TGA Performance Development Scheme - what you need to know

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 review
• 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 section level
• 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 Agreement
• include any comments or points of difference on proposed outcomes within your agreement

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 classification.

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.

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