<aside> 👉🏾 Undertaking performance management once or twice a year is enough if the lines of communication and feedback between management and employees are working reasonably well.

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Policy

The purpose of performance management is to improve performance. It is an ongoing process. It should include informal and formal review. We encourage a two-way process, that is, employees can also give management feedback on performance.

All employees will undergo a formal performance review with their immediate managers at least {X} times a year.

Procedure

1. The manager and the employee agree on the date for a performance appraisal meeting to allow time to prepare.
2. The manager and employee will meet and openly and constructively discuss performance over the period.
3. The manager and the employee will agree any objectives and outcomes for the next appraisal period.
4. Training and development will be considered as part of the process.
5. Notes should be taken of the meeting and copies kept.
6. Outside of this formal process, employees are encouraged to raise any issues they have when they arise.

Performance improvement

Policy

<aside> 👉🏾 Make sure you follow the procedures set by industrial law, awards, or employment or workplace agreements that apply in your workplace.

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A performance improvement policy needs to promote a fair process using a robust procedure. Managers should know their role and be able to respond quickly. It should be clear who has the power to end an employee’s employment. You also need to make sure employees know the process. This is an area where good note taking is crucial. If there is a legal dispute, your legal representative will ask you for your notes when they prepare their case.

This is also an area where you will need to consider your obligations under the Equal Opportunity Act. Where relevant, you need to consider whether reasonable adjustments can be made to allow people with a disability to work safely and productively.

Where warranted {Business Name} will use improvement processes to improve performance. Should such improvement processes be unsuccessful in improving an employee’s performance, {Business Name} may decide to end an employee’s employment. Depending on the circumstances, performance improvement action may include verbal or written warnings, counselling or retraining.

{Business Name} requires a minimum standard of conduct and performance which will be made clear to employees in management appraisals. If an employee does not meet this standard, {Business Name} will take appropriate corrective action, such as training. Formal performance improvement procedures will generally only start when other corrective action fails.