Managing your performance in Centrelink

Here is information to assist you, or someone you know, to address any performance issues that are raised.

I’m told I’m not performing – what should happen now?

The stated aims of the performance management system include providing you with a clear understanding of your role and improving performance through discussion, coaching and constructive feedback. Concerns about your performance should be raised with you through informal discussion as soon as possible. All informal attempts to assist an employee must be supportive, achievable and genuinely seek to help the employee. The CPSU considers that any informal discussion would include identifying any learning and development needs or personal issues that may be affecting performance. An informal resolution does not include a requirement to negotiate on, or sign, a document. Formal arrangements should only occur when a PIP commences.

Performance counselling

If your team leader has identified areas of under performance with you; a discussion may commence on how to support you to achieve the expected performance outcomes. Your team leader/manager should provide:

• A clear explanation of where your performance is below expectations
• A clear indication of what is expected of you
• An opportunity for you to outline extenuating circumstances
• Details of the process that will be followed and possible outcomes
• Ensure you have the time and opportunity to have a representative present, and
• Respond to any issues raised in discussion.

Are performance expectations achievable and reasonable?

Genuine attempts to support you to meet performance goals should be clear, achievable and reasonable. Beware of any discussions that:

• Rely on vague or ambiguous assertions about your performance that aren’t backed by evidence
• Seek to address all areas of your performance rather than the identified areas of under performance
• Go beyond what is in your agreed original performance management plan
• Focus on things outside of your control such as personal leave
• Leave everything up to you and don’t also place obligations upon management to support and help you achieve your performance goals.

Your rights to representation - get help early

Please, get advice early. It’s really important that you get good advice as sometimes this process can have serious implications. If your performance does not improve and expected performance standards are not met, you may be placed on a Performance Improvement Plan (PIP). Any plan that is not identified through the Centrelink Agreement is not supported by your union. Any plan that limits or threatens to limit your access to genuine entitlements is potentially in breach of the Fair Work Act.

Seek support and advice from your local delegate or an industrial organiser from the Member Service Centre (1300 137 636) to accompany you to any meetings about your performance. They will help you facilitate a way forward. We strongly advise you not to attend performance meetings on your own.

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