CrimTrac Enterprise Agreement 2011-2014

d. provide a clear link between an employee’s performance measures and their contribution to
the achievement of the Agency’s strategic priorities.
149. Performance agreements must be developed or revised and in place within four weeks of:
a. the beginning of the business planning cycle
b. an employee commencing with the Agency
c. an employee undertaking new or different duties
d. an employee commencing work at a higher classification for a continuous period of at least
three months.
PERFORMANCE RATINGS
150. A performance review is based on the following ratings:
a. ‘Performance meets expectations’
b. ‘Performance does not meet expectations’.
151. For the purpose of clause 150, Performance meets expectations means:
a. the employee has fully met, or exceeded, the expectations of all responsibilities in their
performance agreement
b. performance has met expectations of how the work was to be performed, which includes
behaviours.
152. For the purpose of clause 150, Performance does not meet expectations may mean any of the
following:
a. the employee is relatively new to the role, and requires development to fully meet the
expectations of the role
b. the employee requires close supervision to achieve performance measures
c. the employee has met some, but not all, the expectations of all responsibilities in their
performance agreement
d. performance has not met expectations of how the work was to be performed.
MANAGING UNDERPERFORMANCE
153. The goal of managing underperformance procedures is that an employee will improve their
performance and continue to contribute to the ongoing success of the Agency. For the purposes of
this provision, "underperformance" means performance that does not meet agreed performance
expectations.
154. Where a manager has identified an employee’s performance does not meet expectations, the
manager will, initially, attempt to deal with the concerns informally and identify and discuss with the
employee:
a. the specific deficiencies in the employee's performance
b. appropriate development assistance required to address the issue/s
c. the specific corrective action required
d. the performance standards required
e. a reasonable timeframe in which to address the issue/s.
155. The supervisor will review progress towards improving the identified performance issue/s with the
employee regularly during the period of review.
26