Chief executive officers (CEOs) are required to develop performance agreements, and be assessed on their performance every 6 months, as are all public servants.
Individual CEO contracts set out requirements for performance agreements and assessments using the CEO performance framework. These documents are agreed with their Minister, and approved by the Director-General (D-G) of the Department of the Premier and Cabinet (DPC), or the Premier.
The agreements also outline how the CEO will achieve their objectives, and how government priorities will be delivered.
The CEO performance framework is comprised of 5 objectives:
- the first objective focuses on whole of government leadership
- the remaining objectives are based on the Balanced Scorecard’s 4 quadrants of financial, stakeholder and outcome, internal business, and learning and growth.
The objectives are drafted in consultation with the Leadership Board, and are approved by the PSC Board.
CEO performance assessments seek to drive high performance, based on a 3 point scale — limited, sound and high — and are cascaded to their executives to ensure optimum alignment within agencies and consistency across the sector.
CEOs are required to complete their agreement by the end of August of each year or within three months of commencing in their role (if they are newly appointed to the role during the financial year).
- CEOs develop their intended performance outcomes clearly defining the expectation for high performance.
- DPC, Queensland Treasury and the Public Service Commission (PSC) provide feedback to CEOs on their draft agreements.
- CEOs discuss, seek input and approval of the agreement from their Minister.
- Agreements are submitted by PSC to the D-G DPC for approval.
CEOs provide a self-assessment and seek feedback from their Minister in January of each year.
End of year assessment
CEOs provide a self-assessment and seek comments and feedback from their Minister in July of each year. The process has a development component, with CEOs given feedback on the assessment of their performance in terms of strengths and areas for development. Discussion also occurs with CEOs on strategic priorities going forward. This is reflected in their next performance agreement.
The Premier or the Premier’s delegate (DG DPC) determines an assessment of each CEO’s performance.
Performance agreement templates
This template captures all processes that occur within a full year—the Agreement, Mid-year Review and Assessment.
- Chief Executive Performance and Development Agreement and Assessment Template 2020-21
- Chief Executive Performance and Development Agreement and Assessment Template 2019-20
Public Service Act 2008 responsibilities
The Public Service Act (2008) sets out the purpose of the chief executive service including:
- responsibility for effectiveness and efficiency
- collaboration between departments
- performance management in the public service
- delivery of services in line with government priorities.
The Commission Chief Executive of the PSC has key responsibilities to facilitate the purposes of the chief executive service and the senior executive service.