❓ A parliamentary question seeks data on performance management consequences for Western Power's leadership team following a critical report on asset management failures. The response refers to tabled papers and outlines the general performance appraisal process.
AnsweredQoN 7673Legislative Assembly
QuestionView source ↗
(1) With reference to the answer to Question on Notice 7172, and the Minister's claim that there are consequences for Western Power employees who do not achieve the outcomes of their performance agreements, for each of the financial years 2008–09; 2009–10; 2010–11 and 1 July 2011 to date, how many members of the Western Power's extended leadership or management team have been subjected to:
(a) performance improvement plans;
(b) redeployment to a more appropriate role; and
(c) termination?
(2) Given the findings of the Legislative Council Public Administration Committee's report into Western Power's asset management, released earlier this year, what consequences have been determined for those members of the extended leadership or management team who bear responsibility for the systemic failures identified in the report?
(a) performance improvement plans;
(b) redeployment to a more appropriate role; and
(c) termination?
(2) Given the findings of the Legislative Council Public Administration Committee's report into Western Power's asset management, released earlier this year, what consequences have been determined for those members of the extended leadership or management team who bear responsibility for the systemic failures identified in the report?
AnswerView source ↗
Answered
2 May 2012
Responded by
Minister representing the Minister for Energy
Response time
34 days
(1) Please refer to [Tabled Paper No.].
(2) The performance of all staff, including executive, is formally assessed annually at financial year end. Performance appraisal outcomes form the basis of remuneration decisions, training and development, succession planning and occasionally, disciplinary action.
Staff involved in business activities identified in the Standing Committee Report will have their contribution to any systemic failures assessed as part of their performance appraisal process.
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(2) The performance of all staff, including executive, is formally assessed annually at financial year end. Performance appraisal outcomes form the basis of remuneration decisions, training and development, succession planning and occasionally, disciplinary action.
Staff involved in business activities identified in the Standing Committee Report will have their contribution to any systemic failures assessed as part of their performance appraisal process.
Notice: This document is created or edited using unregistered or evaluation copy of rtLib valid for testing or development purposes only. To use it for productive or any other purposes please register it. You may purchase the license on
http://www.rtlib.com
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