COLLECTIVE WORKPLACE AGREEMENT 2006–2008, CLAUSE B14 PERFORMANCE REVIEW AND DEVELOPMENT – GENERAL STAFF
B14.1 [Framework] The performance review and development framework for general staff will provide the basis for assessing and developing a staff member’s performance to achieve individual, work area and/or organisational goals. A key component of this framework is a formal review of a staff member’s performance and any associated training and development needs.
B14.2 [Scope] All general staff, other than casual staff, employed on a continuing basis or employed on a fixed-term appointment which exceeds 12 months will be required to participate in a formal review of performance.
B14.3 [Performance Review] The formal review of performance will be conducted by the staff member’s supervisor, normally on an annual basis.
B14.4 [Performance Review Objectives] will be:
- to enable the supervisor to provide feedback on performance
- to determine work priorities, workload and performance expectations over the next review period
- to enable the supervisor to assess performance for the purposes of incremental progression, moving to a higher classification in any linked position and recognition for outstanding performance
- to agree on plans for taking of recreation, long service leave and any other leave
- to identify professional training and development needs and to assess the value of training undertaken in the reporting period
- to review the staff member’s position description/statement of duties for currency and relevance.
B14.5 [Conduct of the review] The formal review will be conducted in accordance with the University’s Performance Review and Development procedures.
B14.6 [Performance Improvement: Structured Counselling] Concerns about a staff member’s performance and/or conduct should be addressed by the supervisor as soon as possible and not necessarily held over for the formal review. In the first instance, such concerns will be managed through a process of structured counselling, initiated by the supervisor. Structured counselling provides an opportunity for the staff member to attempt to resolve the concerns, within an agreed timeframe by processes including cooperation, regular feedback and specific training/skill development. Where the concerns are resolved to the satisfaction of the supervisor, the staff member will be advised in writing.
Where structured counselling does not result in the staff member achieving sustained improvement in performance or conduct to the satisfaction of the supervisor, or where a pattern of unsatisfactory performance or conduct is evident despite related matters being addressed satisfactorily under this clause, the supervisor may proceed to apply the Disciplinary provisions of this Agreement.
B14.7 [Casual staff] The management of performance of casual staff will be in accordance with the University’s Performance Management Guidelines for casual general staff. |
