Management of Unsatisfactory Performance. 34.1 Management of Unsatisfactory Performance
(a) Where performance concerns have been discussed at an early stage with an employee, but such discussions have not led to sufficient improvement in the employee’s performance and the University wishes to formalise the concerns it will:
(i) advise the employee in writing of the deficiencies in performance and identify the performance standard required.
(ii) provide the employee with an opportunity to respond to the concerns and to raise any mitigating circumstances.
(iii) if still concerned having considered any response by the employee, provide the employee with:
(A) an outline of the performance deficiencies and the performance standard required;
(B) a reasonable opportunity and timeframe to improve performance to the standard required; and
(C) guidance, assistance or counselling necessary to improve performance.
(b) Where the supervisor believes that the employee’s performance remains unsatisfactory following the steps set out in subclause 34.1(a) above, the supervisor will advise the employee in writing of the deficiencies in performance, and of any further proposed action. The employee will have an opportunity to make a response to the supervisor’s assessment.
Management of Unsatisfactory Performance. (a) A supervisor should first make every effort to resolve instances of possible unsatisfactory performance through guidance, counselling, staff development and/or appropriate work allocation.
(b) Where the steps in subclause 19.1(a) have been unsuccessful, the supervisor will formalise the performance concerns by making the employee aware of the perceived deficiencies in performance and identifying the performance standard required.
Management of Unsatisfactory Performance. This clause does not apply in the case of misconduct or serious misconduct.
Management of Unsatisfactory Performance.
70.1 The PSA must follow the procedures of this Clause before taking disciplinary action, including dismissal, against an employee for unsatisfactory performance.
70.2 An employee is entitled to be represented by a person of their choice, including their Union, at any stage of this clause.
70.3 Before taking the other measures set out in this clause a supervisor must make every reasonable effort to resolve instances or aspects of an employee’s performance which are viewed as unsatisfactory. This includes provision of guidance, support, counselling, appropriate staff development measures and, if considered necessary, variation of work allocation. Only when such efforts fail to rectify the possible unsatisfactory performance should the following formal process be undertaken.
70.4 Where the General Secretary forms the view that the performance of an employee is unsatisfactory, the employee will be:
(a) advised in writing of the deficiencies in performance and the performance standard required, and
(b) provided with an opportunity to respond to the concerns and to raise any mitigating circumstances.
70.5 If, after the employee has had an opportunity to respond, the General Secretary still has concerns about the employee’s performance, the employee will be given a reasonable period of time to improve performance to the standard required. The employee will be advised of any consequences of not meeting the required standard.
70.6 Where the General Secretary believes that the employee’s performance remains unsatisfactory following the steps set out in sub-clause 70.3, 70.4 and 70.5, the General Secretary will advise the employee in writing of the deficiencies in performance, and of any further proposed action. The employee will have an opportunity to make a response to the General Secretary’s assessment.
70.7 The employee will be advised of the decision of the General Secretary.
Management of Unsatisfactory Performance. 8.5.1 This clause does not apply in the case of misconduct, neglect of duty or a breach of safety.
8.5.2 A Supervisor/Department Manager should make every effort to resolve instances of possible unsatisfactory performance through guidance, counseling, staff development and/or appropriate work allocation prior to the processes set out below being undertaken.
8.5.3 An employee is entitled to seek the assistance of the union at any stage of the process outlined below. The Employee may request to have present at any formal discussion a union representative or a witness. The Employer must provide the Employee written notice 48 hours prior to any formal discussion relating to unsatisfactory performance. This notice shall include the issues that the Employer wishes to discuss with the Employee.
8.5.4 Where an assessment is made by a supervisor that an employee's performance is less than satisfactory, the supervisor will discuss with the employee the deficiencies in performance and will identify the performance standard required. The employee will be given the opportunity to respond to the supervisor's assessment.
8.5.5 The supervisor should allow a reasonable timeframe for the employee to improve performance taking into account the duties required of the position. The timeframe should be established in consultation with the employee and will not normally be less than three months. The supervisor should meet regularly with the employee during the review period.
8.5.6 If after the actions in sub clauses 8.5.3, 8.8.4 and 8.5.5 the employee's performance has not improved to an agreed standard, the employee’s employment may be terminated.
Management of Unsatisfactory Performance. (a) Where a Manager is of the view that an employee’s performance is unsatisfactory, the Manager and the employee shall attempt to resolve the difficulties through processes provided for such purpose within RFNSW’s policies and procedures. Support, training and/or development programs, and an agreed timeframe as agreed at the time of discussion, will be provided to the employee to allow for improvement in the employee’s performance.
(b) The employee will be provided with copies of all relevant documentation relating to the unsatisfactory performance and counselling, and copies will be placed on the employee’s personnel file. The employee is entitled to provide a written response and this response will also be placed on the employee’s personnel file.
(c) Where an employee’s work performance does not improve, normally after the timeframe specified, or there has been further unsatisfactory performance, then a more formal process in accordance with RFNSW policies and procedures may be entered into.
Management of Unsatisfactory Performance. (a) A Supervisor will discuss performance concerns with an Employee at an early stage, consistent with the duties and expectations of the Employee’s role, before commencing a process consistent with subclause 35.1(b). Such discussions may result in the implementation of measures such as guidance, assistance, training, and/or counselling which a supervisor determines necessary to improve performance.
(b) Where performance concerns have been discussed with an Employee under subclause 35.1(a), but such discussions have not led to sufficient improvement in the Employee’s performance, UNSW will:
(i) advise the Employee in writing of the deficiencies in performance and identify the performance standard required; and
(ii) provide the Employee with an opportunity to respond to the concerns and to raise any mitigating circumstances or other relevant matters (which include but are not limited to reasonable accommodation or adjustment for disability or carers responsibilities) which the Employee may bring to the attention of the Supervisor.
(c) If UNSW is still concerned about the Employee’s performance having considered any response by the Employee under subclause 35.1(b)(ii), UNSW will inform the Employee that action is being taken in accordance with this clause of the Agreement, and will provide the employee with:
(i) an outline of the performance deficiencies and the performance standard required;
(ii) a reasonable opportunity and timeframe to improve performance to the standard required; and
(iii) guidance, assistance, training, or counselling necessary to improve performance.
Management of Unsatisfactory Performance. (a) A supervisor should first make every effort to resolve instances of possible unsatisfactory performance through guidance, counselling, staff development and/or appropriate work allocation.
(b) Where the steps in subclause 29.1(a) have been unsuccessful, the supervisor will formalise the performance concerns by making the employee aware of the perceived deficiencies in performance and identifying the performance standard required.
(c) The employee will be given an opportunity to respond to the supervisor’s concerns and to raise any mitigating circumstances.
(d) If the supervisor remains concerned about the employee’s performance having considered any response by the employee, the supervisor will provide the necessary guidance, assistance, training or counselling to enable the employee to meet the appropriate performance standard.
(e) The supervisor should allow a reasonable timeframe for the employee to improve performance taking into account the duties required of the position. The timeframe should be established in consultation with the employee and will not normally be less than three months. The supervisor should meet regularly with the employee during the review period.
(f) Where the supervisor believes that the employee’s performance remains unsatisfactory following the steps set out in subclauses 29.1(b) – (e) above, the supervisor will advise the employee in writing of the deficiencies in performance, and of any further proposed action. The employee will have an opportunity to make a response to the supervisor’s assessment.
Management of Unsatisfactory Performance. (a) A supervisor will discuss performance concerns with an employee at an early stage, consistent with the duties and expectations of the employee’s role, before commencing a process consistent with subclause 34.1(b). Such discussions may include measures such as guidance, assistance and/or counselling which a supervisor determines necessary to improve performance.
Management of Unsatisfactory Performance. Where performance concerns have been discussed informally with an Employee, but such discussions have not led to sufficient improvement in the Employee's performance and NCRG wishes to formalise the concerns it will: