MANAGING UNSATISFACTORY PERFORMANCE. 55.1. The procedures outlined in this Clause apply to all continuing and fixed-term staff employed by the University. This Clause does not apply to casual and probationary staff.
55.2. It is expected that supervisors will have provided regular feedback on performance as part of the performance review processes at UTS and will deal promptly and fairly with issues. Supervisors will provide guidance and counselling and, where appropriate, staff development, to address performance issues when these are first identified.
55.3. The procedures of this Clause must be followed before disciplinary action may be taken against a staff member for unsatisfactory performance. Nothing in this Clause prevents the relevant Xxxx, Director, Deputy Director, Deputy Vice-Chancellor, Xxxxxxx or the Vice- Chancellor from referring a question of possible unsatisfactory performance to a supervisor for appropriate action.
55.4. Where a supervisor forms the view a staff member’s performance is unsatisfactory, the supervisor will inform the staff member in writing:
a. of the improvement required b. the time period in which a reasonable improvement is expected, and c. if there is no improvement that disciplinary action will be taken.
55.5. To enable the staff member to achieve the expected performance improvement in the timeframe the supervisor will offer the staff member reasonable support, training and coaching.
55.6. Where a supervisor believes that the processes referred to in sub-clause 55.4 have not produced the desired improvements in performance, the supervisor will make a report to the Xxxx or Director as appropriate and, at the same time, provide a copy to the staff member who has ten working days in which to provide a response to the report to the Xxxx or Director. The report will state clearly the aspects of performance viewed as unsatisfactory and the record of attempts to remedy the problem/s.
55.7. The Xxxx or Director as appropriate will review the report and any response provided by the staff member and may decide to:
a. take no further action b. recommend to the Deputy Vice-Chancellor that disciplinary action be taken under Xxxxxx, 57 Discipline.0 55.8. A staff member may choose to be accompanied by a representative of their choosing at any meeting convened in accordance with this Clause, provided that person is not a barrister or solicitor in private practice.
55.9. If disciplinary action above a verbal warning is taken a staff member may apply for a process review u...
MANAGING UNSATISFACTORY PERFORMANCE. 12.1 The purpose of this clause is to support employees with unsatisfactory work performance to improve their performance.
12.2 The process of managing unsatisfactory work performance will be consistent with the principles of procedural and substantive fairness.
12.3 Prior to commencing the process
(i) have explained the standards of performance required of the employee;
(ii) have provided informal support to the employee to meet the standards;
(iii) consider the organisational or personal factors that play a role in the employee’s unsatisfactory work performance; and
(iv) considered alternatives to the formal support process to address the problems.
12.4 Commencing the formal unsatisfactory work performance process
(a) Where the employer considers that informal attempt to address the employee’s unsatisfactory work performance have been unsuccessful, the employer must advise the employee in writing of the following:
(i) the areas of unsatisfactory work performance, including a description and examples;
(ii) the required standards of performance and/or expectations of the Employee’s role;
(iii) the proposed training, counselling, coaching, feedback, professional development or other support, proposed be provided to help the employee to meet the standards;
(iv) of the processes under this clause and a copy of this clause provided; and
(v) a date and time to for a meeting where the employee can respond to the alleged unsatisfactory performance with the attendance of a support person. The employee may elect not to attend the meeting and to respond in writing.
(b) If, after considering the employee’s response, the employer determines the employee is not meeting the standard, the formal support period will commence to enable the employee meet the standard. The support period will be no less than 12 weeks.
MANAGING UNSATISFACTORY PERFORMANCE. 15.1. The purpose of this clause is to set out what may occur following the conclusion of the steps outlined in clause 14. The clause will:
15.1.1. support Employees with unsatisfactory work performance to improve their performance to the required standard;
15.1.2. ensure that unsatisfactory work performance is addressed in a timely manner; and,
15.1.3. provide a fair and transparent framework for action to be taken where an Employee continues to perform below the Company’s expected standard.
MANAGING UNSATISFACTORY PERFORMANCE. The procedures set out in this clause are designed to provide a mechanism to assess the performance of staff. The primary purpose of this process is to provide assistance to any staff member whose performance is assessed as requiring improvement.
MANAGING UNSATISFACTORY PERFORMANCE. 46.1 This clause does not apply to casual employees or probationary employees.
46.2 The management of unsatisfactory performance, and any decision by the University to take Disciplinary Action against an employee for unsatisfactory performance, will be managed in accordance with this clause.
46.3 An employee who is subject to an unsatisfactory performance process under this clause, may elect to appoint a Nominated Representative at any stage of the process set out in this clause.
MANAGING UNSATISFACTORY PERFORMANCE. Nothing in this clause prevents the Vice-Chancellor referring a question of possible unsatisfactory performance to a supervisor for appropriate action.
MANAGING UNSATISFACTORY PERFORMANCE. Notwithstanding the foregoing, agreement is not required where the changes are necessary to ensure that the policy is consistent with the law; or the changes constitute administrative simplification of the policy (that do not affect the intent of the relevant benefit or entitlement).
MANAGING UNSATISFACTORY PERFORMANCE. 67.1 The procedures set out in this clause are designed to provide a mechanism to assess the performance of staff. The primary purpose of this process is to provide assistance to any staff member whose performance is assessed as requiring improvement. For the purposes of this clause “Representative” means any person or organisation chosen by a staff member or the University to represent them, except a solicitor or barrister in private practice.
67.2 This clause applies to all staff except casuals and probationary staff. Termination of employment by the University on the grounds of unsatisfactory performance may apply to fixed-term staff provided that upon termination payment is made in lieu of the lesser of the:
67.2.1 balance of the six (6) months’ notice, calculated from the commencement of the process in sub-clause 67.9; or
67.2.2 remaining period of the fixed term.
67.3 As set out in the following clauses disciplinary action will be initiated as a last resort. A supervisor must make every effort to resolve instances of possible unsatisfactory performance through guidance, counselling and appropriate academic staff development, or appropriate work allocation before a possible report to the Vice- Chancellor.
67.4 The University will follow the procedures in this clause before taking disciplinary action against a staff member for unsatisfactory performance. However, where a matter that may involve unsatisfactory performance has been dealt with in good faith as though it were a case of misconduct or serious misconduct under Clause 68 the procedures of this clause are not required, but the procedures of Clause 68 including notice periods and review procedures, must be followed.
67.5 Disciplinary action may only be taken by the Vice-Chancellor and only in accordance with this Agreement.
67.6 Nothing in this clause prevents the Vice-Chancellor referring a question of unsatisfactory performance to a supervisor for appropriate action.
67.7 It is expected that supervisors provide regular feedback to staff on performance as part of the performance management feedback process and will deal promptly and fairly with issues as they arise.
67.8 If a supervisor forms the view that the performance of an employee is unsatisfactory, the supervisor will address the issues promptly and will implement the following process.
67.9 The supervisor will counsel the employee on the nature of the unsatisfactory performance, the improvement required and the time within which such im...
MANAGING UNSATISFACTORY PERFORMANCE. 10.1 Counselling
MANAGING UNSATISFACTORY PERFORMANCE. 1) The Managing Unsatisfactory Performance (MUP) processes shall be in accordance with DET(E) policy, clause 2.8.2 and applicable guidelines to be developed in consultation with the LHMU DET(E)
