Performance Management in Higher Education - thoughts from Kent Margaret Ayers

HR in HE – A Shifting emphasis Transactional role Strategic & transformational role Migration of the HR role HRM HRD OD Focus on systems and processes Focus on all activities to ensure the people aspects are well managed to support organisational effective performance

Performance Management in Higher Education Performance Management at Kent  Pre-92 University – Statute  Lack of culture/understanding of what performance management is  BUT – here’s the dilemma  We are performing well against lots of indicators ……  Retention not an issue …….

Performance Management in Higher Education Kent – 6 Key Messages to 2012 A large UK university – regional contribution The UK’s European University Exceptional student experience (partnerships) Research & scholarship at highest level (wide range of disciplines) Value of innovation & enterprise 3 core values: Excellence Enterprise Engagement

Performance Management in Higher Education Kent – 6 Key Messages for HR How can we help the organisation maintain its competitive advantage (costs; priorities for investment; staying ahead of the game)? How do we ensure we have the flexibility in our workforce to meet changing student needs? How are we seen as an employer – attraction? A large UK university – regional contribution The UK’s European University Exceptional student experience (partnerships) Leadership Competencies – how adaptable are our people? How do we ensure we are developing people who can deliver this? Research & scholarship at highest level (wide range of disciplines) Value of innovation & enterprise 3 core values: Excellence Enterprise Engagement Where is the succession plan to ensure we have or can recruit people to maintain our reputation? How can we reward innovation in our promotions processes?

Performance Management in Higher Education Learning From Our People 61% of our staff completed the staff engagement survey – highest response in academic departments People enjoy working here:  Equality of opportunity (79%)  Have an achievable workload (80%)  Are encouraged to use their initiative (76%) Areas for improvement:  Personal development planning & performance management  Communication of the strategic direction  Clarification of the reward system

Performance Management in Higher Education New Framework for Academic Promotion  Need to recognise breadth of work being done 3 sub-groups:  Teaching  Practice-based research  Enterprise, innovation &CPD 3 Broad Categories:  Excellence in practice/activity  Leadership, within and/or beyond the discipline and the University  Impact and recognition, within and/or beyond the discipline and the University

Performance Management in Higher Education New Framework for Academic Promotion  Need to recognise breadth of work being done 3 sub-groups:  Teaching  Practice-based research  Enterprise, innovation &CPD 3 Broad Categories:  Excellence in practice/activity  Leadership, within and/or beyond the discipline and the University  Impact and recognition, within and/or beyond the discipline and the University

Integrating Performance Management Will we ever get here … A clear line of sight through performance management from organisational goals, to personal action Strategic PlanPerformance Management Process Organisational Awareness Business Understanding Business Focus Personal Buy-In The strategic goals and plans The “big ideas” People understand what makes for success in the organisation, how the strategy can be achieved The Department Plan People understand how what they are doing contributes to strategic success Individual objectives People are committed to changing behaviour to support organisational goals Pay Policies Reinforcing/Rewarding

Performance Management in Higher Education Questions for Discussion 1.MAW is a key HR issue - how do we influence the agenda strategically? 2.Turbulence in environment – need to be responsive to change & encourage more flexibility – how do we do this? 3.Who’s afraid of performance management?

Performance Management in Higher Education SHRM is ….. …. not just about what WE do – it’s about what YOU do

Performance Management in Higher Education - thoughts from Kent Margaret Ayers