Common use of MANAGING UNSATISFACTORY PERFORMANCE Clause in Contracts

MANAGING UNSATISFACTORY PERFORMANCE. 55.1. The procedures outlined in this Clause apply to all continuing and fixed-term staff employed by the University. This Clause does not apply to casual and probationary staff. 55.2. It is expected that supervisors will have provided regular feedback on performance as part of the performance review processes at UTS and will deal promptly and fairly with issues. Supervisors will provide guidance and counselling and, where appropriate, staff development, to address performance issues when these are first identified. 55.3. The procedures of this Clause must be followed before disciplinary action may be taken against a staff member for unsatisfactory performance. Nothing in this Clause prevents the relevant ▇▇▇▇, Director, Deputy Director, Deputy Vice-Chancellor, ▇▇▇▇▇▇▇ or the Vice- Chancellor from referring a question of possible unsatisfactory performance to a supervisor for appropriate action. 55.4. Where a supervisor forms the view a staff member’s performance is unsatisfactory, the supervisor will inform the staff member in writing: a. of the improvement required b. the time period in which a reasonable improvement is expected, and c. if there is no improvement that disciplinary action will be taken. 55.5. To enable the staff member to achieve the expected performance improvement in the timeframe the supervisor will offer the staff member reasonable support, training and coaching. 55.6. Where a supervisor believes that the processes referred to in sub-clause 55.4 have not produced the desired improvements in performance, the supervisor will make a report to the ▇▇▇▇ or Director as appropriate and, at the same time, provide a copy to the staff member who has ten working days in which to provide a response to the report to the ▇▇▇▇ or Director. The report will state clearly the aspects of performance viewed as unsatisfactory and the record of attempts to remedy the problem/s. 55.7. The ▇▇▇▇ or Director as appropriate will review the report and any response provided by the staff member and may decide to: a. take no further action b. recommend to the Deputy Vice-Chancellor that disciplinary action be taken under ▇▇▇▇▇▇, 57 Discipline.0 55.8. A staff member may choose to be accompanied by a representative of their choosing at any meeting convened in accordance with this Clause, provided that person is not a barrister or solicitor in private practice. 55.9. If disciplinary action above a verbal warning is taken a staff member may apply for a process review under Clause 58 Process review committee and reviewers.