Posted on December 06, 2022
Dear colleagues,
The purpose of this communication is to:
12 February 2023, and
The process consists of the following steps:
|
Step |
Importance |
|
To ensure that both manager and employee refer to the same performance contract during the review. |
|
To ensure that sufficient time is allocated for the conversation to take place in private and that both parties have adequate time to prepare. |
|
To ensure that a meaningful and comprehensive two-way conversation takes place. |
|
To share views and reflect on the past year’s successes, challenges, growth, ideas and plans for improvement and development. |
|
For accurate record-keeping and an audit trail. |
Performance contracting provides an opportunity at the beginning of the year to:
· plan your work and set SMART (specific, measurable, attainable, realistic and time-bound) goals;
· ensure a shared commitment to UP 2025 strategic goals;
· engage in conversations about what we expect from each other in terms of work output, support, tools, resources, etc; and
· discuss career goals and development plans.
The performance contracts for 2023 must be finalised on PeopleSoft by latest 31 March 2023.
Should you have any queries or require assistance, please do not hesitate to contact your HR Business Partner.
Yours Sincerely,
Ms Sithembile Mbuyisa
Director: Department of Human Resources
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