Department of Human Services Agreement 2011–2014 [pdf, 1.05mb]

PART I
PERFORMANCE MANAGEMENT
I1
PURPOSE OF PERFORMANCE MANAGEMENT
I1.1 The purpose of the performance management process is to:
(a)
(b)
(c)
(d)
(e)
(f)
develop a culture of high performance in the department;
align individual performance requirements with business requirements;
ensure that employees have a clear understanding of their role, and the
performance standards expected of them;
support and encourage ongoing feedback between employees and their direct
supervisors, including through formal mechanisms;
identify and plan for learning and development needs; and
assess and reward employee performance.
I2
PRINCIPLES OF PERFORMANCE MANAGEMENT
I2.1 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; and be provided with resources and support to do so.
I2.2 Confidentiality – performance management processes, including access to and the use of
performance data, will comply with privacy principles.
I2.3 No surprises – the performance process will ensure that employees are aware of their
performance progress. Supervisors and managers should identify and address performance
concerns at the earliest opportunity.
I2.4 Fair – the performance process will provide employees with an opportunity to, respond to
performance feedback, and will provide reasonable adjustments for employees with disabilities
if required; consistent with natural justice principles.
I2.5 Holistic – business related work outcomes and performance measures will be realistic, within
the employee’s control and consistent with their work level. The performance assessments will
balance qualitative and quantitative evidence of employee performance.
I2.6 Representation – an employee may have a support person (who may be a union
representative) at any stage of the performance process. All parties in a performance process
will undertake discussions constructively. The support person's role may facilitate and may
supplement direct discussions between the employee and their supervisor.
I3
PERFORMANCE CYCLE
I3.1 The performance cycle for all employees will run from 1 July each year to 30 June in the
following year.
I4
PERFORMANCE PROCESS
I4.1 An employee and their supervisor will develop and agree on an Individual Performance
Agreement within eight weeks of:
Department of Human Services Agreement 2011 – 2014 70