Rewarding Performance. 5.4.1 Incremental progression Incremental progression is directly linked with PPR and recognises that performance has been satisfactory and additional skills, experience and knowledge have been acquired. A staff member will advance to the next increment level on their anniversary date. Where unsatisfactory performance or misconduct or serious misconduct procedures have commenced, the increment will be withheld.
Rewarding Performance. 5.1. The Parties agree that timely Employee recognition is an integral part of a healthy performance management system. Performance-based awards provide a means to recognize and reward Employee accomplishments and contributions based upon an Employee's final rating of record. See the Awards Article for further information on this topic and other incentives that may be used to recognize outstanding Employee contributions.
Rewarding Performance. The Commission has a performance based culture which strives to ensure Employees meet their professional goals, effective services are provided to internal and external customers, strategic and operational needs are met, the skills of Employees are constantly improving and work processes become more efficient. Each Employee will participate in the development of a personal Performance and Development Plan on an annual basis. This plan will outline key result areas, specific deliverables and performance measures that align with organisational goals. Formal feedback will be undertaken with the responsible Manager twice yearly. Assessment of performance will extend to adoption of employee and management behaviors linked to the Commission’s core values. Performance assessment will be undertaken at the end of the twelve (12) month cycle and an appropriate performance outcome awarded. Performance based payment is available over and above the annual base progression payment on an annual basis through formal assessment. Probationary Employees are not eligible for a base or performance based progression payment. In addition to the base progression payment of 3.5% per annum, Employees will be eligible for performance grading and remuneration against four criteria: • Nil or ineligible (0%) • Achieves Expectations (fixed at +1% for the life of this Agreement) • Exceeds Expectations (rate to be determined annually) • Outstanding (exceeds plus bonus). Performance payments linked to “Achieves Expectations” or “Exceeds Expectations” will take the form of increment adjustment to salary and count for all purposes with the exception of where individuals have reached the maximum of the band. In this case payment will be made in the form of a lump sum payment. The rate of performance increase for “Exceeds Expectations” will be reviewed annually and consider the financial performance and capacity of the Commission. If a change to the rate is made this will be conveyed to Employees before the beginning of the performance cycle. If requested by affected employees, either their employee representative or their union will be consulted.
Rewarding Performance
