DETYA Certified Agreement

14.5.1.10 Objectives of the formal assessment at the end of the annual cycle

14.5.1.10.1 The objectives of the formal assessment at the end of the annual cycle are to:

(a) provide an opportunity for formal feedback based on work expectations and each of the performance indicators specified in the Agreed Performance Statement, including an opportunity for the employee to put their view in writing;
(b) review the Agreed Performance Statement with a view to developing a new Agreed Performance Statement applicable in the next annual cycle;
(c) provide a realistic assessment of performance against the Agreed Performance Statement using the rating scale at clause 14.5.2.2 below;
(d) provide an assessment using the rating scale at clause 14.5.2.2 below for people due to move a pay progression point before the mid cycle review;
(e) if necessary, identify the specific action to improve performance under section 14.7 below; and
(f) provide qualitative feedback of at least half an hour to justify the rating given.

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14.5.1.10.2 The manager/supervisor must provide written confirmation by 30 September of each annual performance cycle that the formal assessment has occurred consistent with the objectives in clause 14.5.1.10.1. In case an employee and the employee’s manager/supervisor cannot agree on the assessment rating, the employee, in the first instance, should discuss this with the relevant supervisor’s line manager who will review the assessment. On request, the employee will be supported by a third party of their choice, and may include mediation from People Management Branch.

14.5.1.10.3 Where pay point progression would become due before the formal mid-cycle review (which is to take place between January – February) and after a period of at least one month from the date of the formal annual cycle assessment (which is to take place between July – August), either party can ask for a review of the formal annual cycle assessment to take place within the one month period immediately before the due date of pay progression.

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14.5.1.11 Informal feedback

14.5.1.11.1 Informal feedback and discussion must occur regularly. This will be subject to systematic review organised by People Management Branch. Such feedback and discussion may be initiated by the employee or manager/supervisor, and would be based on the Agreed Performance Statement.

14.5.1.11.2 Such informal feedback and discussion does not replace mutual obligations relating to performance management and, depending on the nature of the discussion, may form the basis of procedures contained at section 14.7.

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