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Staff Policy

Performance Appraisals
Policy Statement
G8 Education supports and fosters a performance appraisal process in order to promote upfront, honest
and open communication between employees and their Managers at a formal level. Performance
appraisals assist the company in succession planning, goal setting, identifying training requirements and
risks to the business as well as providing information necessary for the salary review process, where
relevant.

Performance Appraisals consist of the annual Performance Appraisals, Mid-year Check-ins and
Probationary Period Reviews all of which focus on deciding the suitability of employees to both their
role and to the culture within G8 Education.

Performance Appraisal Program


Conditions
1. Performance appraisals are completed twice a year. These are usually completed in April and
September for Centre employees and May and November for Support office employees.
2. Reviews are to be conducted anytime during the month. The reviewer and employee can
mutually agree to bring this forward or back to suit their schedules, with the next level
manager’s permission.
3. Performance appraisals provide a formal opportunity for two-way feedback and are not to be
used as a means of disciplining an employee. The main purpose of PDAs is to facilitate in
identifying the employee’s training and development needs.
4. Manager and the employee complete the sections of the Performance Appraisal separately. This
allows both parties to complete their ratings without being biased by the other person.
5. Reviews are to be conducted privately and cannot involve a third party unless mutually agreed
upon.
6. Discussions between parties undergoing the appraisal process are confidential.
7. The performance ratings are quantified throughout the year and may be used in the salary
review process (non-award employees) or in line with an incentive program.
8. PDA’s apply only once an employee has completed their probationary period.

The most current version of this policy is found on Jigsaw


Last revised – June 2016
Next scheduled revision – June 2017
To be reviewed by – Human Resources
1
Procedure
1. The Manager schedules a time with the employee for a review which can be held anytime in the
review month.
2. The employee and the Manager will agree upon the time and venue.
The employee completes their self-appraisal first, prior to the performance discussion. The Manager
should also review the employee’s self-appraisal prior to the performance discussion.
3. During the meeting, the Manager communicates their ratings to the employee.
4. The Manager should discuss performance in relation to the Position Description and encourage
two-way conversation.
5. Following the meeting, the Manager finalises their ratings via the relevant performance review
platform.
6. In the event that an employee cannot agree with the Manager’s comments and/or feels that
they are being unfairly or unjustly reviewed, the employee has the right to access the Employee
Grievances Policy to aid in the resolution of these issues.

Probationary Periods
G8 Education places great importance on the development of its employees. The probationary period of
six months commences at the time an employee commences employment with the company and applies
to all new employees.

Conditions
1. The six month probationary period should be used to encourage and facilitate open
communication and feedback between the employee and their departmental Manager which
continues throughout the employment relationship.
2. For Centre employees - the relevant Manager conducts a probationary review during the last
two months of an employee’s probation period in order to assess their suitability for the position
they have been recruited for.
3. For Support office employees- the probation reviews will take place at the 30, 60 and 150 day
(1,3,6 month) intervals.
4. A further review may be necessary during the probationary period if the employee is not
meeting the requirements of the role to a satisfactory level.
5. Where an employee continues to experience difficulty in meeting the required standards of work
performance or behaviour, a decision must be made in relation to redeployment of the
employee to a more suitable position or termination of their employment.
6. The notice period will be in accordance with the National Employment Standards (currently one
week for an employee with less than 12 months service).
7. It must be evident throughout the probationary period that the employee has been provided
with appropriate guidance in relation to the performance of tasks and the required standards of
conduct. Where issues are raised during the probationary period or during the formal
performance reviews, it must be evident that the employee is provided with opportunities to
respond.

The most current version of this policy is found on Jigsaw


Last revised – June 2016
Next scheduled revision – June 2017
To be reviewed by – Human Resources
2
8. The Probationary Review must be signed off by the employee and the departmental
Manager/Centre Manager and a copy offered to the employee. The original is to remain on the
employee’s file.
9. Human Resources must be contacted prior to a probationary termination taking place. Any
terminations in probationary period that are not approved by HR may result in disciplinary
action.

Exceptions
None advised.

Documentation
Probationary Review form
 Personal Development Appraisal

The most current version of this policy is found on Jigsaw


Last revised – June 2016
Next scheduled revision – June 2017
To be reviewed by – Human Resources
3

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