Frequently asked questions
Performance and development goals
How can I make sure new starters have access to PAT?
All staff will be provided with access to Performance and Talent (PAT) as part of the project roll-out. For new starters, the user provisioning process is scheduled to run daily in production to ensure they have access to PAT as early as possible.
HR User Access in PAT can be requested by completing the HR User Access Form in SARA with an approval from the Director of Workforce. Request to remove PAT HR User Access can also be submitted in SARA.
What does aligning a performance goal mean?
When you align a performance goal to an organisational goal, you create a relationship between the two that indicates that the aligned goal (your performance goal) supports the source goal (the organisational goal). Staff can update or modify their goals as needed, or remove the alignment.
Who can share a performance goal?
Sharing a performance goal with others enables them to 1) add it to their goals and or 2) align their goals to it. The goal you share still belongs to you and can't be changed by the people with whom you’ve shared it. Goals can be shared by managers with direct reports, and by staff with their team members and or colleagues in other teams.
Can I update a performance goal after I have submitted it for approval?
Goals submitted for approval are ‘read-only’ until the related goal plan is approved. When you submit a goal for approval, you also submit the plan to which the goal belongs. All goals in the goal plan remain ‘read-only’ until the manager approves the goal plan and the goals it contains.
What happens when a manager rejects a goal?
When manager rejects a goal, 1) the employee receives a notification in PAT, 2) the employee receives an email from PAT with information from the manager about why it was rejected and 3) the goal is removed from the employee’s goal plan and the employee will need to re-enter all goal details.
Can a Contingent Worker approve goals for a direct report?
Yes, if a contingent worker has direct reports they can view and approve their goals.
As a Manager, can I delegate goal approval for a specific direct report or my team?
Yes, a Manager can delegate their approval responsibility. This is available under the Roles and Delegations tile. Approval notifications for tasks in the selected category go automatically to the selected worker during the specified period. A Manager is able reassign an approval request for an individual direct report from the notification for that specific approval request.
Can an Employee choose an alternative Manager to approve their goals?
No, goal approvals are set up automatically and cannot be changed by the employee. The Manager can delegate their goal approval to someone else if they are away for a certain period of time.
What are 'Private' goals? What happens in the system when this is selected?
The Private checkbox is only available for development goals. An employee may want to work towards a goal which is not shared with their manager and does not form part of their Performance Document. If the goal is marked as Private by the employee, they still need to submit the goal, but it will be Auto-approved in the system.
Do goals have to be submitted in bulk? And why do goals become read only?
Each time you add a goal and Submit, it locks the goal screen and the Employee needs to wait until the Manager has approved before adding any others. This is the system design to prevent changes being made while the goals are pending approval from the manager. Employees should enter all of the goals and changes required and then submit the goal plan once so that all new goals are approved in one transaction.
How long can I view my performance documents for?
Performance documents are always accessible in PAT once created. Even cancelled performance documents are able to be viewed.
I don’t report to the manager recorded in StaffLink, what do I do?
If you report to a manager different from the one StaffLink’s structure, you and or your manager in StaffLink can change the name of your manager at the time of creating the performance review document.
I report to two managers in the same health district. Does PAT support this?
No. PAT’s inbuilt workflow is based on you having one manager. (That is the one that is entered into StaffLink.) However, if both of your managers work in the same health district, we suggest you ask them to agree for one or other of them to submit your performance evaluation for you.
I report to two managers, both in different health districts. Does PAT support this?
Yes, both managers can submit a performance evaluation for you if both health districts are already using PAT. If only one is using PAT, only this manager can submit a performance evaluation in PAT. The other manager will need to submit a performance evaluation for you outside of PAT.
What happens if I get a new manager?
Your performance and development goals will automatically be transferred to your new manager. Performance evaluation document(s) that have already been created will need to be transferred to the new manager (via a local business process). Transfer function available for managers.
How are Multiple Assignments managed in Performance and Talent (PAT)? Are there multiple performance review documents?
Two scenarios here:
- if you have two assignments in the same health district, you’ll end up with one performance evaluation at the end of the review period.
- if you have two assignments, each in a different district, you’ll end up with a performance evaluation document for each assignment (each completed by a different manager). If both health districts are live with PAT, they can both complete separate evaluations within PAT.
If I submit my performance evaluation document several times a year, does each new submission create a new row in StaffLink?
I’m having trouble updating my performance document, why is that?
Performance documents are ‘read-only’ once submitted to a manager. If you want to make any further changes to your performance document ahead of your manager approving it, you’ll need to ask them to return the performance document to you.
As a manager, why can't I see my staff member’s comments and ratings?
You can only see comments and ratings after your staff member has completed the self-evaluation and submitted the performance evaluation document. Once this has been done, you can view their performance document from the ‘Performance Management’ work area.
Is the information regarding who conducted the performance review available in Staff Link?
Can my current manager view my previous performance documents in PAT?
Yes, managers can view previous performance documents for their direct and indirect reports regardless of whether they were the manager that completed the performance document.
What happens with review documents when an employee changes organisations within NSW Health?
If a review document has been created prior to an employee changing organisations, the employee will be able to edit that document and submit it to the original document manager to complete the process.
If no review document was created prior to an employee moving organisations, a review document cannot be created for the original organisation assignment.
Scenario: Susan is leaving HealthShare to go and work for Ministry of Health. If a review document is not created before she leaves HealthShare, no review document can be created for her HealthShare assignment. If a review document is created prior to Susan leaving HealthShare, that document will be editable and able to be sent to her old manager at HealthShare.
What if I have made a mistake in my Performance Document, but I have already submitted it to my manager?
You can contact your Manager to let them know, so they can return the document to you. Once you receive the performance document, make necessary changes and resubmit it to your manager.
This action can also be performed by HR.
If you need to create a new Performance Document, discuss this with your Manager.
Can I cancel my Performance Document if I have made a mistake?
Employees cannot cancel Performance Documents, if a mistake has been made please contact your Manager or HR.
Can a Contingent Worker review and evaluate a performance document for a direct report?
Yes, if a contingent worker has direct reports they can view and evaluate their performance documents.
Can I delegate my ability to run PAT reports?
Reports can be run by Managers for their direct and indirect reports. A Manager cannot delegate this ability to someone else. HR Admin have access to reporting for the entire LHD.