As an interim phase in the development of performance reward programs for staff in positions below SES, Chief Executive Officers may consider using accelerated progression through existing incremental scales as a means of acknowledging outstanding employee performance.

Public sector reform includes creating a performance based culture. In concert with performance management systems, performance reward programs should result in more effective performance management, a measurable increase in individual and organisational outputs, increased managerial accountability for performance, managerial flexibility to reward and sanction behaviour, and a more motivated and committed workforce. It is intended that all performance management systems and performance reward programs embody principles of equal employment opportunity.

Introducing performance management systems is a key part of creating a performance based public sector. A well designed and operating performance management system provides a mechanism for linking corporate and program goals with the actual performance of individuals within the agency. Personnel Policy Division (OPM) is able to provide assistance to agencies developing performance management systems and will issue guidelines early this year.

Accelerated progression is the practice of awarding a salary increase to a higher incremental step before it is due. It is intended that all staff in positions below SES on existing incremental scales be considered eligible for accelerated progression.

Accelerated progression as a performance reward may be awarded for outstanding performance determined by an assessment made as part of the agency's performance management system. (NB. Once awarded, increments cannot be withdrawn).

Introduction of accelerated progression as a performance reward is conditional upon first implementing a performance management system. Before introducing performance reward, agencies should forward details of their performance management system to Personnel Policy Division (OPM) for placement in its library of systems. This library will be a valuable source of information for agencies developing or redesigning their performance management system. It is an actuated that only in exceptional circumstances would agencies be required to provide further information.

The adoption of accelerated progression is an interim measure. In the longer term it is hoped that SEP implementation will provide opportunities for developing innovative performance reward programs which will address the limitations of accelerated progression.

In the meantime, should you have any queries regarding this matter please contact Mr Len Newman, Personnel Policy Division (OPM on 228 4740 or the appropriate Client Services Manager at PEIRA.

R. G. Humphry,
Director-General.

Issued by: OPM - Personnel Policy Division
Date: 09/1/91