Employee performance planning and support of the following ratings best describes how many essential and advanced practices your organisation has in place? Practices Practices Addressing Addressing Addressing Addressing not relevant not yet some all essential all essential all essential addressed essential practices practices, practices, practices and some and most advanced advanced practices practices N/A 1 2 3 4 5 Essential practices Employee performance management processes are in place that align to organisational goals Supervision is structured to suit different of employees and the environment in which supports are delivered, and is provided more often when staff are working with clients who have complex needs Staff performance is regularly reviewed, both formally and informally, and appropriate timely action implemented Feedback from clients is actively sought and acted upon (in a way that allows any concerns to be raised without fear of retaliation) Guidelines and processes are in place to support staff if they require immediate support A process for inappropriate staff performance is promptly and actively managed within the relevant industrial relations framework Advanced practices (including managers) are trained in performance planning and support Achievements are recognised and celebrated
Employee performance planning and support of the following ratings best describes how many essential and advanced practices your organisation has in place? Practices not relevant Practices not yet addressed Addressing some essential practices Addressing all essential practices Addressing all essential practices, and some advanced practices Addressing all essential practices, and most advanced practices N/A 1 2 3 4 5 Essential practices Employee performance management processes are in place that align to organisational goals Supervision is structured to suit different of employees and the environment in which supports are delivered, and is provided more often when staff are working with clients who have complex needs Staff performance is regularly reviewed, both formally and informally, and appropriate timely action implemented Feedback from clients is actively sought and acted upon (in a way that allows any concerns to be raised without fear of retaliation) Guidelines and processes are in place to support staff if they require immediate support A process for inappropriate staff performance is promptly and actively managed within the relevant industrial relations framework Advanced practices (including managers) are trained in performance planning and support Achievements are recognised and celebrated
NDIS_Provider-Toolkit-2015__accessible.docx