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Performance Review

4 min read

First created 13 October 2004
Last reviewed 27 May 2020
Review cycle 2 years
Approver Senior Leadership Team
Owner Projects Manager
Stakeholders Staff, students, parents
Child Safety National Principles 7, 10

Overview #

The Association for Christian Education Inc (ACE) will ensure a fair process for dealing with matters that may involve poor staff performance and where disciplinary action may be considered.

Principles #

ACE aims to uphold a fair process in dealing with matters that may involve poor or unsatisfactory performance.

Summary of Documentation #

Guidelines

Award

 

AISWA document

 

Policy

 

Notes

 

Process

Refer to sections 4 and 5

 

Support documents

Formal Notice of Meeting

Form 1

Meeting Notes

Form 2

Action Plan

Form 3

Verbal Warning

Form 4

Written Warning

Form 5

Notice of Termination

Form 6

Summary of Procedures: Flowchart #

Summary of Procedures #

  1. Principals will ensure that:
    1. matters of poor performance that may require action are reported to the Principal or appropriate supervisor;
    2. the CEO is fully consulted. The CEO will provide support and advice to those involved in the process;
    3. all allegations or circumstances of alleged poor performance are immediately and thoroughly investigated;
    4. witnesses have provided statements;
    5. all investigation details are kept in writing;
    6. details of poor performance are clearly explained to the employee, including details of evidence relating to poor performance;
    7. the employee is given full opportunity to respond and that this response is given due consideration. The employee’s response may be in writing and/or in person;
    8. allegations of poor performance are discussed in a meeting with the employee; and 
    9. the employee is allowed the opportunity to have a support person present if he or she wishes (the support person may be asked to remain silent during any meetings with the employee).
  2. In matters involving poor performance, Principals should:
    1. ensure the employee is fully aware of the standards of performance required and clearly communicate, in detail, areas where there are performance concerns;
    2. given employees the opportunity to improve their performance to the levels required;
    3. consider if additional training is required and assist in the provision of such training if necessary;
    4. ensure that all conversations, meetings, and performance concerns are fully documented; and 
    5. consider and recommend action if necessary (the issuing of warnings to the employees should only be taken having obtained approval from the CEO for such action).
  3. Warnings are only to be issued by a Principal after having first fully briefed the CEO and obtained authorisation to issue the warning, or by the CEO directly. In most circumstances the first warning will be verbal, but fully documented for reference. All subsequent warnings should be issued to the employee in writing as soon as possible, stating clearly why the warning is being issued and possible consequences for further breaches or ongoing non-performance. All allegations must be substantiated prior to the issue of a warning.
  4. If an employee has three written warnings in a twelve-month period, or repeated warnings of the same nature over a two-to-three-year period, then the Association may consider terminating that employee’s employment on the basis of repeated non-performance.
  5. Only the CEO or Board may dismiss an employee for poor performance.
  6. The CEO will always obtain independent legal advice when contemplating dismissal.
  7. If there is an unsatisfactory Performance Review for a permanent appointee, or there are issues of unsatisfactory performance, the staff member begins a specific Performance Review procedure:
    1. They are required to attend an initial meeting to discuss deficient or unsatisfactory performance levels. The details of the performance that have been found to be unsatisfactory are listed at this meeting where Form 1 is used.
    2. A verbal warning is issued at this meeting.
    3. A time period is negotiated with performance targets set and a follow up meeting is arranged (typically about half a Term later).
    4. If there is insufficient progress, a written warning is issued identifying dismissal as a possible outcome, and a second meeting and set of performance dates and targets are set.
    5. The process of Forms 2-6 is followed with meetings and warning letters in accordance with the procedure detailed in the flowchart above.
    6. If progress is made, the staff member goes back into the first cycle detailed in the flowchart.
    7. If limited progress is made, a period of probation is begun during which the unsatisfactory Performance Review (Cycle 1-2) is repeated.
    8. If little or no progress is made, then dismissal procedures are instigated (Cycle 3). The Finance Manager is involved, and the legal representative at AISWA is consulted to ensure that the paperwork and procedures complies with State industrial standards.