50Achieving effective performance—supervisors

50 Achieving effective performance—supervisors

A supervisor of an APS employee upholds APS Employment Principle 10A(1)(d) by doing the following: (a) promoting and fostering effective performance by the APS employee; (b) conducting, at least annually, career conversations that deal with the APS employee’s performance, potential, aspirations, organisational fit and future opportunities; (c) ensuring that the APS employee has a performance agreement that is consistent with the Agency’s corporate plan and the work level standards for the APS employee’s classification; (d) ensuring that the APS employee is provided with clear, honest and timely feedback about the employee’s performance; (e) managing and assessing the APS employee’s performance in accordance with the Agency’s performance management policies and processes; (f) working to improve the supervisor’s capability in effectively managing the performance of APS employees, including through appropriate training; (g) promptly and actively managing unsatisfactory performance by the APS employee in accordance with the Agency’s performance management policies and processes, including by: (i) identifying the nature of the unsatisfactory performance at the earliest opportunity; and (ii) maintaining appropriate records; and (iii) engaging with the APS employee and other relevant persons (including the Agency’s human resources area and the supervisor’s manager) to discuss the unsatisfactory performance, and facilitate a collective understanding about the nature of the unsatisfactory performance.

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.