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DETYA Certified Agreement14.7 Managing Under Performance14.7.1 Timely identification and management of underperformance is a key part of the Performance Management System. While the operation of the Performance Management System in this Agreement will automatically trigger formal action, where underperformance is identified at any point in the cycle, the manager/supervisor must advise the employee immediately in writing that performance improvement is required stating reasons for the decision and explaining how and to what extent they are not meeting the required expectations. The employee will have a period of 7 days to respond in writing to this advice, if they wish. 14.7.2 “Requires Attention” Performance Rating
14.7.2.1 Step 1 – Advice in writing Where an employee’s performance is assessed as “Requires Attention”, the manager/supervisor must advise the employee in writing that performance improvement is required stating expectations and examples of where these have not been met. 14.7.2.2 Step 2 – Amend Agreed Performance Statement 14.7.2.2.1 Within 7 days of the end of the period in which the employee may wish to respond in accordance with clause 14.7.1, the manager/supervisor should discuss the concerns with the employee, including those raised in the written response by the employee. On request the employee will be supported by a third party of their choice, and may include mediation from People Management Branch. 14.7.2.2.2 Within 7 days of the end of the period in which the employee may wish to respond in accordance with clause 14.7.1, the manager/supervisor and the employee must develop a set of realistic and achievable expectations which focus on the areas of the employee's performance that have been identified as being in need of attention and, accordingly, amend the employee’s Agreed Performance Statement to reflect the outcome of the discussions and “Fully Effective” performance. 14.7.2.2.3 In amending the employee’s Agreed Performance Statement with a view to improving performance to at least the “Fully Effective” level, consideration will be given to the identification of possible barriers to, and opportunities for, achieving “Fully Effective” performance. The employee will be assisted through supportive management, including where appropriate, approaches which may contribute to improved performance. These approaches are to be agreed between the supervisor and the employee, and may include:
14.7.2.2.4 If an option for supporting the employee to improve performance is to involve an alternative or new manager/supervisor, that manager/supervisor will also be included in the process to amend the employee’s Agreed Performance Statement. 14.7.2.2.5 The amended Agreed Performance Statement will operate for a period of three months. 14.7.2.3 Step 3 – Performance improved 14.7.2.3.1 If at the end of the three months period it is determined by the manager/supervisor that performance has been improved to a “Fully Effective” level, the normal assessment cycle continues. 14.7.2.3.2 Where the employee’s performance is assessed as “Requires Attention” at the end of the annual cycle, pay progression will be deferred until a “Fully Effective” rating is achieved and will take effect from that date. 14.7.2.4 Step 4 – No improvement in performance 14.7.2.4.1 If at the end of the three months period the performance of the employee remains assessed as “Requires Attention”, or is assessed as “Inadequate”, the processes at clause 14.7.3 will be followed. [previous] [next] 14.7.3 "Inadequate" performance rating
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