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Executive performance agreements

Executives have an annual performance agreement approved by their supervisor. These agreements outline how they will achieve objectives and how government priorities will be delivered.

Performance framework

The Chief Executive Officer (CEO) and Executive performance framework includes 5 objectives:

  • the first overarching objective focusing on whole of government leadership and
  • the remaining 4 based on the Balanced Scorecard’s four quadrants of financial, stakeholder and outcome, internal business and learning and growth.

These objectives are drafted in consultation with the Leadership Board, and are approved by the PSC Board. As part of performance agreement planning, executives are asked to identify their development priorities.

Executive performance assessments seek to drive high performance, based on a 3 point scale — limited, sound and high — and are cascaded from their CEO to ensure optimum alignment within agencies and consistency across the sector.

Performance agreement

  1. CEOs develop their intended performance outcomes which define the expectation for high performance
  2. The objectives are cascaded to their executives tailored to suit their role and responsibilities
  3. Executives assess their development needs against the 13 executive leadership competencies and identify development opportunities
  4. Executives discuss, seek input and obtain approval of the agreement with their supervisor.

Mid-year review

Executives provide a self-assessment, discuss and seek feedback from their supervisor in January of each year.

End of year assessment

Executives provide a self-assessment, discuss and seek input from their supervisor in July of each year. Performance ratings are assigned as part of agency led performance assessment processes.

Performance agreement templates

2018–19: Option 1

This template captures all processes that occur within a full year—the Agreement, Mid-year Review and Assessment.

2018–19: Option 2

Individual templates for the Agreement, Mid-year Review and Assessment.


Key features of the existing executive framework

  • CEO objectives are cascaded to executives to ensure alignment and consistency
  • The balanced scorecard is the framework for performance review
  • Supervisors have a key role providing input into agreements and discussing feedback on performance
  • Executive performance assessment results for the previous financial year are provided to PSC in August of each year to inform sector wide talent management development strategies
  • The frameworks are administered using the templates.

Public Service Act 2008 responsibilities

The Public Service Act (2008) sets out the purpose of the chief executive service:

  • 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.