Common use of INDIVIDUAL/TEAM Clause in Contracts

INDIVIDUAL/TEAM. i. Enterprise key performance indicators may be used to develop performance targets for teams or individual employees. ii. All employees need to know and have confirmed the role, accountabilities and performance standards that are expected of them. Role clarity, acceptance of goals and regular feedback are essential to effective performance. A key aim should be to provide a means of recognising and rewarding high performance and to provide an early assessment and response to substandard performance. A review system also provides a basis for identifying development needs for individuals, and can be used as an important input to promotion decisions. iii. This Agreement recognises that all employees shall have on-going feedback about performance. The performance development process can be simplified to three stages: 1) Joint development on objectives and performance standards; 2) Progress reviews; and; 3) A formal performance review which is followed by decisions and outcomes. iv. Where a salary system provides for the payment of a performance component separate from a skills component, variations to payments under the performance component shall not affect payments under the skills component.

INDIVIDUAL/TEAM. i. (i) Enterprise key performance indicators may be used to develop performance targets for teams or individual employees. (ii. ) All employees need to know and have confirmed the role, accountabilities and performance standards that are expected of them. Role clarity, acceptance of goals and regular feedback are essential to effective performance. A key aim should be to provide a means of recognising and rewarding high performance and to provide an early assessment and response to substandard performance. A review system also provides a basis for identifying development needs for individuals, and can be used as an important input to promotion decisions. (iii. This Agreement ) The BCCMCBE agreement recognises that all employees shall have on-going feedback about performance. The performance development process can be simplified to three stages: (1) Joint joint development on objectives and performance standards; (2) Progress progress reviews; and; (3) A a formal performance review which is followed by decisions and outcomes. (iv. ) Where a salary system provides for the payment of a performance component separate from a skills component, variations to payments under the performance component shall not affect payments under the skills component.