Performance management and development

The Enterprise Agreement (EA) continues to provide for all staff to participate in the University’s Performance Management and Development Program.

General staff whose performance is assessed as “outstanding” will continue to have access to performance progression payments in the form of accelerated salary increments (including into the next classification level) for a twelve month period.

Staff who receive an overall performance rating of “not meeting objectives” or otherwise fail to perform their duties to a satisfactory standard will participate in a performance improvement plan.

Where an initial performance improvement process fails to produce the necessary improvement, a more formal process will be implemented, and clauses 247 to 252 of the EBA set out the disciplinary processes that apply in the event of failure to improve to the required standard.

The EA also sets out processes for dealing with allegations of misconduct or serious misconduct (see definitions in clause 3 of the EA and procedures in clauses 253 to 255 of the EA).

In the cases where the University is proposing to terminate a staff member’s employment (except during probation or confirmation) for reasons relating to their performance or conduct, the staff member has access to a review process which is undertaken by a Review Committee comprising:

• a Chair appointed by the Vice-Chancellor from a panel of Chairs established with the approval of the Management & Staff Consultative Committee (M&SCC);
• a management nominee appointed by the Vice-Chancellor; and
• a staff nominee nominated by a designated staff representative of the M&SCC.

Further details about the role of Review Committees are set out in clauses 327 to 329 of the EA.