Performance Management and Development. 67.1. This clause applies to all Employees other than those covered by sub-clause 67.12.
67.2. Performance Development Program (PDP) means a program agreed between the relevant Manager and the Employee, which sets out the annual performance measures along with any training and development that is required for meeting the Employee's overall training and development.
67.3. Each Employee is to have a performance development program in place.
67.4. Ongoing training and development may include internal and external courses, seminars, coaching and mentoring, on the job learning and other programs.
67.5. Where a dispute arises in the development of an Employee’s PDP it shall be raised in the first instance by the Employee, or their nominee, directly with the next level supervisor/manager, who shall provide a written response to the Employee advising them of the action/s intended. Should the dispute not be resolved, Step 3 of the Dispute Settlement Procedure (DSP) applies.
67.6. The Employee’s annual performance assessment will be due on the anniversary of their employment, promotion or transfer onto their current incremental level.
67.7. Employees can only progress one incremental level each year.
67.8. Employees cannot be incrementally regressed as a result of their annual performance assessment.
67.9. Where the Employee’s performance and/or service are not scored satisfactorily and incremental progression is not approved, the Employee will be notified in writing. The Employee will have 14 days in which to lodge an appeal with the Director People and Change or their nominee if they wish to contest that decision. Should the decision of the Director People and Change or their nominee be disputed, the issue may be referred to an independent Management Coach or another person with appropriate skills and competency in Performance Management application. The decision of the third party will be final.
67.10. An Employee’s PDP score cannot be scored unsatisfactory due to circumstances beyond the control of the Employee such as non approval of attendance at seminars or specialist courses identified in the Employee’s PDP.
67.11. Employees will meet with their Manager at a minimum of six monthly intervals to raise any issues or concerns that they have in completing their performance plan and obtain feedback in relation to how they are performing.
(a) Sydney Trains Grades 1 to 5
(i) Annual incremental progression within each Grade will be subject to the Employee’s perform...
Performance Management and Development. Performance Management and Development are all those processes and systems designed to manage and develop performance at the level of the institution, teams and individuals. Performance Standards are agreed criteria to describe how well work must be done. They clarify the key performance areas of a job by describing what “working well” means.
Performance Management and Development. There is no change to this clause and it is the same wording as current clause 17.
Performance Management and Development. 31.1 IBA remains committed to a Performance Management and Development System characterised by constructive, two way and regular feedback. Further guidance is available in the System’s Policy and Procedures.
31.2 All continuing employees and temporary employees engaged for three months or more will participate in the scheme and each will prepare a Performance Agreement within three weeks of commencement.
31.3 The Performance Management and Development System will have the following key features:
(a) a 12-month cycle commencing each year on 1 May;
(b) ongoing discussions between employees and managers,
(c) a mid-cycle and end-of-cycle review;
Performance Management and Development. The University‟s Performance Management and Development Scheme is set out in Schedule IV of this Agreement. PART 9 LEAVE ARRANGEMENTS AND WORK LIFE BALANCE
Performance Management and Development. 71.1. This clause applies to all Employees other than those covered by Sub-clause 71.12.
71.2. Performance Development Program (PDP) means a program agreed between the relevant Manager and the Employee, which sets out the annual performance measures along with any training and development that is required for meeting the Employee’s overall training and development.
71.3. Each Employee is to have a performance development program in place.
71.4. Ongoing training and development that may include internal and external courses, seminars, coaching and mentoring, on the job learning and other programs.
71.5. Where a dispute arises in the development of an Employee’s PDP it shall be raised in the first instance by the Employee, or their nominee, directly with the next level supervisor/manager, who shall provide a written response to the Employee advising them of the action(s) intended. Should the dispute not be resolved, Step 3 of the Dispute Settlement Procedure (DSP) applies.
71.6. The Employee’s annual performance assessment will be due on the anniversary of their employment, promotion or transfer onto their current incremental level.
Performance Management and Development. System Continued development Underperformance In place and ongoing New PMDS forms to be used for 2012 cycle commencing January 2012. Recommendations in respect of underperformance to MAC by end of Q1 2012. Policy to be formulated and rolled out by end of Q3 2012.
Performance Management and Development. 2.1 All periodic assessment reports on the ability, efficiency and conduct of staff members shall be made once a year. Reports shall include, where appropriate, proposals for advancement or delay of advancement and any other element for better integration, training and possible progression of staff. Supervisors shall be responsible for establishing, in consultation with each staff member, a work plan and objectives.
2.2 The performance of staff members during the reference period shall be assessed according to the performance form established by the Director. The form shall be signed by the supervisors and the staff members concerned; the latter may, if they so wish attach a statement concerning any part of the report with which they disagree and this shall become part of their performance report file.
2.3 The assessment of performance as reflected in these reports shall be the basis for assisting the staff member to make his most effective contribution to the work of the Centre and for decisions concerning the staff member's career development in the Centre.
2.4 All annual assessment reports shall be forwarded to the Director for decision through Administration.
Performance Management and Development. 32.1 The parties are committed to the continued operation of the Performance Management and Development system for all levels in the ASC.
32.2 The parties agree that the system provides valuable opportunities for employees to gain constructive work-related feedback, to resolve work-related issues in conjunction with their supervisor, and to improve performance in line with the ASC objectives. The system also incorporates the identification and fulfilment of training and development needs as agreed between supervisors and employees.
32.3 Performance Management and Development will continue to be approached in a positive and cooperative manner, with an emphasis on two-way consultation between employees and their supervisors. It focuses on normal and ongoing workplace communication as well as incorporating a formal review process.
32.4 The aims and key elements of the system are at Appendix 1 to this agreement.
32.5 Where work-related performance issues are not successfully resolved, the matter will be handled in accordance with the guidelines for Handling Unsatisfactory Performance at Appendix 2.
Performance Management and Development. 187. Employees must participate in the PMD scheme. The PMD scheme runs from 1 August to 31 July each year. 188. The PMD guidelines set out performance management processes including responsibilities, rights and obligations of managers and employees in managing performance.
