Part H – Framework for development and performance management

Development

  1. Employees will be provided with a range of learning and development opportunities to support their development in line with the Archives’ business needs and their individual work plans.

Studies Assistance

  1. Studies Assistance is available to employees for approved formal study that is relevant to the business requirements of the Archives. The following forms of assistance will be provided for approved students:
    • financial assistance; and/or
    • study leave.
  2. Study Leave without pay for full-time study may be provided under clause 153-156.
  3. Further information on Studies Assistance can be found in the Archives’ Studies Assistance Scheme Guidelines.

Performance management

  1. The Archives’ Performance Management Policy will apply to all employees. Further information can be found in the Archives’ Performance Management Policy.
  2. The Performance Management Policy is the framework for:
    • linking individual performance to the Archives’ business outcome, strategic priorities and capabilities
    • determining salary progression within a classification
    • providing a mechanism for two way feedback between managers and employees and
    • identifying and supporting learning and development opportunities.
  3. The Performance Management Scheme operates over a 12 month cycle, with formal mid-cycle and end of cycle reviews. Under the scheme, salary progression through pay points within a classification range will be based on the final performance review rating subject to an assessment period of at least six months. The following will apply:
    • A performance rating of 5 (Exceptional) will mean accelerated progression to the pay point two above their current pay point (if available to the employee in the classification range).
    • A performance rating of 4 (Exceeds expectations) will mean progression to the next pay point (if available to the employee in the classification range).
    • A performance rating of 3 (Fully effective) will mean progression to the next pay point (if available to the employee in the classification range).
    • A performance rating of 2 (Requires development) will mean no change to pay point.
    • Following a performance rating of 1 (Not satisfactory), the unsatisfactory performance provisions of the scheme will apply, and will include no change to the pay point.
  4. For any employee receiving payment for temporary reassignment of duties, salary progression, through pay points, as specified in clause 251, will apply at the level of the temporary reassignment only if the temporary reassignment has been continuous for six months at 1 July.
  5. Salary progression, through pay points, where available, will take effect on the first pay day in September following the performance assessment.

Managing unsatisfactory performance

  1. Where work performance issues are identified the manager and employee will work constructively together to address the issues fairly and promptly as they arise, applying natural justice and procedural fairness principles. The employee will be given assistance and the opportunity to improve their performance to a fully effective level in accordance with the following provisions:
  2. These provisions do not apply where:
    • non-ongoing employees are within two months of the expiration of their period of employment;
    • employees are on probation;
    • action is being taken under the Code of Conduct procedures;
    • there is a health-related reason for the unsatisfactory performance; or
    • an essential qualification has been lost.
  3. Where performance consistently falls below the required standard despite attempts to improve performance under the Archives’ Performance Management Policy, through a performance improvement plan, including development options the following procedures will apply.
  4. The manager will provide the employee with a written warning of the need for their performance to improve. The warning will specify:
    1. the acceptable standard of work;
    2. how the employee’s work does not meet the standard; and
    3. that the performance will need to improve over the next three months or a lesser period as agreed (assessment period).
  5. During the assessment period, the manager and employee will meet regularly to assess the employee’s performance. The manager will prepare a progress report on the performance. The employee must be given the opportunity to provide comment on the manager’s progress report.
  6. If the employee has met the expected standard of performance at the end of the assessment period, no further action will be taken.
  7. If at the end of the assessment period, the employee’s performance fails to meet the expected standard, the Director-General may issue a Notice of Intention to:
    1. re-assign duties;
    2. reduce the employee’s classification;
    3. terminate the employee on the grounds of unsatisfactory performance or
    4. extend the plan.
  8. The employee will have seven days to show cause why this action should not be taken. The Director-General has the discretion to extend this period in special circumstances.
  9. The Director-General, having considered any representation submitted, may effect the re-assignment of duties at the same or reduced classification level of the employee or extend the plan or issue a notice of termination.
  10. Where they choose to do so, employees may seek the assistance of a representative of their choice at any stage of the above process.

Copyright National Archives of Australia 2018