Managing underperformance. 20.1. The provisions of this clause apply to all permanent employees who are not serving a period of probation and specified term employees with greater than 12 months continuous service.
Managing underperformance. 23.7.1 Discussions about work performance may be held at any time as part of the ongoing tracking and feedback process. Where a problem with an employee’s performance is identified and the manager determines that formal processes need to be applied, the manager will:
Managing underperformance. 49.1 Managers will address underperformance with an employee as soon as practicable where they consider the employee’s performance has not been satisfactory.
Managing underperformance. 63.1 principles. The Manager will: (a) rating based on the following Achieving level;
Managing underperformance. 46.1 Where the employee does not achieve the required standard of performance during the performance improvement process, a managing underperformance process, involving an independent assessment, will be implemented to assess the employee's work performance.
Managing underperformance. 32.1 Managing Underperformance procedures do not apply to an employee during a probationary period or to a temporary employee who has not been employed by IBA for more than 12 months. Further details on managing underperformance can be found in the IBA Managing Underperformance procedures.
Managing underperformance. The management of underperformance applies to an employee whose work performance is rated as “needs support” or “unsatisfactory” in that the employee’s performance has failed to meet several responsibilities in their performance agreement, including priority and day-to-day responsibilities. The Commission’s Performance Feedback Scheme policy contains the detailed process for managing underperformance. The process may be invoked where: an employee’s performance is below the expected standard; the performance issues are ongoing; and informal resolution has been attempted. The process for managing underperformance does not apply: to employees on probation; where action is being taken in accordance with procedures established in accordance with section 15 of the Public Service Act for handling breaches of the Code of Conduct; where there is a health-related reason for the underperformance; or where an essential qualification has been lost. WORKFORCE ADJUSTMENT MOVEMENT TO ANOTHER APS AGENCY An employee, other than an employee engaged for a specified term or for the duration of a specified task, will, where practicable, give a minimum of four weeks’ notice of their intention to move to another APS agency, except where a lesser period is agreed with their manager. SEPARATION FROM THE APS An employee will, where practicable, give a minimum of four weeks’ notice of their intention to resign or retire. The relevant delegate may agree to a lesser period of notice. EXCESS EMPLOYEES
Managing underperformance. 16.1 There may be occasions when an employee‟s performance is consistently falling below the expected standard, even though the employee‟s supervisor has taken measures to overcome the problems as part of his or her day-to-day management responsibilities. It is important that these matters be addressed promptly and fairly rather than waiting until the next formal performance management feedback session and any relevant matters must be included in the next formal feedback session if ongoing action is required. The procedure for handling poor performance set out below applies to all employees except for the following, who are dealt with under the terms of their engagement:
Managing underperformance. 3.9.1 This clause addresses employees' underperformance against agreed criteria. Underperformance will be managed in accordance with DITR’s Managing Underperformance Policy & Procedures. These procedures are not to be used to address misconduct - DITR’s policy and procedures relating to the Code of Conduct are to be used in those cases. Probationary employees are also excluded from these procedures.
Managing underperformance. 12.1 Underperformance is identified when a manager makes an assessment at any time during the performance management cycle that an employee’s performance needs improvement or is unsatisfactory.
