Performance and capability Clause Samples
Performance and capability. With reference to performance and capability, standards in terms of quality and quantity of work will be discussed and set down between you and the Client line manager. Incapability by you may be regarded as justification for dismissal without formal warnings.
Performance and capability. 9 Performance Framework 9 Study Encouragement 9 Casual Employees 9 Professional Memberships 9 Employee Assistance Program 9 PART D: FLEXIBLE WORK ARRANGEMENTS 10 Hours of Work 10 Flextime 10 Executive Level Flexible Working Arrangements 10 Part-time Employment and Job Sharing 11 Flexible Working Arrangement for Parents 11 Return to Work after Parental Leave 12 PART E: LEAVE 13 Portability of Leave 13 Annual Leave 13 Cancelled Leave 13 Purchased Leave 13 Christmas Closedown 14 Public Holidays 14 Long Service Leave 14 Maternity Leave 15 Adoption and Fostering Leave 15 Leave for Supporting Parents 15 Personal Leave 15 Compassionate Leave 16 Bereavement Leave 16 Emergency Services Leave 17 Jury Service Leave 17 Defence Reservists Leave 17 Miscellaneous Leave 17 Unauthorised Absence 17 Re-crediting Leave 17 Rates of Pay 18 Payment of Salary 18 Salary on Engagement 18 Salary on Promotion 18 Salary on Movement 18 Graduates 18 Trainee APS Employees 19 Flexible Remuneration Packaging 19 Salary on Reduction 19 Junior Rates 19 Superannuation 19 Band 3 Grandfathering 20 Flexibility Clause 20 PART G: PAYMENTS AND ALLOWANCES 21 Higher Duties 21 Travel Assistance 21 Motor Vehicle Allowance 21 First Aid Allowance 21 On-call Allowance 21 Overtime/Emergency Duty 22 Meal Allowance 23 Relocation Assistance 23 Other Allowances 23 PART H: SEPARATION 24 Resignation 24 Redundancy 24
Performance and capability. 11 Performance Framework
11.1 All employees are required to actively participate in the APVMA Performance Management process.
11.2 Upon meeting agreed expectations, employees will be eligible for performance progression if they have: • not breached the APS Values and Code of Conduct • achieved an end-cycle performance rating of ‘meets expectations’ or higher, and • completed the mandatory training requirements set out either in the APVMA Learning and Development strategy or contained within their Performance Plan.
11.3 The following progression will be available in accordance with the relevant performance rating: • Exceeds Expectations—one increment plus 1% of salary, or 2% if salary has already reached the top increment • Meets Expectations—one increment, or 1% if salary has already reached the top increment • Requires Development—no increment and mandatory participation in the Performance Improvement Process (PIP-PEP)—(exclusion of new staff). • A mandated flooring provision of the percentage payment is $600. All percentage payments are a one off lump sum payment only.
11.4 Performance progression payments (increments and/or percentage payments) will be made on completion of 12 months service.
Performance and capability. 7 SECTION 3 – HOURS OF WORK AND FLEXIBLE WORKING ARRANGEMENTS 8
Performance and capability. Policies relating to the administration of entitlements under this section are in the Performance and Capability Policy.
Performance and capability. PERFORMANCE MANAGEMENT FRAMEWORK All employees and their managers will participate in the Commission performance management framework. The principles of performance management are: Joint responsibility – employees and supervisors will participate in all aspects of the performance management process, including initiating reviews, and seeking and providing feedback as required. No surprises – the performance process will ensure that employees are aware of how they are performing. Managers should identify and address performance concerns at the earliest opportunity. Fair – the performance process will provide employees with an opportunity to respond to performance feedback, consistent with natural justice principles. Holistic – work outcomes and performance measures will be realistic, within the employee’s control and consistent with their work level. The performance cycle for all employees will run from 1 July each year to 30 June in the following year. An employee and their supervisor will develop a performance agreement within four weeks (or a longer period as agreed) of: the commencement of a new performance cycle; and/or starting in a new position, either temporarily or permanently, at the same or a higher level, where duties in that position are expected to be undertaken for at least 3 months.
Performance and capability. Further information is outlined in NIAA’s policies and procedures.
Performance and capability