Managing under performance. 29.1 The procedures outlined in this Section apply to continuing employees after completion of their probationary period and temporary employees who have been employed by IBA for more than 12 months.
29.2 The following procedures will be applied where an employee is not performing at the minimum standard expected of his or her level. This includes employees who are, or are likely to be, assessed under the PMP as unsatisfactory or requires improvement.
29.3 The steps to be taken in managing the employee’s performance are:
(a) informal efforts to improve the employee’s performance including feedback on the areas of performance that require improvement and acting on appropriate development activities;
(b) formal performance counselling and development of a performance improvement plan which specifies:
(i) areas of performance that require improvement;
(ii) the performance standards that must be obtained;
(iii) appropriate development activities; and
(iv) the length of an assessment period in which the employee’s work will be assessed in relation to the required performance standards;
(c) preparation of a report comparing the employee’s performance with the required performance standards and including a recommendation on action to be taken.
29.4 The length of the assessment period to be included in the performance improvement plan will be by agreement between the employee and his or her supervisor, with a default period of eight weeks where they are unable to agree.
29.5 Following the completion of an under performance process and consideration of the supervisor’s report and recommendation, the General Manager may:
(a) take no further action as the employee has met the required standards;
(b) require a further assessment period;
(c) reduce the employee’s classification level;
(d) transfer the employee to another position at the same level; or
(e) terminate the employee’s employment.
29.6 Where the General Manager decides not to take any further action as the employee has met the required standards and the employee’s performance again falls below the required standards during the next 12 months, the default assessment period where the employee and supervisor are unable to agree on the period shall be four weeks.
Managing under performance. If a Section Head makes an assessment that an employee‘s performance is ―unsatisfactory‖, the Section Head will immediately advise the employee and attempt to assist the employee to improve their performance through constructive feedback, coaching, development plans and other methods.
Managing under performance. 27.1 The provisions of this Section apply to all employees except employees during their first six months of employment in the APS.
27.1 Where the Chief Executive Officer considers that an employee’s performance is below the minimum level of performance required at the employee’s classification level, an underperformance process may be initiated. The underperformance process will include a warning that the employee’s performance is below the required level and will provide the employee with an opportunity to improve his or her performance to the required level.
27.2 An underperformance process will provide an employee with the opportunity to attain the required level of performance which may include appropriate development and learning activities.
27.3 The employee will be entitled to:
(a) provide comments on any relevant documentation;
(b) provide documentation that is relevant to an assessment of the employee’s performance;
(c) be accompanied by another person of his or her choice, at any meetings at which the employee’s performance is being discussed - where the employee elects to be so accompanied, the person accompanying the employee will be present for support, assistance and, if the employee chooses, representation.
27.4 The employee’s performance will usually be assessed over a period of 8 weeks or an alternate period agreed between the employee and the employee’s manager.
27.5 Where an employee’s performance continues to be below the minimum level required at the employee’s classification level after he or she has had an opportunity to improve his or her performance to the required level, the Chief Executive Officer may:
(a) reduce the employee’s classification level;
(b) redeploy the employee at the same level;
(c) terminate the employee’s employment; or
(d) take any other appropriate action.
Managing under performance. The supervisor should ensure that: the employee has a clear job description; a performance agreement is in place; the employee understands the standards of work performance expected; and that he/she has received appropriate training and assistance to perform his/her duties.
Managing under performance. This Agreement maintains Austrade’s approach to managing under performance with emphasis on a simple process balanced with procedural fairness principles. The primary aim of this approach continues to be to address and reduce the incidence of under performance and at the same time encourage confidence in Austrade’s performance management process. Under performance may include inability to perform responsibilities, inability to cope with the organisation’s change, medical incapacity and/or the inability to develop necessary skills. The Human Resources Management Policy “Managing Under Performance (All Employees)” provides further details.
Managing under performance. 34.1 The provisions of this Section do not apply to non-ongoing employees employed for less than 12 months and ongoing employees during a probationary period.
34.2 Where an employee is assessed as not meeting expectations under the Performance Management Program or has otherwise been identified as not meeting required standards of work, the General Manager may initiate an under performance process.
34.3 The under performance process will be aimed at the recovery of the employee’s performance such that he or she is able to continue in employment with the Authority at the same classification level.
34.4 Consistent with the aim of the process as specified in clause 34.3, the under performance process will include consideration of suitable development and learning options to assist the employee to meet required standards.
34.5 Throughout an under performance process, the employee will be entitled to provide comments on any relevant documentation, in addition to providing documentation from peers and other parties in support of his or her performance for consideration by the supervisor and/or General Manager.
34.6 The employee will be entitled to be accompanied by another person of his or her choice, at any meetings at which the employee’s performance is being discussed. Where the employee elects to be so accompanied, the person accompanying the employee will be present for support and assistance, and not for representational purposes.
34.7 The under performance process will include an assessment of the employee’s work by his or her supervisor over a period that is agreed between the employee and the supervisor. Where the employee and his or her supervisor do not reach agreement on the length of the assessment period, it will be 8 weeks.
34.8 The supervisor will report to the General Manager on completion of the assessment period with a recommendation regarding future action.
34.9 Following the completion of an under performance process and consideration of the supervisor’s report and recommendation, the General Manager may:
(a) take no further action as the employee has met the required standards;
(b) extend the assessment period;
(c) reduce the employee’s classification level;
(d) redeploy the employee at the same level; or
(e) terminate the employee’s employment.
Managing under performance. (a) The parties agree that the objective of the procedures in this clause is the management of under-performing employees in a manner fair to employees. (b) If a supervisor forms the view that an employee has not achieved an acceptable standard of work performance, the supervisor shall utilise the following procedures:
(i) the supervisor shall give a written warning to the employee detailing the required standard of work performance and outlining how the employee's performance does not meet the standard; (ii) the Chief Executive shall appoint a person (the assessing officer) to assess the employee's performance for a period of two months (the assessment period). The assessing officer shall be from outside the immediate work area of the employee whose performance is to be assessed; (iii) at the completion of the assessment period, the assessing officer shall advise the Chief Executive whether the employee maintained (or, where appropriate, achieved and maintained) the required standard of work performance during the assessment period; (iv) if the employee maintained his/her work performance to the required standard, no further action shall be taken; (v) if the employee does not maintain his/her work performance to the required standard, the Chief Executive shall give a second written warning to the employee and repeat the procedures in paragraphs (ii) and (iii) above; (vi) if the Chief Executive, in consultation with the supervisor, forms the view, after utilizing the procedures in paragraphs (ii), (iii) and (v) above, that the employment of the employee should be terminated, the Chief Executive shall utilize the following procedures: • first, advise the employee that he/she is to show cause why his/her employment should not be terminated; • then, consider the response of the employee; and • finally, decide whether to terminate the employment or advise the employee of alternative action to be taken. termination for under-performance
Managing under performance. 4.7.1 Performance feedback using the IDPES will be the initial and primary channel for addressing under-performance. Where an employee’s performance is not satisfactory, the supervisor will address performance issues using ACIAR’s Guidelines for Managing Under-performance (Chapter 2 HR Manual).
4.7.2 The continuing employment of non-ongoing employees on terms of 6 months or less and employees on probation will be subject to the performance requirements outlined in their employment contract.
4.7.3 Where under-performance is due to ill health, employees may be requested to undergo a medical examination to determine their fitness for duty and to guide agreement on suitable duties and working arrangements during the period of ill health.
4.7.4 The under-performance framework does not apply to employees under a period of probation, non-ongoing employees who are engaged for less than six months or employees who are being case managed due to a suspected breach of the code of conduct, an identified medical condition/injury or loss of essential qualifications.
4.7.5 Where a dispute over performance appraisal leads to an Internal Review of Actions, employees, supervisors and management should adhere to the principles outlined in chapter 1 of the HR Manual.
4.7.6 Where an employee’s performance has been assessed as ‘does not meet expectations’ he or she is not eligible for salary progression or payment of the organisational performance bonus.
4.7.7 Where a supervisor has followed XXXXX’s agreed procedures to manage under-performance and the supervisee’s performance has not improved, salary regression or termination may apply.
Managing under performance. 51.1 Should under-performance issues arise they will be addressed in conjuction with XXX’s policies for managing under-performance.
Managing under performance. 4.2.1 Where an employee’s performance is below that expected of the employee the Chief Executive may initiate an under performance process.
4.2.2 The under performance process will be aimed at recovery of the employee’s performance such that he or she is able to continue in employment at ALGA at the same classification level.
4.2.3 The employee is to be advised in writing that his or her performance is below that expected of the employee and that an under performance process is to commence.
4.2.4 The process will be initiated by a meeting between the employee and his or her supervisor to:
(a) advise the employee of the areas in which he or she is not meeting the required standards of work and the standards that are required;
(b) develop a performance improvement plan, including any development and learning options that may assist the employee to meet the required standards;
(c) determine the length of time over which the employee’s work will be assessed; and
(d) discuss any other matters that are relevant to the under performance process.
4.2.5 Throughout the under performance process, the employee is entitled to:
(a) copies of any relevant documentation;
(b) an opportunity to provide comments on any relevant documentation; and
(c) to be accompanied by another person at any meetings or discussions associated with the under performance process.
4.2.6 Following the completion of an under performance process, the Chief Executive may:
(a) take no further action as the employee has met the required standards;
(b) extend the assessment period;
(c) reduce the employee’s classification level; or
(d) terminate the employee’s employment.
