Common use of Performance Management and Development Clause in Contracts

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 performance and service being scored as satisfactory over the previous twelve months (b) Sydney Trains Grades 6 and 7 (i) Each Employee is to have a performance plan, with criteria developed in consultation with their manager/supervisor, and included in their performance plan at the beginning of, or in response to changing organisational priorities, during their 12 months performance period. (ii) Annual incremental progression within each of these two Grades will be subject to the Employee having satisfactorily achieved the performance plan.

Performance Management and Development. 67.1. 66.1 This clause applies to all Employees other than those covered by sub-clause 67.1266.12. 67.2. 66.2 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 ’s overall training and development. 67.3. 66.3 Each Employee is to have a performance development program in place. 67.4. 66.4 Ongoing training and development that may include internal and external courses, seminars, coaching and mentoring, on the job learning and other programs. 67.5. 66.5 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/supervisor / manager, who shall provide a written response to the Employee advising them of the action/action / s intended. Should the dispute not be resolved, Step 3 of the Dispute Settlement Procedure (DSP) applies. 67.6. 66.6 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. 66.7 Employees can only progress one incremental level each year. 67.8. 66.8 Employees cannot be incrementally regressed as a result of their annual performance assessment. 67.9. 66.9 Where the Employee’s performance and/or and / or service are not scored satisfactorily satisfactory 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 General Manager, Business Partners or their nominee if they wish to contest that decision. Should the decision of the Director People and Change General Manager, Business Partners 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.‌‌final. 67.10. 66.10 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. 66.11 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 Rail Classification Grades 1 to 5 (i) i. Annual incremental progression within each Grade will be subject to the Employee’s performance and service being scored as satisfactory over the previous twelve months (b) Sydney Trains Rail Classification Grades 6 and 7 (i) i. Each Employee is to have a performance plan, with criteria developed in consultation with their manager/manager / supervisor, and included in their performance plan at the beginning of, or in response to changing organisational priorities, during their 12 months performance period. (ii) . Annual incremental progression within each of these two Grades will be subject to the Employee having satisfactorily achieved the performance plan.

Performance Management and Development. 67.1. 66.1 This clause applies to all Employees other than those covered by sub-clause 67.1266.12. 67.2. 66.2 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. 66.3 Each Employee is to have a performance development program in place. 67.4. 66.4 Ongoing training and development that may include internal and external courses, seminars, coaching and mentoring, on the job learning and other programs. 67.5. 66.5 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. 66.6 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. 66.7 Employees can only progress one incremental level each year. 67.8. 66.8 Employees cannot be incrementally regressed as a result of their annual performance assessment. 67.9. 66.9 Where the Employee’s performance and/or service are not scored satisfactorily satisfactory 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 General Manager, Business Partners or their nominee if they wish to contest that decision. Should the decision of the Director People and Change General Manager, Business Partners 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.‌‌final. 67.10. 66.10 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. 66.11 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 Rail Classification Grades 1 to 5 (i) i. Annual incremental progression within each Grade will be subject to the Employee’s performance and service being scored as satisfactory over the previous twelve months (b) Sydney Trains Rail Classification Grades 6 and 7 (i) i. Each Employee is to have a performance plan, with criteria developed in consultation with their manager/supervisor, and included in their performance plan at the beginning of, or in response to changing organisational priorities, during their 12 months performance period. (ii) . Annual incremental progression within each of these two Grades will be subject to the Employee having satisfactorily achieved the performance plan.

Performance Management and Development. 67.171.1. This clause applies to all Employees other than those covered by subSub-clause 67.1271.12. 67.271.2. 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. 67.371.3. Each Employee is to have a performance development program in place. 67.471.4. Ongoing training and development that may include internal and external courses, seminars, coaching and mentoring, on the job learning and other programs. 67.571.5. Where a dispute arises in the development of an Employeeemployee’s PDP it shall be raised in the first instance by the Employeeemployee, or their nominee, directly with the next level supervisor/manager, who shall provide a written response to the Employee employee advising them of the action/s intended. Should the dispute not be resolved, Step 3 of the Dispute Settlement Procedure (DSP) applies. 67.671.6. The Employee’s annual performance assessment will be due on the anniversary of their employment, promotion or transfer onto their current incremental level. 67.771.7. Employees can only progress one incremental level each year. 67.871.8. Employees cannot be incrementally regressed as a result of their annual performance assessment. 67.971.9. Where the Employee’s performance and/or service are not scored satisfactorily satisfactory 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 General Manager, Business Partners or their nominee if they wish to contest that decision. Should the decision of the Director People and Change General Manager, Business Partners 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.‌‌final. 67.1071.10. An Employee’s PDP score cannot be scored unsatisfactory due to circumstances beyond the control of the Employee employee such as non approval of attendance at seminars or specialist courses identified in the Employee’s PDP. 67.1171.11. 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 RailCorp Grades 1 to 5 (i) i. Annual incremental progression within each Grade will be subject to the Employee’s performance and service being scored as satisfactory over the previous twelve months (b) Sydney Trains RailCorp Grades 6 and 7 (i) i. Each Employee is to have a performance plan, with criteria developed in consultation with their manager/supervisor, and included in their performance plan at the beginning of, or in response to changing organisational priorities, during their 12 months performance period. (ii) . Annual incremental progression within each of these two Grades will be subject to the Employee having satisfactorily achieved the performance plan.