Staff Development/Performance Review Sample Clauses
The Staff Development/Performance Review clause establishes the employer's commitment to regularly assess and support the professional growth of its employees. Typically, this involves scheduled evaluations of staff performance, identification of training needs, and the provision of opportunities for skill enhancement or career advancement. By formalizing these processes, the clause ensures that employees receive constructive feedback and development resources, ultimately aiming to improve job performance and align individual goals with organizational objectives.
Staff Development/Performance Review. An annual Staff Development/Performance Review shall be conducted by the employee’s supervisor for all employees. The review shall be confidential and without limiting the scope is intended to identify: current performance; the performance objectives required; career development; the current training needs to be undertaken to meet individual and organisation objectives in both the short and long term and to enable an employee to meet the standards of his/her existing position; any development and expansion anticipated by the employer for the employee in his/her position both in the short term and the longer term; the new or enhanced skills required by the employer, if any, together with proposed competency levels required where appropriate; Prior learning, training, education, skills and experience will be recognised. An employee who has been absent on leave without pay in excess of three months in aggregate of a 12 month period shall have the review delayed by the period of absence.
Staff Development/Performance Review. (a) An annual Staff Development/Performance Review shall be conducted for all employees. The review shall be confidential, and, without limiting the scope, is intended to identify:
(i) The new or enhanced skills required by the employer, if any, together with proposed competency levels required where appropriate;
(ii) Any development and expansion anticipated by the employer for the employee in his/her position both in the short term and the longer term;
(iii) Current training needs to be undertaken to meet organisation objectives in both the short and long term to enable an employee to meet the standards of his/her existing position;
(iv) The performance objectives required;
(v) Current performance.
(b) An employee who has been absent in excess of three months in aggregate shall have the review delayed by the period of absence.
Staff Development/Performance Review. An annual Staff Development/Performance Review shall be conducted for all employees. The review shall be confidential, and, without limiting the scope, is intended to identify: • The new or enhanced skills required by the employer, if any, together with proposed competency levels required where appropriate; • Any development and expansion anticipated by the employer for the employee in his/her position both in the short term and the longer term; • Current training needs to be undertaken to meet organisation objectives in both the short and long term to enable an employee to meet the standards of his/her existing position; • The performance objectives required; • Current performance. An employee who has been absent in excess of three months in aggregate shall have the review delayed by the period of absence. SCHEDULE 1 • Child protection and/or previous experience working with children eg children services, • Disability sector or youth work • Senior First Aid • Blue card • Q.L.D Drivers license • Respond appropriately to the needs of individual clients. • Maintain accurate documentation of relevant information in client file and day book • Provide a safe and healthy environment for clients in the house and in vehicle. • Conduct regular discussions with clients supporting and assisting them to identify and achieve their immediate and long term goals, in line with case management policy and procedure. • Assist young person with the preparation of meals and ensure young people have access to nutritious food. • Ensure that information on relevant community resources and services is available to clients. • Provide appropriate and desirable role modelling for clients. • Encourage clients to take responsibility for their allocated chores. • Assist young person to integrate into the community and become an active citizen. • Enable young person to follow the grievance/complaint procedure. • Ensure the Confidentiality Policy (clause 8.2 of this Agreement) is maintained and followed. • Represent Arklight Youth Australia in a courteous and professional manner. • Practise customer service skills when using and answering telephone. • Maintain office area so conductive to resourcefulness and efficiency. • Maintain all necessary records of the service and administrative procedures in line with service policies and as directed by the Coordinator/Manager. • Efficiently and appropriately carry out administration procedures such as the day book, answering phone and maintaining...
Staff Development/Performance Review. An annual Staff Development/Performance Review shall be conducted for all employees. The review shall be confidential and without limiting the scope is intended to identify: the new or enhanced skills required by the employer, if any, together with proposed competency levels required where appropriate; any development and expansion anticipated by the employer for the employee in his/her position both in the short term and the longer term; the current training needs to be undertaken to meet individual and organisation objectives in both the short and long term and to enable an employee to meet the standards of his/her existing position; career development; the performance objectives required; current performance. An employee who has been absent in excess of three months in aggregate shall have the review delayed by the period of absence.
Staff Development/Performance Review. An annual Staff Development/Performance Review shall be conducted for all employees. The review shall be confidential and without limiting the scope is intended to identify and demonstrate Key Performance Indicators which include:
1. the new or enhanced skills required by the employer, if any, together with proposed competency levels required where appropriate;