Although it may be useful to see how an organisation is performing overall, it is also important to be able compare performance across different sites and departments.
Once performance measures have been agreed, they should be incorporated into job agreements and performance reviews. This makes it clear to staff that the issue is being taken seriously.
Review of any performance means that underperformance is discussed, and ways of improving the situation reviewed. Human resources and the return to work coordinator should offer training and support for employees whose performance reviews indicate underperformance.
Statistics about performance indicators can be used in many ways to facilitate improvement:
| • | Compare injury management across different departments, workplaces, supervisors and managers; |
| • | Set organisational targets; |
| • | Set key performance measures, which allow staff to assess their own performance and gain an increased awareness of their role within the overall program; and |
| • | Set benchmarks for supervisors’ and managers’ job agreements. |
 A car parts manufacturer has unsustainable compensation and work absence costs. A review of the current situation identifies a lack of supervisor input in the return to work process. Attendance at monthly case review meetings becomes part of the supervisor and department managers’ job descriptions. A 15 % reduction in days lost from work for employees under their care is set as part of their job targets.
|
 Training and support should be offered for employees whose performance reviews indicate under performance in return to work care.
|
