Executive Performance Assessment 2013-14
Name:
Department:
Signature:
*Supervisor Endorsement:
*Recommended:
Approval:
Approved / Not Approved
[Insert name]
[Insert title]
Date:
[Supervisor name]
[Position]
Date:
[Supervisor name]
[Position]
Date:
[Chief Executive]
Date:
Comments:
Comments:
Comments:
Comments:
*Supervisors are asked to comment on how well the executive has met their expectations and the executive’s overall level of performance.
Part 1: Performance Self-Assessment
Performance
Objectives
Intended Outcomes
(Information included in this table to be provided by the Executive)
Evidence that the objective has been achieved
Self Assessment
Rating 1 to 5
Summary of achievements
(Includes any issues in Mid-year check)
Financial Perspective
Service delivered within
the approved budget as
reported in the whole of
government financial
reporting system
1. Financially
sustainable
service delivery
Workforce managed
within approved budget
allocation
Stakeholder and Outcome Perspective
Customers and
stakeholders receive
services that are more
effective and provide
better value for money.
2. Better
services and
outcomes for
customers and
stakeholders
Rating Scale:
Better services for
customers, stakeholders
and/ or the community
through strong
collaboration and
innovation.
5 - Far exceeds expectations
4 - Exceeds expectations 3 - Meets expectations
2 - Partially meets expectations
1 - Requires development
Performance
Objectives
Intended Outcomes
Internal Business Perspective
3. Efficient and
effective
organisation
4. Capable and
sustainable
workforce
Streamlined, sustainable
business systems and
processes
Implementation of red
tape initiatives with
quantifiable benefits to
business/ the
community /customers
Workforce capability
sufficient to ensure
delivery of the
government’s renewal
agenda
Learning & Growth Perspective
5. High
performing
leaders
Agile and engaged
executive providing
strong leadership
Executives engaged in
sector wide professional
development
Public service culture
and values aligned to
support renewal agenda
6. High
performing
workforce
High levels of employee
engagement
Effective performance
management practice
Evidence that the objective has been achieved
Self
Assessment
Rating 1 to 5
Summary of achievements
(Includes any issues in Mid-year Check)
Part 2: Personal Statements by Executive and Supervisor
These statements should explain how the executive operated in line with the new whole of government values, showed collaboration with peers, and embraced
innovation. Executive statements should be no more than two pages and cover each of the four performance perspectives.
Personal Statement by Executive
Supervisor’s Comments
Part 3: Performance Assessment
This section is completed by the Supervisor/s, for consideration by the chief executive
Performance Objectives
Balanced
Scorecard
Perspective
Financial
Perspective
Stakeholder
& Outcome
Perspective
Internal
Business
Perspective
Learning &
Growth
Perspective
Performance Objectives
Assessment
Assessment Summary
(Rationale for performance assessment rating)
Rating
(1-5)
Weighting
%
Performance Score
(rating x weighting)
1.Financially sustainable
service delivery
30%
/150
2. Better services and
outcomes for customers
and stakeholders
30%
/150
3. Efficient and effective
organisation
10%
/50
4. Capable and
sustainable workforce
10%
/50
5. High performing
leaders
10%
/50
6.High performing
workforce
10%
/50
Performance Score
/500
Part 4: End-of-year Development Assessment (July 2014)
The officer completes a traffic light self- assessment and summary of their development achievements; the supervisor completes a traffic light
assessment and comments section.
Development Priorities
End of Year Development Assessment
Development Objectives for 2013-14
Assessment
(from Agreement)
(traffic light)
Vision #
Officer’s summary of development achievements / Supervisor’s comments
Officer:
Supervisor:
Results #
Officer:
Supervisor:
Accountability #
Officer:
Supervisor:
Other
Officer:
Supervisor:
Traffic light development check:
Strong development progress being made (green) 
Development ongoing (amber) 
Requires additional support (red) 