Enterprise Agreement 2011-14 - Department of Climate Change

Department of Climate Change and Energy Efficiency – Enterprise Agreement 2011-14
15.6. Salary advancement will be available to ongoing employees consistent with the provisions of
this Agreement (refer to section 56) provided the employee has not already reached the
highest pay point for their classification.
15.7. All employees are required to participate in the PDF unless they are a non-ongoing employee
engaged for a period of less than 13 weeks.
15.8. Non-ongoing employees will not be eligible for an increment increase unless they have been
employed continuously in the Department for 12 months or more and have been in the
same role for six (6) months or more.
16. Managing underperformance
16.1. The Department is committed to clearly defining work performance standards through the
PDF. Employees are to receive regular and specific feedback on their performance and are to
be provided with appropriate support from managers in meeting expected performance
standards.
16.2. The guidelines for management of underperformance will not apply to:
o employees during a period of probation;
o non-ongoing employees; or
o employees being case managed due to identified medical condition/injury or loss of
essential qualifications.
16.3. Where underperformance is identified, the Department will work with affected employees
and their managers to attain and sustain the standards required. The following steps should
be taken to address the underperformance:
o The underperformance should be promptly discussed with the employee and an
improvement plan developed. Identified strategies should be clearly defined and an
agreed timeframe for improvement be specified. This timeframe should be no less
than four weeks.
o Where there is no improvement the manager will provide the employee, and more
senior manager, with written advice of the need for the employee’s performance to
improve. During a six week assessment period, the manager will assess the
employee’s performance and prepare a progress report, at a minimum, on a weekly
basis.
16.4. In line with natural justice principles the employee must be given the opportunity to
comment on all reports produced through the underperformance process.
16.5. If the employee’s performance remains unsatisfactory possible actions include reduction in
classification, reassignment of duties or termination of employment.
16.6. If the employee has met the expected standard of performance at the end of the six week
assessment period, no further action will be taken.
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