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DETYA Certified Agreement14.8 Non-ongoing Employees - Performance Management Processes
14.8.1 This section applies to non-ongoing employees engaged under paragraphs 22(2)(b) or (c) of the Act. 14.8.2 Immediately after the commencement of the engagement, the manager/supervisor and the employee will develop an Agreed Performance Statement. This Statement is to include any matter that the manager/supervisor and the employee consider pertinent to the work the employee is expected to perform, with reference to objectives, outcomes and the ways in which these are to be achieved, and performance indicators. 14.8.3 In the case of an employee who has been engaged for a period exceeding 3 months, at the completion of the first 3 months of the engagement and each 3 months thereafter, the manager/supervisor and the employee should review progress toward the achievement of the agreed outcomes and provide feedback on performance. The criteria for assessing performance described at clause 14.5.1.7 and the Rating Scale at clause 14.5.2 will apply. 14.8.4 If at any time during the engagement, or at 3 monthly assessment points, the employee’s performance is rated as “Requires Attention”, the manager/supervisor and the employee will discuss required performance improvements. The employee may be supported by a third party in these discussions. 14.8.5 If at any time during the engagement, or at a 3 monthly assessment point, the employee’s performance is rated as “Inadequate” or there is no improvement in performance to the “Fully Effective” level following a prior assessment rating of “Requires Attention”, the employee’s employment may be terminated in accordance with the Department’s Policy. 14.9 Timing and Review of Actions under the Performance Management System 14.9.1 The parties acknowledge that the Performance Management System, as with other decisions affecting individuals, is subject to review consistent with the Department’s Review of Actions policy under the Act. 14.9.2 In exceptional circumstances, where a date specified in section 14 of this Agreement cannot be met, the action is to occur as soon as possible after the relevant date or specified time frame. 14.10 Training on Performance Management System 14.10.1 An employee’s Career Development Agreement must take account of the skills and knowledge needed to fulfil obligations, both in the employee’s Agreed Performance Statement and as a supervisor/manager to support other employees in achieving at least “Fully Effective” performance. To this end training will be available to all employees depending on individual needs and circumstances and will cover things such as coaching, mentoring, measuring and reviewing performance, giving and receiving feedback in an appropriate way, supervisory skills for managers/supervisors and incorporating key performance indicators and business planning into Agreed Performance Statements. 14.11 Monitoring, Evaluation and Review of the Performance Management System 14.11.1 Performance indicators and evaluation strategies for implementation of the enhanced Performance Management System will be developed by the Department in consultation with the SCC. 14.11.2 An evaluation of the Performance Management System will be conducted to assess progress with implementation. The outcomes of the evaluation will be discussed at the SCC and made available to employees. 14.11.3 The Performance Management System will be monitored via a questionnaire distributed to a random representative sample of employees following the mid-cycle and end cycle review for 2000-2001. The questionnaire will be developed by the Department in consultation with the SCC. The outcomes of the monitoring will be considered as part of the evaluation of the Performance Management System. [previous] [next] 15 Broadbanding - the DETYA Classification System
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