Common use of Managing Underperformance Clause in Contracts

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