeting
to track expenditure
Spreadsheets set up and being used
and/or the Privacy Act 2020
7
Information released under the Official Information Act 1982
Summary of Performance
Commenting on the degree of challenge and circumstances during the year.
Supporting comments on overall performance rating.
Staff Member’s comments
Staff
Reporting Manager’s comments
Reporting
Member’s
Manager’s
Signature
Signature
Mid-year review overall comments:
Mid-year review overall comments:
End-of-Year Review overall comments:
End-of-Year Review overall comments:
and/or the Privacy Act 2020
8
Information released under the Official Information Act 1982
