All employees who are ongoing or in the same role for at least six months should have a performance agreement and participate in the performance management process.
Your collective agreement ensures that you and your team leader get the
training and support to make this process consistent with principles of natural
justice and privacy; with a right of review.
The performance management cycle now runs from 1 July to 30 June each year.
Most staff will transition in 2009 with a performance agreement from October
2009 to June 2010 before moving to this cycle from 1 July 2010.
The aim of the performance management process is to:
Provide you with a clear understanding of your role and what is expected
of you at work
Ensure you get training and support to deliver outcomes and develop
Measure business outcomes and support Centrelink’s business planning
process
Provide incentives for improved performance through salary advancement,
and
Support a work culture that seeks to improve performance through
discussion and constructive feedback.
Your performance agreement will:
Be developed through discussion between you and your team leader
Include any comments or points of difference on proposed outcomes within
your agreement
Include a reasonable number of business outcomes and performance
measures
Identify your learning and development requirements and any support
needs
Reflect your contribution to Centrelink’s strategic direction
Be reviewed mid-cycle and annually with written feedback provided to you
by your team leader, and
Be developed and in place within two months of
the start of the business planning cycle,
starting a new job or different duties, or
starting work at a higher classification.
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?
For advice and assistance contact your local union delegate or call the CPSU
Member Service Centre on 1300 137 636.
On the Performance Agreement- If you and your team leader cannot
agree; include your comments or points of difference within the document.
On Performance Assessment- 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.
Performance-based pay and ratings
During the annual performance review your team leader/manager will rate your
performance. Unless something drastic has happened, you would expect it to be
consistent with your mid-cycle review. If possible you will progress to the next
pay point in your classification. From September 2010, if you are at the top of
your classification a rating of 1 to 5 will determine your advancement (see
table or clause 21.2).
Salary
advancement for those at the top of their classification*
Performance Rating
Salary advancement
5 – Excellent
2.5%
4 – Very good
1.5%
3 – Fully effective
0.5%
2 – Support required
No advancement
1 – Not acceptable
No advancement
*Salaries are capped to the nominated additional pay range (eg. APS5 cap is
$74,000).
