Workforce theme: Workforce capability Category Metric Sources Definition Formula Purpose referenced* Performance Performance -CLC Metrics The number of ongoing employees who received a Number of performance ratings Provides an indication of the extent to which management appraisal performance rating during the period as a percentage of (Ongoing)(End of period) / individual performance is being managed, to (‘Performance participation appraisal the number of ongoing employees eligible to receive a Headcount (Ongoing)(Eligible for ensure it aligns with organisational rate participation performance rating. appraisal at end of period)*100 expectations. pp. 164 rate’, – Can also be indicative of the effectiveness of 165). the performance management process and -SOSR. the level of employee engagement. Performance -CLC Metrics The breakdown of total performance appraisal ratings for For each performance rating: Provides an indication of the extent to which rating profile ongoing employees by rating category. Headcount individual performance aligns to (‘Performance rating (Ongoing)(Performance rating) / organisational expectations. Total performance ratings distribution’, Can be useful in identifying training and pp. 166 (Ongoing)*100 – development needs and opportunities. 167). Can also be indicative of the effectiveness of the performance management process and the abilities of managers to deal with underperformance. Performance -CLC Metrics The number of ongoing employees whose current Headcount (Ongoing)(Improved Can be useful in monitoring the success of rating performance rating is higher than the previous cycle, as a performance rating) / Total learning and development strategies. (‘Employee improvement upgrade percentage of the total number of ongoing employees performance ratings rate’, However, can be affected by changes in rate pp.158 159). who participated in the process. (Ongoing)*100 – positions. For example, a employees’ recently promoted employee might receive a lower performance rating than they did in the last cycle when they were in a position at a lower classification level.
Workforce theme: Workforce capability Category Metric Sources referenced* Definition Formula Purpose Performance management Performance appraisal participation rate -CLC Metrics (‘Performance appraisal participation rate’, pp. 164 – 165). -SOSR. The number of ongoing employees who received a performance rating during the period as a percentage of the number of ongoing employees eligible to receive a performance rating. Number of performance ratings (Ongoing)(End of period) / Headcount (Ongoing)(Eligible for appraisal at end of period)*100 Provides an indication of the extent to which individual performance is being managed, to ensure it aligns with organisational expectations. Can also be indicative of the effectiveness of the performance management process and the level of employee engagement. Performance rating profile -CLC Metrics (‘Performance rating distribution’, pp. 166 – 167). The breakdown of total performance appraisal ratings for ongoing employees by rating category. For each performance rating: Headcount (Ongoing)(Performance rating) / Total performance ratings (Ongoing)*100 Provides an indication of the extent to which individual performance aligns to organisational expectations. Can be useful in identifying training and development needs and opportunities. Can also be indicative of the effectiveness of the performance management process and the abilities of managers to deal with underperformance. Performance rating improvement rate -CLC Metrics (‘Employee upgrade rate’, pp.158 – 159). The number of ongoing employees whose current performance rating is higher than the previous cycle, as a percentage of the total number of ongoing employees who participated in the process. Headcount (Ongoing)(Improved performance rating) / Total performance ratings (Ongoing)*100 Can be useful in monitoring the success of learning and development strategies. However, can be affected by changes in employees’ positions. For example, a recently promoted employee might receive a lower performance rating than they did in the last cycle when they were in a position at a lower classification level.
Strategic-Workforce-Analysis-and-Reporting-Guide.docx