UCT's Personal Performance System for PASS has undergone some changes for the 2011 performance cycle, in line with the 2011 substantive agreement with the UCT Employees Union (UCTEU) which made provision for such amendments.
Changes include splitting the ranges into a guaranteed Cost of Employment package plus performance bonuses. The agreement also provides for the collapsing of the performance bands from seven to three, and for the introduction of two 'Exceeds' awards above the standard package.
The underlying principles of the PPS have not changed, however, noted deputy vice-chancellor Professor Thandabantu Nhlapo in a document to PASS staff recently. So the PPS is still applicable to staff members in payclasses 5-12; the system has two separate but interconnected cycles - for performance development and pay-for-performance; objectives will be set annually by each staff member and agreed with the line manager; and the system encourages continuous performance feedback.
In addition to the changes to the performance bands and the Exceeds awards, further measures will be implemented to ensure the consistent application of PPS ratings across the university. Information on these changes has been sent to staff.
As agreed with the UCTEU, UCT management will implement further measures to ensure the consistent application of PPS ratings across the university.
So, for example, the process will be amended to allow for submission of PPS documentation to human-resource administrators, for Human Resources to report to the DVC on compliance. There will be training, testing and reporting, together with support from Human Resources to cover process irregularities. A guideline document and clear processes will be sent to all line managers. And the UCTEU will report back to the appeals committee on any dissatisfaction with the process.
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