51Achieving effective performance—Secretaries

51  Achieving effective performance—Secretaries

Achieving effective performance

 (1) A Secretary upholds the Parliamentary Service Employment Principle in paragraph 10A(1)(d) of the Act by ensuring the following:

 (a) the Department has performance management policies and processes that:

 (i) support a high performance culture; and

 (ii) proactively identify, foster and develop Parliamentary Service 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 Parliamentary Service employees;

 (b) the Department builds the organisational capability necessary to achieve the outcomes of the Department properly expected by the Parliament;

 (c) each Parliamentary Service employee in the Department is given:

 (i) a clear statement of the performance and behaviour expected of the employee; and

 (ii) opportunities to discuss performance;

 (d) each Parliamentary Service employee in the Department receives feedback from supervisors about their performance consistent with the Department’s performance management policies and processes;

 (e) the Department requires supervisors to manage the performance of Parliamentary Service employees under their supervision effectively, including by engaging in career conversations;

 (f) the Department supports supervisors to manage the performance of Parliamentary Service employees under their supervision, including by providing appropriate training in performance management;

 (g) the Department’s performance management policies and processes are used to guide salary movement.

Dealing with unsatisfactory performance

 (2) A Secretary upholds the Parliamentary Service Employment Principle in paragraph 10A(1)(d) of the Act by ensuring the following:

 (a) the Department’s performance management policies and processes dealing with unsatisfactory performance are available to supervisors and Parliamentary Service employees in the Department, and include information that clearly sets out:

 (i) the responsibilities of supervisors; and

 (ii) the possible outcomes if a Parliamentary Service employee’s performance is considered unsatisfactory; and

 (iii) that if a Parliamentary Service 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 Department’s human resources area) in resolving the performance issues and acting on performance feedback;