Common use of Setting Objectives Clause in Contracts

Setting Objectives. Note: eligibility includes:  on a non-automatic salary step  Current acceptable performance review. Practitioner checks for eligibility with their manager Note: it is important to have a full understanding, however access should not be denied if training is not available locally. Practitioner attends a CASP training session Note: depending on skill of practitioner, they may not need professional input at this stage. Practitioner meets with professional leader/ advisor or other professional representative and their line manager to prepare their plan (draft objectives & required evidence). Note: you may want to consider local moderation at this stage, i.e. discuss with a professional leader/ advisor from another discipline. Practitioner completes their salary progression document (objectives, evidence & timeframes) within 3 months of the performance review & commencement of their draft document (you are able to provisionally plan prior to your review to decrease time delay. Note: the one-up principle applies here. Your manager’s manager MUST sign the plan off before you start the work. Plan is signed off by one-up manager following agreement by line manager and professional leader (or representative). Note: as per local DHB performance review processes. Objectives will be reviewed regularly within the agreed timeframe and may be amended by mutual agreement between the practitioner & line manager, one-up manager and professional leader/ advisor, representative.

Setting Objectives. Note: eligibility includes:  on a non-automatic salary step  Current acceptable performance review. Practitioner checks for eligibility with their manager Note: it is important to have a full understanding, however access should not be denied if training is not available locally. Practitioner attends a CASP training session Note: depending on skill of practitioner, they may not need professional input at this stage. Practitioner meets with professional leader/ advisor or other professional representative and their line manager to prepare their plan (draft objectives & required evidence). Note: you may want to consider local moderation at this stage, i.e. discuss with a professional leader/ advisor from another discipline. Practitioner completes their salary progression document (objectives, evidence & timeframes) within 3 months of the performance review & commencement of their draft document (you are able to provisionally plan prior to your review to decrease time delay. Note: the one-up principle applies here. Your manager’s manager MUST sign the plan off before you start the work. Plan is signed off by one-up manager following agreement by line manager and professional leader (or representative)) and may be amended by mutual agreement. Note: as per local DHB performance review processes. Objectives will be reviewed regularly within the agreed timeframe and may be amended by mutual agreement between the practitioner & line manager, manager Final review may include one-up manager and professional leader/ advisor, or representative. If there is a delay in the process solely due to timeliness of final sign off requirements, the employee shall not be disadvantaged.