AP766738CRV - Adult and Community Education Professional Administrative Clerical Computing and Technical (PACCT) Staff Award 1999
36. INCREMENTAL PROGRESSION AND STAFF REVIEW
36.1 The purpose of the following system for incremental progression and staff review is to create an environment where there are incentives for performance, and there are processes which facilitate career development. The supervisor and the employee are involved in routine discussions focussing on training, career development and expansion of skills and knowledge.
36.2 Incremental progression is not automatic and can only be determined by application of clause 36.
36.3 Principles
The process as detailed in Clause 36 must adhere to the following principles:
36.3.1 incremental progression is available to all ongoing and fixed-term staff.
36.3.2 the performance objectives agreed to by the employee and employer must reflect and be consistent with the employee's position description.
36.3.3 to ensure role clarity, position descriptions must be agreed between the committee of management and the employee at the beginning of the incremental cycle.
36.3.4 the review of the employee's performance must be undertaken in a constructive fashion and where there is open and equal discussion between each employee and his/her employer.
36.3.5 an integral component of the process is the requirement for employees to have access to staff development and training pursuant to clause 36.
36.3.6 all discussions and documentation about an employee's incremental progression must remain confidential between that employee, his or her supervisor and the Committee.
36.3.7 appropriate training is to be provided to all staff involved in the incremental progression process.
36.3.8 an increment cannot be withheld if an employee demonstrates he/she has been unreasonably denied skill development or training.
36.3.9 all recommendations on incremental matters must be supported by documented reasons and provided to the employee concerned.
36.3.10 an increment cannot be withheld other than by the process outlined in clause 36.
36.3.11 feed back to the employee and employer should not be confined to that which is required by clause 36.5.
36.4 Criteria for incremental progression
Judgements will be made against the following criteria:
36.4.1 meeting reasonable performance objectives related to the position occupied by the employee, and agreed between the employer and the employee at the beginning of the incremental cycle. Performance objectives should include acquisition and utilisation of relevant skills and knowledge which are required for the performance of the position occupied by the employee, and
36.4.2 satisfactory overall performance during the incremental cycle assessed solely on the basis of the employee's position description.
36.5 Process
36.5.1 The date of incremental adjustment of salaries will be the anniversary of the making of the Award for those employed at that time, or the anniversary date of appointment for all new employees.
36.5.2 The incremental cycle is for a twelve month period.
36.5.3 Three months before the incremental date for each employee every year, the supervisor must convene a meeting with each employee under his or her supervision. At this meeting the employee and supervisor are to determine whether:
36.5.3(a) the employee's overall performance has been satisfactory and
36.5.3(b) the agreed performance objectives have been met.
Options and access to staff training and development, must also be identified and arranged, pursuant to clause 36.
36.5.4 Where a supervisor or committee of management is satisfied that an employee has met the criteria as outlined in Clause 36.4, the employee will be awarded an increment.
36.5.4(a) Where the position of a fixed-term employee is required for a further period, his/her fixed term must be renewed if he/she has met the criteria as outlined in clause 36.4.
36.5.5 If the supervisor or Committee believe they are unable to demonstrate that the employee has satisfied the criteria, the employee and the union will be advised that an increment may be withheld.
35.5.5(a) The supervisor must then write a report which identifies the performance objectives not met or why the employee's performance is not satisfactory.
35.5.5(b) This report must clearly identify the required improvement in performance and/or the skills which need to be enhanced or acquired and outline a program for the required changes. The time frame for meeting the required improvements or skill enhancement is subject to agreement between the employer and employee, but cannot be in excess of 2 months.
36.5.5(c) Where skills enhancement has been identified as necessary appropriate training and development options must be offered to the employee, pursuant to clause 36.
36.5.6 One month before an increment falls due, the employee who is in receipt of the advice pursuant to 36.5.5 is to meet again with his/her supervisor to discuss the issues identified earlier. Should the supervisor be of the view that in the intervening period, progress towards the plan outlined in the supervisor's report has not been satisfactory, the employee will be advised that an increment will be withheld. Reasons for withholding an increment will be documented and given to the employee.
36.5.6(a) If satisfactory progress has been made, the employer is to award an increment.
36.5.7 The withholding of an increment for a fixed- term employee cannot in itself be sufficient grounds for contract non-renewal where the position is required for a further period.
36.6 Training
Training must be given to all employees and supervisors involved in the implementation of Clause 36. Any members of the Committee who are involved in assessing employees for the purpose of incremental progression must also be trained.
36.7 Dispute Resolution Procedures - Increments
An employee aggrieved by the refusal of or delay of an increment may invoke the dispute resolution procedures of this award.
