49Achieving effective performance—Agency Heads

49 Achieving effective performance—Agency Heads

Achieving effective performance (1) An Agency Head upholds APS Employment Principle 10A(1)(d) by ensuring the following: (a) the Agency has performance management policies and processes that: (i) support a high performance culture; and (ii) proactively identify, foster and develop APS employees to fulfil their potential; and (iii) provide for effective performance management; and (iv) are fair, open and effective; and (v) are clearly communicated to APS employees; (b) the Agency builds the organisational capability necessary to achieve the outcomes of the Agency properly expected by the Government; (c) each APS employee in the Agency is given: (i) a clear statement of the performance and behaviour expected of the employee; and (ii) opportunities to discuss performance; (d) each APS employee in the Agency receives feedback from supervisors about their performance consistent with the Agency’s performance management policies and processes; (e) the Agency requires supervisors to manage the performance of APS employees under their supervision effectively, including by engaging in career conversations; (f) the Agency supports supervisors to manage the performance of APS employees under their supervision, including by providing appropriate training in performance management; (g) the Agency’s performance management policies and processes are used to guide salary movement. Dealing with unsatisfactory performance (2) An Agency Head upholds APS Employment Principle 10A(1)(d) by ensuring the following: (a) the Agency’s performance management policies and processes dealing with unsatisfactory performance are available to supervisors and APS employees in the Agency, and include information that clearly sets out: (i) the responsibilities of supervisors; and (ii) the possible outcomes if an APS employee’s performance is considered unsatisfactory; and (iii) that if an APS employee’s performance is considered to be unsatisfactory, the employee has a responsibility to engage constructively with their supervisor and other relevant persons (including the Agency’s human resources area) in resolving the performance issues and acting on performance feedback; (b) those policies and processes are applied in a timely manner if an APS employee’s performance is considered unsatisfactory.

Note: Paragraph 10A(1)(d) of the Act provides that the APS is a career‑based public service that requires effective performance from each employee.