Section 8 - Performance and development

Updated: 6 May 2024

Probation

  1. A probation period of 6 months will apply to all employees new to the APS, upon commencement with the AEC, unless otherwise determined by the Electoral Commissioner.

Performance management

  1. All employees must participate in the AEC’s performance management program which requires:
    1. the development of an Individual Performance Plan (IPP) for each performance cycle, by negotiation and agreement between the employee and their manager. The IPP must clearly outline the requirements and expectations of the position and the measures that are used to assess individual performance and an employee’s development goals; and
    2. participation in regular performance reviews including a mid-cycle and end-of-cycle review.
  2. Meeting the requirements set out in the agreed IPP is the basis for incremental advancement salary progression, as outlined in clauses 34 to 44.
  3. An employee can only be rated as requires development if their unsatisfactory performance of duties has not resolved or is being addressed through the development of a performance improvement plan (PIP).

Managing unsatisfactory performance of duties

  1. A manager may determine that an employee’s performance is unsatisfactory when the performance of their duties does not meet the expectations of that classification and the relevant work level standards.
  2. Subject to clause 411 a manager may commence a performance improvement process by advising the employee. The manager and employee will work together to attain and sustain the required work level standard for the employee at that classification.
  3. At any stage during the process in clause 412, the employee may receive guidance, assistance or representation from a person of their choice.
  4. The following principles will apply to the performance improvement process:
    1. the employee will be afforded procedural fairness;
    2. issues will be dealt without delay and as efficiently as a properly conducted process allows; and
    3. unrelated matters, or previously unaddressed work performance issues, will not be introduced into the process being managed

Workloads

  1. The AEC recognises the importance of employees balancing their work and personal life. While it is acknowledged that at times it may be necessary for some extra hours being worked by some employees, this should be regarded as the exception rather than the rule.
  2. When determining workloads for an employee or group of employees, the AEC will consider the need for employees to strike a balance between their work and personal life.
  3. Where an employee or group of employees raise that they have experienced significant workload pressures over a prolonged period of time, the AEC and employee/s together must review the employees’ workloads and priorities, and determine appropriate strategies to manage the impact on the employee or group of employees.