Appendix 1_BSBHRM512A Assessment 1 STAR INDUSTRIES IS A FICTITIOUS COMPANY CREATED FOR EDUCATION & TRAINING PURPOSES September 2011 page 1 of 5 Policy and Procedures POLICY TITLE: PERFORMANCE REVIEW ADMINISTERED BY: GENERAL MANAGER HUMAN RESOURCES APPLICABILITY: ALL EMPLOYEES Policy Statement The work performance of all employees is to be reviewed regularly. This review should comprise regular informal feedback from the employee’s immediate supervisor and a formal performance review conducted annually. Policy Objective Conducting regular reviews of work performance will achieve the following results: • Employees will clearly understand what is expected of them and how their performance is viewed by their immediate supervisor • Employees will be encouraged to reach their full work potential within realistic time frames • Managers and supervisors will develop, implement and maintain equitable and realistic performance standards in their work areas • Supervisors and managers will have the opportunity to manage poor performance Procedures • All employees are encouraged to discuss their job performance and goals on an informal basis with their immediate supervisor and to conduct interim performance reviews on an as-needed basis, preferably half yearly. • Performance reviews are formally scheduled every 12 months, coinciding generally with the anniversary of the employee’s hire date or last promotion date • Performance reviews must be conducted prior to a transfer, relocation, promotion, re-assignment or salary adjustment and must accompany all salary changes. • Performance standards should be documented, and employee performance rated on a scale that clearly shows whether performance is acceptable. Appendix 1_BSBHRM512A Assessment 1 STAR INDUSTRIES IS A FICTITIOUS COMPANY CREATED FOR EDUCATION & TRAINING PURPOSES September 2011 page 2 of 5 • Performance feedback must be clear, supportive, and focus on employee development. • Employee Development Plans should be compiled at the end of the performance review, and progress monitored regularly. POLICY TITLE: PERFORMANCE COUNSELLING ADMINISTERED BY: GENERAL MANAGER HUMAN RESOURCES APPLICABILITY: ALL EMPLOYEES Policy Statement Where an employee’s work performance is unsatisfactory or conduct is unacceptable, performance counselling must be implemented by the employee’s immediate supervisor or department manager. Appropriate improvement planning and counselling should occur before termination of employment is considered. Where an employee’s performance is such that it would be unreasonable to continue employment while counselling occurs, then dismissal may need to be considered. Policy Objective The objective of this policy is to implement a fair and reasonable process whereby an employee’s unsatisfactory performance is identified and discussed with the employee. Due process should be followed in any performance counselling and before any dismissal action is initiated. Procedures • Performance problems should be addressed immediately to resolve any misaligned performance understandings, prevent customer dissatisfaction and reduced team morale, and in the interests of fairness to the employee. • The cause of the problem should be objectively identified. Managers/supervisors need to determine whether the employee was aware of what was expected, if the employee was adequately trained and had the appropriate “tools” to do the job, if there are outside influences (ie personal or family problems), and if there is a previous history of unsatisfactory performance. • Care should be taken when dealing with performance problems, which should be dealt with objectively and confidentially. • Where performance problems are caused by problems in the employee’s private life, the employee should be referred to the Employee Assistance Program Manager. Appendix 1_BSBHRM512A Assessment 1 STAR INDUSTRIES IS A FICTITIOUS COMPANY CREATED FOR EDUCATION & TRAINING PURPOSES September 2011 page 3 of 5 • For each step in the formal counselling process the employee should be advised that a witness to the counselling session may accompany them. The witness may be another employee, a union delegate or a union official. The employee should be given sufficient time to gather their thoughts and think through the issue(s). The following procedures are to be implemented when counselling employees. The procedures fall into three basic categories: 1. Standard Counselling 2. First and Final Warning 3. Dismissal 1. Standard Counselling Procedures • Step 1: Verbal Warning. This is an informal part of the process. The employee is verbally advised by the supervisor/manager that performance is unsatisfactory. A diary note is made of the discussion/incident. • Step 2: First Counselling Interview. This begins the formal part of the process. The supervisor/manager meets with the employee to discuss their unsatisfactory performance and to agree on a performance improvement program. The employee is informed that further action may result if performance does not improve to an acceptable level by a given time. • Step 3: Second Counselling/Final warning Interview. This is the second step in the formal process where the employee is informed whether their performance has returned to an acceptable level. If performance is still below standard then the employee is informed that further action that could include dismissal may result if performance does not improve to an acceptable level. The employee should be advised that this is a final warning. • Step 4: Consideration of Dismissal. If performance continues to be unsatisfactory then the employee should be informed that another interview is to be held. The employee’s performance needs to be discussed again with the employee and the employee’s explanation considered. Management should then consider the explanation of the employee and make a decision as to the continued employment of the employee. 2. First and Final Warning There may be circumstances whereby the unsatisfactory performance of the employee is so serious that the standard counselling process should not be followed. However, the unsatisfactory performance is not such as to warrant summary dismissal. In such a situation the employee should receive a counselling interview and the criteria for satisfactory performance should be clearly explained. The employee’s explanation Appendix 1_BSBHRM512A Assessment 1 STAR INDUSTRIES IS A FICTITIOUS COMPANY CREATED FOR EDUCATION & TRAINING PURPOSES September 2011 page 4 of 5 should be considered, and if not accepted, a first and final warning should be issued. 3. Dismissal If an employee’s performance or behaviour is such that it would be unreasonable to continue employment of the employee during the notice period, the employee’s services should be terminated and payment made in lieu of notice. Summary dismissal means termination of employment without notice. This is a serious action and should only occur where there has been serious and wilful misconduct by the employee. In such circumstances, it would be unreasonable for the employer to continue employment during a notice period. Examples of serious and wilful misconduct could include but not be limited to physical assault of another employee or customer, gross insubordination, neglect or refusal of duty, failure to follow lawful and reasonable instructions, and fraudulent conduct. Care should be taken when considering summary dismissal and advice should be sought from the Human Resources Department prior to any action being taken. POLICY TITLE: PERFORMANCE IMPROVEMENT ADMINISTERED BY: GENERAL MANAGER HUMAN RESOURCES APPLICABILITY: ALL EMPLOYEES POLICY STATEMENT STAR Industries is committed to continuous improvement, and encourages employees to continue to grow and develop. STAR is also committed to providing all employees with the training and/or development activities necessary to enable successful on-job performance. For those employees who are currently performing above standard, STAR also provides training and/or development activities to enable those employees to continue to improve and to prepare them for advancement. POLICY OBJECTIVE The objective of this policy is to ensure that all STAR employees are provided with appropriate learning and development opportunities to improve their performance. Appendix 1_BSBHRM512A Assessment 1 STAR INDUSTRIES IS A FICTITIOUS COMPANY CREATED FOR EDUCATION & TRAINING PURPOSES September 2011 page 5 of 5 PROCEDURES • All employees with more than three months service are to have a Development Plan that has been agreed with their manager/supervisor. This plan will form the basis for ensuring that they are provided with the appropriate learning and development opportunities to enable them to successfully perform in their current roles. The plan can be reviewed at any time, but a new plan should be completed at least every 12 months. • Employees may participate in a variety of training courses provided by the Training and Development Section of the Human Resources Department. Each course is part of a curriculum, designated as suitable for either all staff, or for supervisors and above or managers and above. The decision as to which courses are required by an employee is made by the supervisor/manager, in conjunction with the employee, using the Development Plan. • The Education Assistance Program is available to all full-time and part- time employees. This program is designed to encourage job enhancement education and the completion of externally recognised degree and diploma courses. For further information contact the Training and Development Section. • Job specific training is provided by individual divisions/departments. Employees will be given fair and equitable access to training in order to acquire skills relevant to their current position and/or Company requirements. To be accepted to a job specific training course, employees will be assessed for suitability against criteria which include, but are not limited to: • Current performance • Experience • Identified skills gap • Availability • Customer service orientation • Performance appraisal • Absenteeism • Warnings