A friend sent me this and it is apparently being added (or proposed
to be added) to contracts for all staff at a University. It is so
bizarre that it could be a hoax, but it’s not.

1 I have clear performance goals that encompass task delivery and demonstration of my competences.

2 These goals have been mutually agreed and are subject to regular
review throughout the year with my manager. As a result I am always
clear about my level of performance

3 I appreciate that measurement of my performance will be a mix of
hard and soft outcomes and that effort alone will not dictate my
performance rating.

4 I understand the link between my performance and the level of
reward I can receive. If I under- or over-perform against my targets I
am clear on what the impact would be on my salary, bonus and career
development.

5 I understand that if I continually develop and apply my skills on
a sustained basis this will be reflected in my salary progression and
bonus potential.

6 I can appreciably improve my annual financial rewards through salary progression should I over-perform.

7 If I should start to under-perform I have confidence that the
University and my manager will respond positively and will support me
in improving my performance . I have access to a strong support network
in addition to the help I will receive from my manager. I know that if
I under-perform my salary, inclusive of cost of living increases, will
not progress.

8 I trust my manager because I know he/she has undergone a rigorous
programme of training around managing and measuring performance. Indeed
I have undertaken training as an appraisee which has helped me to make
the most of the performance dialogue I have with my manager.”