Management of Unsatisfactory Work Performance Sample Clauses
The Management of Unsatisfactory Work Performance clause outlines the procedures an employer will follow when an employee's work does not meet required standards. Typically, this clause details steps such as providing feedback, setting improvement plans, and offering support or training to help the employee address deficiencies. Its core function is to ensure a fair and transparent process for addressing performance issues, giving employees an opportunity to improve while protecting the employer’s ability to maintain workplace standards.
Management of Unsatisfactory Work Performance. The purpose of this clause is to:
Management of Unsatisfactory Work Performance. 20.1 The purpose of this clause is to:
20.1.1 support Employees with unsatisfactory work performance to improve their performance to the required standard;
20.1.2 ensure that unsatisfactory work performance is addressed expeditiously;
20.1.3 reflect the public sector values of integrity, impartiality, accountability and respect with the aim of ensuring that Employees are treated fairly and reasonably; and
20.1.4 provide a fair and transparent framework for action to be taken where an Employee continues to perform below the Employer’s expected standard.
Management of Unsatisfactory Work Performance.
1.47.1. The purpose of this clause is to:
1.47.1.1. provide a procedurally fair framework to identify and address Unsatisfactory Work Performance;
1.47.1.2. support Employees with Unsatisfactory Work Performance to enable them to improve their performance to the required standard; and
1.47.1.3. ensure that Unsatisfactory Work Performance is addressed expeditiously.
1.47.2. An Employee’s work performance is unsatisfactory where the Employee substantively fails to perform duties or deliver outcomes to the standards, responsibilities or reasonable expectations commensurate with the nature, purpose and classification of their position (Unsatisfactory Work Performance).
1.47.3. Where the Unsatisfactory Work Performance falls within the meaning of misconduct in accordance with clause 1.48, any documented processes or action arising from the process under this clause 1.47 may also be considered in the process set out at clause 1.48.
1.47.4. Prior to any formal discussions regarding performance, the University will, where appropriate, endeavour to assist the Employee to improve their performance through the following interventions:
Management of Unsatisfactory Work Performance. 1.38.1 The purpose of this clause is to:
1.38.1.1 provide a procedurally fair framework to identify and address Unsatisfactory Work Performance;
1.38.1.2 support Employees with Unsatisfactory Work Performance to enable them to improve their performance to the required standard; and
1.38.1.3 ensure that Unsatisfactory Work Performance is addressed expeditiously.
1.38.2 An Employee’s work performance is unsatisfactory where the Employee substantively fails to perform duties or deliver outcomes to the standards, responsibilities or reasonable expectations commensurate with the nature, purpose and classification of their position (Unsatisfactory Work Performance).
1.38.3 Where the Unsatisfactory Work Performance falls within the meaning of misconduct in accordance with clause 1.39, any documented processes or action arising from the process under this clause 1.38 may also be considered in the process set out at clause 1.39.
1.38.4 Prior to any formal discussions regarding performance, the University will, where appropriate, endeavour to assist the Employee to improve their performance through one or more of the following interventions as determined by the Manager:
1.38.4.1 increased supervision;
1.38.4.2 changes to work arrangements;
1.38.4.3 mentoring;
1.38.4.4 coaching;
1.38.4.5 training and professional development;
1.38.4.6 increased feedback; or
1.38.4.7 other actions discussed with the Employee.
1.38.5 Before commencing formal Unsatisfactory Work Performance processes, the University will:
1.38.5.1 be satisfied that appropriate informal attempts to address an Employee’s Unsatisfactory Work Performance have been unsuccessful;
1.38.5.2 advise the Employee of the purpose of the meeting;
1.38.5.3 provide the Employee with prior opportunity to seek advice on the Unsatisfactory Work Performance process;
1.38.5.4 allow the Employee the opportunity to provide details of any personal factors pertinent to the matter;
1.38.5.5 consider any organisational or personal factors that contribute to the Employee’s Unsatisfactory Work Performance. and
1.38.5.6 consider alternatives to the Unsatisfactory Work Performance process to address the matter.
1.38.6 Where the University and Employee agree that the Employee is not capable of meeting the required level of performance the University may, at its discretion, transfer the Employee to another position. Base Salary (as defined in clause 2.2.3 for Division 2 Employees or clause 3.2.2 for Division 3 Employees) will be mainta...
Management of Unsatisfactory Work Performance