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Senior Executive Service - Executive Performance and Development Framework

The PSC has developed a service-wide SES Performance and Development Framework modelled on the Performance and Development Framework now operating for the Chief Executive Service (CES). The new Framework is designed to assist SES officers in managing their capability and performance and implementing performance management across the sector. Both the CES and SES Frameworks are in line with the Premier’s expectations that both the CES and the SES are well positioned to deliver quality services, and to sustain a culture of continuous learning and development and accountability for performance.

Agencies can use the PSC developed SES Framework or tailor their own if it aligns with the principles that guide the Framework (see the PSC Research Report, Executive Performance Management and Development Frameworks) and includes its two key components: an annual performance agreement and an annual performance review.

The Framework encourages senior executives to focus on four key elements of performance:

Beyond Business Unit Objectives - focuses on SES officers’ contributions to Chief Executives’ and agencies’ whole-of-government and departmental priorities and commitments for the financial year
Business Unit Systems and Governance Objectives - focuses on SES officers’ leadership performance specific to their work unit
Business Unit People Management Objectives - focuses on SES officers’ leadership and management of staff
Executive Development - uses the Capability and Leadership Framework (CLF) to focus on improving SES officers’ performance through self-assessment of current capabilities and preparing an executive development plan to enhance personal capabilities over the next financial year.

Framework component

Two key components are central to the operation of the Framework:

Annual Performance Agreements

include a list of specific and measurable objectives and performance indicators for the next financial year
are entered into with the agency Chief Executive at a SES officer’s substantive appointment as part of the employment contract
are to be renewed annually before the beginning of each financial year and signed by the agency Chief Executive
are constructed in parallel with and linked to Chief Executives’ Performance Agreements
are based on four key elements.

Annual Performance Reviews

assess SES officers’ performance over a 12 month period
are to be conducted at the end of each financial year to assess achievements contained in the current (and ending) Performance Agreement and to inform the new Performance Agreement for the next financial year
inform executive development and performance improvement, in addition to providing the basis for pay increments and contract renewals/extensions
are based on an assessment of the four key elements in the Performance Agreement
include a 360° assessment of performance every second year.

The PSC has developed a single Performance and Development template which incorporates both the Performance Agreement and the Performance Review. For further information about the Framework and completion of the template, please see the PSC’s Senior Executive Service Performance and Development Framework Guidelines.

(Please note: documents mentioned in the above text are available in other formats in our Corporate publications section.)

Last update: 6 October, 2009