Common use of Managing under performance Clause in Contracts

Managing under performance. ‌ 4.7.1 The provisions of this clause do not apply to non-ongoing employees or ongoing employees who are on probation. 4.7.2 Where an employee is assessed as partially meeting or not meeting expectations under the Performance Management Scheme, or has otherwise been identified as not meeting required standards, the National Manager may initiate an under performance process. 4.7.3 The under performance process will be aimed at recovery of the employee’s performance such that he or she is able to continue in employment in the Tribunal at the same classification level. 4.7.4 The employee is to be advised in writing that he or she is not meeting required standards and that an under performance process is to commence. 4.7.5 The process will be initiated by a meeting between the employee and his or her supervisor to: (a) Advise the employee of the areas in which he or she is not meeting the required standards of work and the standards that are required; (b) Develop a performance improvement plan, including any development and learning options that may assist the employee to meet the required standards; (c) Agree on the length of time over which the employee’s work will be assessed; and (d) Discuss any other matters that are relevant to the under performance process. 4.7.6 Where there is no agreement on the length of time over which the employee’s work will be assessed, it will be 3 months. 4.7.7 The employee’s supervisor will assess the employee’s work throughout the under performance process unless the employee considers, and the National Manager agrees, that the employee may not be fairly assessed by the supervisor, in which case another person will be appointed by the National Manager to assess the employee’s work. 4.7.8 Throughout the under performance process, the employee is entitled to: (a) Copies of any relevant documentation; (b) An opportunity to provide comments on any relevant documentation; and (c) To be accompanied, where they choose, by another person at any meetings or discussions associated with the under performance process. 4.7.9 Following the completion of an under performance process, the National Manager may: (a) Take no further action as the employee has met the required standards; (b) Extend the assessment period by a maximum of 3 months; (c) Reduce the employee’s classification level; (d) Reduce the employee’s pay point within a broadband to the equivalent of a lower APS classification level; (e) Redeploy the employee at the same level; or (f) Terminate the employee’s employment. 4.7.10 Where the National Manager is considering termination of employment under sub- clause 4.7.9, and the original assessment period has not been extended, the National Manager must advise the employee that: (a) He or she is considering terminating the employee’s employment; and (b) The employee has one further month in which to attain the required level of performance before a final decision is made on whether to terminate the employee’s employment.

Managing under performance. ‌ 4.7.1 29.1 The provisions of procedures outlined in this clause do not Section apply to non-ongoing continuing employees or ongoing after completion of their probationary period and temporary employees who are on probationhave been employed by IBA for more than 12 months. 4.7.2 Where 29.2 The following procedures will be applied where an employee is not performing at the minimum standard expected of his or her level. This includes employees who are, or are likely to be, assessed as partially meeting or not meeting expectations under the Performance Management Scheme, PMP as unsatisfactory or has otherwise been identified as not meeting required standards, the National Manager may initiate an under performance processrequires improvement. 4.7.3 29.3 The under performance process will steps to be aimed at recovery of taken in managing the employee’s performance such are: (a) informal efforts to improve the employee’s performance including feedback on the areas of performance that he or she is able require improvement and acting on appropriate development activities; (b) formal performance counselling and development of a performance improvement plan which specifies: (i) areas of performance that require improvement; (ii) the performance standards that must be obtained; (iii) appropriate development activities; and (iv) the length of an assessment period in which the employee’s work will be assessed in relation to continue in employment the required performance standards; (c) preparation of a report comparing the employee’s performance with the required performance standards and including a recommendation on action to be taken. 29.4 The length of the assessment period to be included in the Tribunal at the same classification level. 4.7.4 The employee is to be advised in writing that he or she is not meeting required standards and that an under performance process is to commence. 4.7.5 The process improvement plan will be initiated by a meeting agreement between the employee and his or her supervisor to: (a) Advise the employee supervisor, with a default period of the areas in which he or she is not meeting the required standards of work and the standards that eight weeks where they are required; (b) Develop a performance improvement plan, including any development and learning options that may assist the employee unable to meet the required standards; (c) Agree on the length of time over which the employee’s work will be assessed; and (d) Discuss any other matters that are relevant to the under performance processagree. 4.7.6 Where there is no agreement on the length of time over which the employee’s work will be assessed, it will be 3 months. 4.7.7 The employee’s supervisor will assess the employee’s work throughout the under performance process unless the employee considers, and the National Manager agrees, that the employee may not be fairly assessed by the supervisor, in which case another person will be appointed by the National Manager to assess the employee’s work. 4.7.8 Throughout the under performance process, the employee is entitled to: (a) Copies of any relevant documentation; (b) An opportunity to provide comments on any relevant documentation; and (c) To be accompanied, where they choose, by another person at any meetings or discussions associated with the under performance process. 4.7.9 29.5 Following the completion of an under performance processprocess and consideration of the supervisor’s report and recommendation, the National General Manager may: (a) Take take no further action as the employee has met the required standards; (b) Extend the require a further assessment period by a maximum of 3 monthsperiod; (c) Reduce reduce the employee’s classification level; (d) Reduce the employee’s pay point within a broadband to the equivalent of a lower APS classification level; (e) Redeploy transfer the employee to another position at the same level; or (fe) Terminate terminate the employee’s employment. 4.7.10 29.6 Where the National General Manager is considering termination of employment under sub- clause 4.7.9, and the original assessment period has decides not been extended, the National Manager must advise to take any further action as the employee that: (a) He or she is considering terminating has met the required standards and the employee’s employment; and (b) The employee has one further month in which to attain performance again falls below the required level of performance before a final decision is made standards during the next 12 months, the default assessment period where the employee and supervisor are unable to agree on whether to terminate the employee’s employmentperiod shall be four weeks.

Managing under performance. ‌ 4.7.1 27.1 The provisions of this clause do not Section apply to non-ongoing all employees or ongoing except employees who are on probationduring their first six months of employment in the APS. 4.7.2 27.1 Where the Chief Executive Officer considers that an employee employee’s performance is assessed as partially meeting or not meeting expectations under below the Performance Management Schememinimum level of performance required at the employee’s classification level, or has otherwise been identified as not meeting required standards, the National Manager an underperformance process may initiate an under performance process. 4.7.3 be initiated. The under performance underperformance process will be aimed at recovery of include a warning that the employee’s performance such that he is below the required level and will provide the employee with an opportunity to improve his or she is able her performance to continue in employment in the Tribunal at the same classification required level. 4.7.4 The employee is to be advised in writing that he or she is not meeting required standards and that an under performance process is to commence. 4.7.5 The 27.2 An underperformance process will be initiated by a meeting between provide an employee with the employee and his or her supervisor to: (a) Advise the employee of the areas in which he or she is not meeting opportunity to attain the required standards level of work and the standards that are required; (b) Develop a performance improvement plan, including any which may include appropriate development and learning options that may assist the activities. 27.3 The employee to meet the required standards; (c) Agree on the length of time over which the employee’s work will be assessed; and (d) Discuss any other matters that are relevant to the under performance process. 4.7.6 Where there is no agreement on the length of time over which the employee’s work will be assessed, it will be 3 months. 4.7.7 The employee’s supervisor will assess the employee’s work throughout the under performance process unless the employee considers, and the National Manager agrees, that the employee may not be fairly assessed by the supervisor, in which case another person will be appointed by the National Manager to assess the employee’s work. 4.7.8 Throughout the under performance process, the employee is entitled to: (a) Copies of provide comments on any relevant documentation; (b) An opportunity provide documentation that is relevant to provide comments on any relevant documentation; andan assessment of the employee’s performance; (c) To be accompanied, where they choose, accompanied by another person of his or her choice, at any meetings or discussions associated with at which the under employee’s performance processis being discussed - where the employee elects to be so accompanied, the person accompanying the employee will be present for support, assistance and, if the employee chooses, representation. 4.7.9 Following 27.4 The employee’s performance will usually be assessed over a period of 8 weeks or an alternate period agreed between the completion of employee and the employee’s manager. 27.5 Where an under employee’s performance processcontinues to be below the minimum level required at the employee’s classification level after he or she has had an opportunity to improve his or her performance to the required level, the National Manager Chief Executive Officer may: (a) Take no further action as the employee has met the required standards; (b) Extend the assessment period by a maximum of 3 months; (c) Reduce reduce the employee’s classification level; (db) Reduce the employee’s pay point within a broadband to the equivalent of a lower APS classification level; (e) Redeploy redeploy the employee at the same level; or; (fc) Terminate the employee’s employment. 4.7.10 Where the National Manager is considering termination of employment under sub- clause 4.7.9, and the original assessment period has not been extended, the National Manager must advise the employee that: (a) He or she is considering terminating terminate the employee’s employment; andor (bd) The employee has one further month in which to attain the required level of performance before a final decision is made on whether to terminate the employee’s employmenttake any other appropriate action.

Managing under performance. ‌ 4.7.1 29.1 The provisions of procedures outlined in this clause apply to ongoing employees after completion of their probationary period and non-ongoing employees who have been employed by DHA for more than 6 months, other than employees who are employed on an irregular or intermittent basis (casual). 29.2 The following procedures will be applied where an employee is not performing at the 'met all targets' standard expected of his or her level. These procedures do not apply to non-ongoing employees breaches or ongoing employees who are on probationalleged breaches of the APS Code of Conduct. 4.7.2 Where an employee is assessed as partially meeting or not meeting expectations under the Performance Management Scheme, or has otherwise been identified as not meeting required standards, the National Manager may initiate an under performance process. 4.7.3 29.3 The under performance process will steps to be aimed at recovery of taken by a supervisor in managing the employee’s performance such that he or she is able to continue in employment in the Tribunal at the same classification level. 4.7.4 The employee is to be advised in writing that he or she is not meeting required standards and that an under performance process is to commence. 4.7.5 The process will be initiated by a meeting between the employee and his or her supervisor toare: (a) Advise informal efforts to improve the employee of employee’s performance including feedback on the areas in which he or she is not meeting the required standards of work performance that require improvement and the standards that are requiredacting on appropriate development activities; (b) Develop formal performance counselling and development of a performance improvement plan, including any development and learning options plan which includes: (i) areas of performance that may assist the employee to meet the required standardsrequire improvement; (cii) Agree on the performance standards that must be achieved and maintained; (iii) suggested development activities; and (iv) the length of time over an assessment period (minimum of six weeks) in which the employee’s work will be assessed; and (d) Discuss any other matters that are relevant to assessed against the under required performance process. 4.7.6 Where there is no agreement on standards and the length duties of time over which the employee’s work will be assessed, it will be 3 months. 4.7.7 The employee’s supervisor will assess the employee’s work throughout the under performance process unless the employee considers, and the National Manager agrees, that the employee may not be fairly assessed by the supervisor, in which case another person will be appointed by the National Manager to assess the employee’s work. 4.7.8 Throughout the under performance process, the employee is entitled to: (a) Copies of any relevant documentation; (b) An opportunity to provide comments on any relevant documentation; and (c) To be accompanied, where they choose, by another person at any meetings or discussions associated preparation of a report comparing the employee’s performance with the under required performance processstandards and including a recommendation on action to be taken. 4.7.9 29.4 Following the completion of an under performance processprocess and consideration of the supervisor’s report and recommendation, the National Manager DHA may: (a) Take take no further action as the employee has met the required standards; (b) Extend the require a further assessment period by a maximum of 3 monthsperiod; (c) Reduce reduce the employee’s classification level; (d) Reduce the employee’s pay point within a broadband to the equivalent of a lower APS classification level; (e) Redeploy transfer the employee to another position at the same level; or (fe) Terminate terminate the employee’s employment. 4.7.10 29.5 Where the National Manager is considering termination of employment under sub- clause 4.7.9, and the original assessment period has DHA decides not been extended, the National Manager must advise to take any further action as the employee that: (a) He or she is considering terminating has met the required standards and the employee’s employment; and (b) The employee has one further month in which to attain performance again falls below the required level of standards during the next 12 months the managing under performance before a final decision is made on whether to terminate the employee’s employmentprocess will recommence. The assessment period in this instance will be four weeks.

Managing under performance. ‌ 4.7.1 32.1 The provisions of procedures outlined in this clause Section do not apply to non-ongoing employees an employee during a probationary period or ongoing employees to a temporary employee who are on probationhas not been employed by IBA for more than 12 months. 4.7.2 Where 32.2 The following procedures will be applied where an employee is not performing at the minimum standard expected of his or her level. This includes employees who are, or are likely to be, assessed as partially meeting or not meeting expectations under the Performance Management Scheme, performance management system as unsatisfactory or has otherwise been identified as not meeting required standards, the National Manager may initiate an under performance processrequires improvement. 4.7.3 32.3 The under steps to be taken in managing an employee’s performance process will be aimed at recovery of are: (a) informal efforts to improve the employee’s performance such including feedback on the areas of performance that he or she is able require improvement and acting on appropriate development activities; (b) formal performance counselling and development of a performance improvement plan which specifies: (i) areas of performance that require improvement; (ii) the performance standards that must be obtained; (iii) appropriate development activities; and (iv) the length of an assessment period in which the employee’s work will be assessed in relation to continue in employment the required performance standards; (c) preparation of a report comparing the employee’s performance with the required performance standards and including a recommendation on action to be taken. 32.4 The length of the assessment period to be included in the Tribunal at the same classification level. 4.7.4 The employee is to be advised in writing that he or she is not meeting required standards and that an under performance process is to commence. 4.7.5 The process improvement plan will be initiated by a meeting agreement between the employee and his or her supervisor to:supervisor, with a default period of eight weeks where they are unable to agree. (a) Advise the 32.5 Where an employee of the areas in which is subject to an underperformance process, he or she is not meeting the required standards of work and the standards that are required; (b) Develop a performance improvement plan, including any development and learning options that may assist the employee entitled to meet the required standards; (c) Agree on the length of time over which the employee’s work will be assessed; and (d) Discuss any other matters that are relevant accompanied to the under performance process. 4.7.6 Where there is no agreement on the length of time over which the employee’s work will be assessed, it will be 3 months. 4.7.7 The employee’s supervisor will assess the employee’s work throughout the under performance process unless the employee considers, and the National Manager agrees, that the employee may not be fairly assessed by the supervisor, in which case another person will be appointed by the National Manager to assess the employee’s work. 4.7.8 Throughout the under performance process, the employee is entitled to: (a) Copies of any relevant documentation; (b) An opportunity to provide comments on any relevant documentation; and (c) To be accompanied, where they choose, by another person at any meetings or discussions associated with the under performance processunderperformance process by a support person. The role of the support person may include encouragement, support and advice, but may not include representation or advocacy on behalf of the employee. 4.7.9 32.6 Following the completion of an under performance processunderperformance process and consideration of the supervisor’s report and recommendation, the National General Manager may: (a) Take take no further action as the employee has met the required standards; (b) Extend the require a further assessment period by a maximum of 3 monthsperiod; (c) Reduce reduce the employee’s classification level; (d) Reduce the employee’s pay point within a broadband to the equivalent of a lower APS classification level; (e) Redeploy transfer the employee to another position at the same level; or (fe) Terminate terminate the employee’s employment. 4.7.10 32.7 Where the National General Manager is considering termination of employment under sub- clause 4.7.9, and the original assessment period has decides not been extended, the National Manager must advise to take any further action as the employee that: (a) He or she is considering terminating has met the required standards and the employee’s employment; and (b) The employee has one further month in which to attain performance again falls below the required standards during the next 12 months, the default assessment period where the employee and supervisor are unable to agree on the period shall be four weeks. 32.8 Nothing in this Section limits the power of the General Manager to transfer the employee to another position at the same classification level of performance before a final decision is made on whether to terminate the employee’s employmentat any time.