64130531


Basically a performance review should look at: Whether you have met and or exceeded expectations in your role and whether your manager has done his or her job in terms of providing the support and resources you need to do your job.

Those unfamiliar with the process should ask their human resources department how it works. Traditionally, a manager should sit down with a
team member to set KPIs – Key Performance Indicators – for their job. Then in June, these are assessed as part of a Performance Development Review – or PDR. At the end of this process, you should have new KPIs and access to some “goodies” such as training and new projects – things to keep you interested in your work.

If your company doesn’t offer these goodies, you might want to think about changing to an employer who does. Those already on the job trail, should
ask a prospective employer about the career development opportunities offered with the new role during their second interview.

Some companies link performance to pay while others link performance to career development and keep pay separate. It’s perfectly okay to ask these questions of an employer or a prospective employer – we are talking about your life here.

Pay rises depend on many things including how well your employer has performed in the last year. The performance of your department and your
team might also factor in the equation and then comes your own performance.

Companies that rely on performance reviews should be dolling out the PDR forms by now. You will be asked to rate your performance using a standard
form. Your manager does the same but separately from you and then you come together and discuss it.

As scary as it sounds – very few of us like being judged – without a review process, how can you canvass issues important to your future? These
could include your willingness to take on more responsibility, your desire to step up into a new role or the fact you want to go on a training
course.

Just doing your job well will usually only get you a basic cost of living increase – currently about two per cent. Taking on more responsibility or a new role is where the real money is.

According to recruitment firms around Australia, talent is in short supply and thus salaries are on the rise. However, to cash in on the situation,
which by the way is set to continue for some years, you need to do your research.

Hays Personnel Services has just published its annual salary survey series and careerone.com.au has re-published the lot. Basically, Hays surveyed 1700 companies in Australia and New Zealand and more than 50 per cent report that they have budgeted for some healthy pay increases in the coming financial year (from July 1, 2004).

Go to Career One and look for the purple Career Resources box. Click on Dollars & Sense to get access to all 14 surveys. The series covers: Accountancy; Banking; Construction;
Contact Centres; Human Resources & Training; Sales & Marketing; Insurance: IT&T; Legal; Office Support; Logistics & Procurement; Professional
Practice and Resources & Mining.

Also read: “How to get that pay rise” for advice on approaching your manager about a salary increase. Then go to the On the Job section (you’ll also find the link in the Career Resources box) for stories to help you get through the performance review process: “Even negative feedback is positive” and “In praise of the appraisal”.

Good luck.

Story by Kate Southam, editor of CareerOne. Job hunting and workplace questions can be sent to Kate via editor@careerone.com.au