TGA Performance Development Scheme - what you need to know
28 May 2010, 8:59am
CPSU delegates at TGA have become aware of some staff concerns with the application of the Performance Development Scheme at TGA.
CPSU delegates at TGA have become aware of some staff concerns with the
application of the Performance Development Scheme at TGA.
This bulletin is designed to inform members about your rights and
responsibilities in performance assessments.
Purpose of PDS
The purpose of your PDS agreement is to provide a framework for supervisors
and staff to develop a common and clear understanding of performance
expectations and a plan to meet those expectations. All employees who are
ongoing or who will be in the same role for at least six months should have a
performance agreement in place.
Your PDS should be developed:
at the start of the business planning cycle
within 4 weeks of starting a new job or different duties
whenever your supervisor changes.
NOTE: See TGA’s PDS Guidelines for specific requirements when taking
extended leave, changing jobs, acting in higher duties or transferring at level.
The PDS process in your area should:
provide you with a clear understanding of your role and what is expected
of you at work
ensure you get training and support both to deliver outcomes and to
develop your competency
be consistent with principles of natural justice, privacy and right of
be implemented within a culture that seeks to sustain and develop
performance through discussion and constructive feedback and support
At the start of the cycle, your performance agreement should:
derive directly from business plans and planning processes at Office and
identify specific business outcomes and performance measures
identify your learning and development requirements (Capability
Framework and Work Level Standards) and any personal support needs. eg: OHS,
Disability requirements or caring responsibilities)
be developed through discussion between you and your team leader and
with reference to the Business plan for your area and your supervisors PDS
include any comments or points of difference on proposed outcomes within
During the cycle your manager should:
discuss and amend the PDS if there are any significant changes eg: job
descriptions, new projects, revised targets, personal circumstances etc
provide informal feedback regarding ongoing performance and targets
support identified development opportunities and personal needs such as
OHS requirements, caring responsibilities or extended leave
observe the “no surprises” principle. Any performance issues should be
discussed and dealt with as they arise
At mid cycle review you and your manager should:
appraise the outcomes so far and agree a rating according to those
specified in the PDS system. There should be “no surprises”
discuss any additions or amendments for the latter half of the cycle
deal with any ongoing issues
At the end of the cycle, what can I expect?
No surprises! Supervisors can not introduce new expectations at the time
of performance assessment
A formal meeting with your manager to agree a final rating
A rating which fairly and equitably reflects the ongoing feedback from
your manager about performance
An appraisal of your personal learning and development of competencies
and how this has been supported and encouraged
If applicable you will progress to the next pay point in your
What if I disagree?
If you and your team leader cannot agree during discussion, include your
comments or points of difference within the PDS document. If you disagree with
the rating that you have been given, you are able to dispute it using the
dispute settling procedure outlined in your collective agreement. You are
entitled to ask your manager to meet with you to resolve outstanding issues. You
are entitled to personal support from an independent third party, a friend,
colleague or union representative, in such meetings. This person is there to see
that the process is fair, equitable and consistent.
Need further advice or support?
It’s a good idea to become familiar with your PDS Guidelines. Human Resources
will also be able to provide information and advice and if you have any
concerns, the CPSU’s Member Service Centre can provide independent advice and
support: Call 1300 137 637 8am till 8pm Monday to Friday.
Not a union member yet?
CPSU members get workplace advice and support when they need it. Your
colleagues would welcome you. For more information on the benefits of membership