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Performance Management for Community Groups: Law and Process

Performance Management for Community Groups: Law and Process. outline. Good faith What is poor performance? Probationary and trial periods Process. Good faith. Good faith is about “Being active and constructive in establishing and maintaining productive relationships” Good faith involves

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Performance Management for Community Groups: Law and Process

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  1. Performance Management for Community Groups: Law and Process

  2. outline Good faith What is poor performance? Probationary and trial periods Process
  3. Good faith Good faith is about “Being active and constructive in establishing and maintaining productive relationships” Good faith involves Keeping employees informed Consultation Listening and considering input with an open mind Much more
  4. What is poor performance? Failure of employee to meet terms of their position Difficult issue to manage Can lead to eventual dismissal Probationary and trial periods
  5. What isn’t poor performance? Misconduct: this is a breach of an organisational rule or policy Redundancy: this is the loss of the position Poor performance is failing to perform role to a satisfactory level
  6. How do we measure it? Needs to be objective Employment Agreement Performance Agreement Position description Professional standards
  7. Performance agreement Should align with agency’s goals Goals should be achievable / measurable Should be developed with staff member Provide support / professional development Monitored regularly
  8. New employees Trial Periods Probationary agreements Best Practice
  9. Process: initial meeting Identify the performance gap Meet with the employee Give employee opportunity to respond Develop a plan in consultation with employee
  10. Process: follow-up meeting Repeat process for first meeting Advise employee if expectations have not been met Advise employee that employment may be in jeopardy (issue warning)
  11. Dismissal process Must be justifiable Follow process set out in Employment Agreement Give employee a chance to respond Representation Relevant considerations

  12. Any patai(questions)?

  13. THANK YOU
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