Performance Planning and Review. 27.1 Unless otherwise agreed, an employee and their manager will undertake an annual performance planning and review process in accordance with DOH procedures.
27.2 Consistent with Employment Instruction 4, DOH is to have a procedure for performance planning and review consistent with the following principles:
(a) regular and relevant feedback on work performance and capability should occur during the cycle of the plan, including where a manager suspects performance issues;
(b) alignment of DOH and employee objectives;
(c) enhancement of the standards of work performance based on appropriate measures;
(d) identification of the knowledge, skills, resources and training required for an employee to perform their duties and for career development;
(e) identification of the requisite attitudes and behaviours that are consistent with the principles of the PSEM Act, Code of Conduct, and DOH values;
(f) recognition of other factors that impact on an employee’s performance and development, including the ability to review and revise the plan where other issues arise; and
(g) recognition of the principles of natural justice including mechanisms for an employee to seek a review.
27.3 DOH will ensure that employees have an opportunity to familiarise themselves with the agency’s procedure for performance planning and review. Employees and their manager are to constructively participate in the process.
27.4 An employee can expect that performance planning and review will occur and can request for the process to occur. Where an employee has requested that the annual performance planning and review process occurs, unless otherwise agreed, the process should commence within 14 days and be completed within 21 days from commencement.
27.5 Information collected through the performance planning and review process must comply with the Information Privacy Principles set out in the Information Act.
27.6 Information gathered through the performance planning and review process will form part of the employee’s employment record.
Performance Planning and Review. 43.1.1 Planning for an employee’s career development and training is a shared and ongoing responsibility between the employee and their supervisor, normally formalised through the University’s performance planning and review process.
43.1.2 There is an expectation that supervisors will provide employees with regular informal feedback on their performance and will manage performance matters promptly and fairly.
43.1.3 Student feedback surveys are primarily used for course quality assurance purposes. They may be discussed as a part of the annual performance and planning review process and will not normally be used as the sole basis for initiating the unsatisfactory performance process in clause 46.
43.1.4 The University’s performance planning and review process is managed in accordance with the relevant policy.
Performance Planning and Review. The performance of each employee will be reviewed and discussed with the employee annually (normally in the first quarter of each calendar year). The employee shall be given the opportunity to read the completed document and sign it at the conclusion of the discussion to indicate that its contents have been understood. A copy will be provided upon request. Within a reasonable time (normally one week), the employee may add written comments to accompany the document. A copy of the completed form will be provided to each employee upon request. The Performance Planning and Review Form will not be used for disciplinary purposes.
Performance Planning and Review. Annual performance planning and reviews will be carried out in accordance with the Employer’s Performance Management and Enhancement policy. The aims of performance planning and reviews are to ensure that employees receive regular feedback on performance and achievements, as well as identification of professional development needs. Changes to this policy may only be made after consultation with the Consultative Committee.
Performance Planning and Review. Performance Planning and Review is a new clause to capture the key principles for employee planning and development which includes the ability for employees to request a plan be developed.
Performance Planning and Review. 71 GENERAL 71.1 Geoscience Australia and its employees agree to continue to enhance the existing Performance Planning and Review Scheme, as a vehicle for increasing the capability of employees and achieving productivity gains for Geoscience Australia, as well as greater job satisfaction. Changes and developments to the Scheme will be progressed through the Workplace Relations Committee.
Performance Planning and Review. The parties commit to working together to measure and monitor Council’s organisational and Team performance. Performance planning and review will be a Team based activity where Employees will be provided with on-going feedback regarding their performance. Performance planning and review must include the following activities: • Annual Team business planning workshop facilitated by the Manager. This will also include determining measures and a business plan; • Annual Team learning and development Plan; • Monthly Team performance discussions at team meetings. A performance discussion includes sharing measures and developing improvements; • Quarterly performance report/presentation to the executive by the Manager. Attendance at these activities will be documented and all Employees are expected to participate. Where an Employee has not reached the maximum step of their pay grade, an additional individual performance review will be conducted to determine progression to the next grade.
Performance Planning and Review. (1) All ongoing employees and all employees employed on fixed-term for 12 months or more will participate in the University's Academic Performance Planning and Review scheme.
(2) An employee who does not participate in the Academic Performance Planning and Review scheme cannot be confirmed for appointment during a probationary period, be promoted, or receive salary increments or 'recruitment and retention' loadings.
(3) The Academic Performance Planning and Review process will:
a. cover all aspects of an employee's workload agreement
b. provide an employee with an opportunity to document and discuss their achievements and identify any factors that may facilitate their development
c. assist an employee to be fully aware of their responsibilities and duties and the effect that these have on the University's operations
d. provide a basis for further professional development of the employee
e. provide positive feedback and encouragement on performance where appropriate and provide guidance and feedback to an employee where performance is assessed as requiring improvement.
(4) An employee will meet their supervisor at least annually to discuss the employee’s past performance and future development plans. The employee will be encouraged to provide relevant information on their performance.
(5) As part of the Academic Performance Planning and Review process, all employees will be required to undertake annual evaluation of their teaching, the units in which they teach and their research supervision.
(6) Student evaluation outcomes which relate to the teaching of the individual employee will be confidential to that employee, except that the employee will make them available to, and discuss them with, the supervisor at the time of the Academic Performance Planning and Review meeting. The University may use, for any purpose, aggregate findings that relate to the relevance and quality of courses and units in terms of student needs and expectations.
(7) Student evaluations and the employee's reflections on these evaluations, and plans to address areas needing development, will be incorporated into the Academic Performance Planning and Review process
(8) Evaluation of teaching performance must be considered in the context of the teaching and learning environment. Student evaluation on its own cannot be used as a measure of teaching performance.
Performance Planning and Review.
(a) The parties to this agreement are committed to creating a learning organisation where all employees participate in regular performance and development discussions. These discussions will be a collaborative forum that recognises the role that both the employee and their leader have and will include past and forward-looking feedback. These discussions will also focus on short and long term development and career planning.
(b) The Corporation will review the existing performance framework and will work with employees to change this process to embed the principles of being a learning organisation.
Performance Planning and Review. Unless otherwise agreed, an employees and their manager will undertake an annual performance planning and review process in accordance with agency procedures.
