52Achieving effective performance—supervisors

52  Achieving effective performance—supervisors

  A supervisor of a Parliamentary Service employee upholds the Parliamentary Service Employment Principle in paragraph 10A(1)(d) of the Act by doing the following:

 (a) promoting and fostering effective performance by the employee;

 (b) conducting, at least annually, career conversations that deal with the employee’s performance, potential, aspirations, organisational fit and future opportunities;

 (c) ensuring that the employee has a performance agreement that is consistent with:

 (i) the corporate plan of the Department in which the employee is employed; and

 (ii) the work level standards for the employee’s classification;

 (d) ensuring that the employee is provided with clear, honest and timely feedback about the employee’s performance;

 (e) managing and assessing the employee’s performance in accordance with the Department’s performance management policies and processes;

 (f) working to improve the supervisor’s capability in effectively managing the performance of Parliamentary Service employees, including through appropriate training;

 (g) promptly and actively managing unsatisfactory performance by the employee in accordance with the Department’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 employee and other relevant persons (including the Department’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 Parliamentary Service is a career‑based service that requires effective performance from each employee.