Performance Review Employee and Senior Manager to: Senior Manager meeting Review the job description and update as needed Employee Identify achievements (past 6 months) Discuss career opportunities and aspirations Identify training or development needs and/or opportunities Discuss overall performance of the employee And, for an Annual Performance Review: Review the Performance Agreement as needed. Meeting Outcomes Provide a brief summary of the discussion, and Senior Manager – performance satisfactory any agreed actions or outcomes. Update the Performance Agreement as needed Meeting Outcomes Refer to the Performance Management Process below Senior Manager – performance not satisfactory Performance Management Performance Management Process Performance issues arising during an employee’s probation will be addressed during the probation period as outlined in section 4.1.4. After the employee’s appointment has been confirmed, the following procedures will apply for any performance issues which do not involve serious misconduct. Performance Management Process Trigger Action Description Performance issue Verbal warning by Senior Senior Manager to discuss performance issue identified Manager and suggest ways for improvement. Warning to be recorded Employee to be advised that if poor performance by Senior Manager continues, will be a formal warning and performance monitoring will be undertaken. Performance issue formal warning: One week’s notice of meeting to be provided. continues for one month or Senior Manager, CEO Employee may have support person present. more after verbal warning and employee meeting. Meeting to be documented including the agreed performance improvement strategy or plan and timeframes for improvement. Performance management Senior Manager to In accordance with the outcome of the formal monitoring monitor employee warning. performance
Performance Review meeting Employee and Senior Manager to: Review the job description and update as needed Identify achievements (past 6 months) Discuss career opportunities and aspirations Identify training or development needs and/or opportunities Discuss overall performance of the employee And, for an Annual Performance Review: Review the Performance Agreement as needed. Senior Manager Employee Meeting Outcomes – performance satisfactory Provide a brief summary of the discussion, and any agreed actions or outcomes. Update the Performance Agreement as needed Senior Manager Meeting Outcomes – performance not satisfactory Refer to the Performance Management Process below Senior Manager Performance Management Performance Management Process Performance issues arising during an employee’s probation will be addressed during the probation period as outlined in section 4.1.4. After the employee’s appointment has been confirmed, the following procedures will apply for any performance issues which do not involve serious misconduct. Performance Management Process Trigger Action Description Performance issue identified Verbal warning by Senior Manager Warning to be recorded by Senior Manager Senior Manager to discuss performance issue and suggest ways for improvement. Employee to be advised that if poor performance continues, will be a formal warning and performance monitoring will be undertaken. Performance issue continues for one month or more after verbal warning formal warning: Senior Manager, CEO and employee meeting. One week’s notice of meeting to be provided. Employee may have support person present. Meeting to be documented including the agreed performance improvement strategy or plan and timeframes for improvement. Performance management monitoring Senior Manager to monitor employee performance In accordance with the outcome of the formal warning.
sample-human-resources-handbook-2018.docx