Annual review of your performance occurs in July on completion of the performance agreement period. If you are rated as fully effective or better then your salary will increase.
Here we outline the process in your collective agreement.
Centrelink have introduced a new policy about consistency, and we consider
that this is not consistent with the terms of your agreement, we have written
seeking to resolve the issue. You can share your concerns with the process by
completing our
performance checklist
The problems with indicative ratings and consistency panels
They are not consistent with the performance process in your CA
Centrelink decided on this process without consultation
They potentially breach privacy principles and natural justice
They undermine the relationship between a manager and staff.
What is the agreed process?
Based on your mid-cycle review and other indicators you should have a fair
idea about how the annual performance review will go. Your team leader will
ensure you have adequate work time to prepare for your annual
performance review
meet with you in the coming weeks to discuss your performance over the
past year
provide you with a performance rating between 1 (not acceptable) and 5
(excellent). This rating will be consistent with the descriptors in the
collective agreement
be able to explain why they given you a particular rating
put their comments into the system first
give you with an opportunity to put in your comments and respond to
their comments
provide your rating by 15 August in time for a potential advancement in
the first pay period in September.
If you are or have been on TPA for at least 18 weeks you will receive a
rating based on our ongoing performance agreement and the agreement for when you
are/were on TPA.
Centrelink agrees the performance process
should not be cumbersome - no essay writing required
is based on your performance against your agreement and is not subject
to moderation – no bell curve
could mean everyone in your team is rated Excellent
is not about performing at a higher classification in order to get a
higher rating.
Reflect the quality of your work not just the quantity
Within your control
Include how Centrelink will support and help you.
What can I expect?
Centrelink have stated they expect that 99.9% of staff will be rated as at
least fully effective. Fully Effective equals “…the employee has achieved
results commensurate with business outcomes and performance measures in the
performance agreement” (cl.72.20).
What if I disagree?
If you disagree with the assessment, we have a
checklist
to assist in determining options and to ensure we provide the right kind of
support.
By choosing to join your union you choose to make Centrelink a better place
to work - join online here.
