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

I4.9 Where an employee’s performance at the annual review is assessed as “Support required”,
clause I5 (‘Back on Track Process’) will apply and they will not be eligible for salary
advancement in accordance with clause B5 of this Agreement, other than as provided for in I5.
I4.10 Where an employee’s performance at the annual review is assessed as “Requirements not
met”, they will not be eligible for salary advancement in accordance with clause B5 of this
Agreement. Where a ‘Back on Track” process has not been initiated at the time of the annual
review, clause I5 (Back on Track Process) applies.
I4.11 Where an employee is on a “Back on Track’ at the time of the annual performance review they
will receive a rating of “Support required” at that time. Where an employee is on Formal
Performance Counselling at the time of the annual performance review they will receive a
performance rating “Requirements not met” at that time.
I5
‘BACK-ON-TRACK’ PROCESS
I5.1 This clause does not apply to non-ongoing and casual employees, employees on an Entry
Level Program or employees on probation.
I5.2 At any stage during the performance cycle where an employee’s supervisor or manager
identifies that an employee’s performance is below, and remains below, satisfactory standards
(including, but not limited to, where an employee’s performance has been rated as a “2” in
accordance with subclause I4.7), the supervisor may initiate a ‘Back on Track’ process in order
to assist the employee to attain and sustain fully effective performance.
I5.3 The ‘Back on Track’ process is a structured approach to performance improvement that is
designed to be less formal and operate before the Formal Performance Counselling process at
clause I6
I5.4 The ‘Back on Track’ process will involve:
(a)
(b)
(c)
identification of areas of performance that require improvement;
discussions between the employee and their supervisor to develop strategies to
improve performance, including reasonable support that will be provided to the
employee (including training or learning and development needs);
documentation of a ‘Back on Track’ plan, which should be agreed and signed by the
employee and their supervisor, which will outline:
(i)
(ii)
(iii)
performance expectations; that are realistic, reasonable, measurable, and
consistent with the Individual Performance Agreement; during the period of the
plan;
arrangements for supervision and assessment during the period of the plan;
and
arrangements for support, including learning or training, for the employee to
assist in improving their performance during the period of the plan; and
(d)
regular assessments of progress against the ‘Back on Track’ plan.
I5.5 While an employee is participating in a ‘Back on Track’ process their Individual Performance
Agreement is suspended. On successful completion of the ‘Back on Track’ process, their
Individual Performance Agreement will be updated to ensure it meets the principle as set out in
subclause I2.5 ('holistic').
I5.6 The ‘Back on Track’ process will run for 12 weeks, subject to subclauses I5.7 to I5.9.
Department of Human Services Agreement 2011 – 2014 72