Performance relates to an employee’s ability to undertake and satisfactorily complete the duties of their position description and their compliance with the BizOps Enterprises code of conduct.
Participants
Employee name Position
Manager/Supervisor name Position
Senior manager name Position
Work area
Review period
Performance improvement period: From _____/____/_____ to _____/____/_____
Performance will be reviewed: [fortnightly/weekly] commencing _____/____/_____
Review will be documented in a performance improvement review report completed by the supervisor/manager
Final review will be conducted on: _____/____/_____
Note: The employee must note that, where performance expectations are not being met without satisfactory reason, BizOps may commence disciplinary processes, which may include termination.
Responsibilities
Employee responsibilities:
• Meet the performance expectations outlined in this document.
• Report immediately to the manager/supervisor any circumstances that may impact the employee’s ability to meet the expectations.
Manager/supervisor responsibilities:
• Conduct [fortnightly/ weekly] review meetings for duration of the plan.
• Document progress in a performance review report.
• Provide honest, constructive, timely feedback and reasonable support on an ongoing basis.
• Identify and provide any additional and reasonable resources, training and assistance the employee requires to achieve a satisfactory performance.
Senior manager responsibilities
• Ensure the process identified in this document is adhered to in accordance with the principles of natural justice, namely:
the decision maker is free from bias, objective and has no personal interest in the matter being decided
the employee is advised of the allegations and has the opportunity to present their case before a decision is made.
• Address any issues that arise from this process.
Performance issue/s being addressed
This section should note the current performance issues that are to be addressed within the performance improvement plan.
Performance expectations and assessment
This section should clearly outline the performance expectations that need to be achieved (the position description and BizOps code of conduct should be used as a minimum performance standard). The strategies, actions or tasks to achieve the performance expectations should be realistic, clear and measurable. The agreed performance indicators, outcomes and/or time frames should be achievable and monitored during each review meeting.
Performance expectations
(What needs to be achieved) Agreed performance indicators/Required outcomes/Time frames
(How are the required outcomes going to be measured) Strategies/Actions/Tasks
(How is this outcome going to be achieved, including training, coaching to be provided)
Signatures:
Employee
Signature
Date
_____/____/_____
Manager/Supervisor
Signature
Date
_____/____/_____
Performance improvement review report
Review
The performance improvement plan commenced on: _____/____/_____
The final review was conducted: _____/____/_____
Review outcome
Note: Include whether the performance expectations were met or were below the required expectation. If the performance expectations were below the requirement, then an explanation should be included in the review comments.
Performance expectations
(What needs to be achieved) Agreed performance indicators/Required outcomes/Time frames
(How are the outcomes measured) Review comments
(Meets expectations/Below expectations)
Employee comments
Review met expectations Meets expectations – Include in the employee’s performance appraisal and development plan the agreed actions in the instance that there is a reoccurrence of performance that is below expectation.
Review did not meet expectations Below expectations – Disciplinary action may be necessary. Consult HR.
Signatures
Employee
Signature
Date
_____/____/_____
Manager/Supervisor
Signature
Date
_____/____/_____
Senior manager
Signature
Date
_____/____/_____