Understanding Correct Performance Management policy
A good performance management policy will detail three key points:
1. What is Unsatisfactory Performance
Unsatisfactory performance should be defined in accordance with the employer’s needs. You will be able to pick what will be included as unsatisfactory performance, within reason. You should also detail how this will be dealt with in a supportive way, including Performance Improvement Plans.
2. What is Serious and Gross Misconduct
Serious and gross misconduct will be behaviour which is inconsistent with the continuing of employment. Examples may include dangerous activities, fraud and assault. You must mention that the employee will have every chance to respond to allegations and that their response will be looked at on its merits.
3. Disciplinary Action
If an employee engages in misconduct or has been performing poorly, what will be the next steps? It should be clear that each case will be dealt with in accordance with its severity. This means that any punishment will not be unreasonable given the employee’s conduct.
Each key section should be detailed and in accordance with the Modern Award, Fair Work Act and any other relevant act, such as the Anti-Discrimiantion Act. If you need a performance management policy, contact John.
