Meaning of salary. The salary rate payable to an employee under Schedules 1 and 2 is the employee’s salary for all purposes of this Agreement and is not affected for any purpose by the employee’s participation in a variable purchased leave arrangement or an election to sacrifice salary for non-monetary benefits. Salary does not include employer superannuation contributions, allowances or bonuses. Part 2 Performance management and development Division 2.1 Study leave and assistance
2.01 Availability of study leave and assistance
(a) for AGS employees – the AGS Employment Handbook; and
(b) for other employees – the AGD Employee Relations Advice Study Assistance Policy and Guidelines. Division 2.2 Managing for better performance
2.02 Program for Performance Improvement
(1) The Program for Performance Improvement (PPI) provides the basis for managing the performance of employees, particularly to improve work performance, consistent with the achievement of corporate objectives by:
(a) ensuring that every employee in a work team has a clear understanding of their role and responsibilities; and
(b) facilitating the early identification of employee underperformance based on objective work-related data; and
(c) identifying personal development opportunities for employees that are relevant to their professional and career goals and the Department’s skill and knowledge requirements; and
(d) ensuring there are no ‘surprises’ for employees in appraisals of their work performance.
(2) Employees will participate in the PPI. For more information about the PPI, employees should consult:
(a) for AGS employees – the AGS Employment Handbook; and
(b) for other employees – the AGD Employee Relations Advice Program for Performance Improvement and Managing Underperformance.
(3) The emphasis of the PPI is on facilitating and positively reinforcing performance at least at a satisfactory level. However, performance that is assessed as being at lower than a satisfactory level may result in action under the Department’s procedures for managing underperformance.
(4) Under the procedures for managing underperformance that apply to ongoing employees:
(a) the employee will be afforded procedural fairness, including the right to be represented, if the employee chooses, by his or her chosen representative, in discussions with managers about the application of the procedures; and
(b) a formal assessment may be made of the employee’s performance over a period of:
(i) at least 6 weeks; and
(ii) not more than 1...
Meaning of salary. (1) For the purposes of this Agreement, unless otherwise indicated, salary means the salary rate payable in accordance with:
(a) for employees other than AGS employees – Schedule 1; and
(b) for AGS employees – Schedule 2; and is not affected for any purpose by the employee’s participation in a variable purchased leave arrangement or an election to sacrifice salary for non-monetary benefits.
(2) Salary does not include employer superannuation contributions, allowances, bonuses or salary maintenance lump sum payments provided at clause 3.08 of this Agreement. Division 2.1 Study leave and assistance
2.01 Availability of study leave and assistance
(a) for AGS employees – the AGS Employment Handbook; and
(b) for other employees – the AGD Employee Relations Advice Study Assistance Policy and Guidelines. Division 2.2 Managing for better performance
2.02 Program for Performance Improvement
(1) The Program for Performance Improvement (PPI) provides the basis for managing the performance of employees, particularly to improve work performance, consistent with the achievement of corporate objectives by:
(a) ensuring that every employee in a work team has a clear understanding of their role and responsibilities; and
(b) facilitating the early identification of employee underperformance based on objective work-related data; and
(c) identifying personal development opportunities for employees that are relevant to their professional and career goals and the Department’s skill and knowledge requirements; and
(d) ensuring there are no ‘surprises’ for employees in appraisals of their work performance.
(2) Employees will participate in the PPI. For more information about the PPI, employees should consult the AGD Employee Relations Advice Program for Performance Improvement and Managing Underperformance.
(3) The emphasis of the PPI is on facilitating and positively reinforcing performance at least at a satisfactory level. However, performance that is assessed as being at lower than a satisfactory level may result in action under the Department’s procedures for managing underperformance.
(4) Under the procedures for managing underperformance that apply to ongoing employees:
(a) the employee will be afforded procedural fairness, including the right to be represented, if the employee chooses, by his or her chosen representative, in discussions with managers about the application of the procedures; and
(b) a formal assessment may be made of the employee’s performance over a period...
Meaning of salary. The salary rate payable to an employee under Schedule 1 is the employee’s salary for all purposes and is not affected for any purpose by the employee’s participation in a variable purchased leave arrangement or an election to sacrifice salary for non-monetary benefits. Division 2.1 Workplace diversity
