BSBMGT502

Boutique Build Australia -

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Performance Management Policy

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and Procedure

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 Performance Management
• Policy - The purpose of performance management is to improve performance. It is an

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ongoing process. It should include informal and formal review. We encourage a two-way
process, that is, employees can also give management feedback on performance.

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• All employees will undergo a formal performance review with their immediate managers at
least once a year.

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• Procedure

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• The manager and the employee agree on the date for a performance appraisal meeting to allow time
to prepare.

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• The manager and employee will meet and openly and constructively discuss performance over the

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period.
• The manager and the employee will agree any objectives and outcomes for the next appraisal period.

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• Training and development will be considered as part of the process.
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• Notes should be taken of the meeting and copies kept.
• Outside of this formal process, employees are encouraged to raise any issues they have when they
arise.
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 Performance improvement
• Policy

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• Guidance: Make sure you follow the procedures set by industrial law, awards,

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or employment or workplace agreements that apply in your workplace.

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•A performance improvement policy needs to promote a fair process using a

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robust procedure. Managers should know their role and be able to respond
quickly. It should be clear who has the power to end an employee’s

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employment. You also need to make sure employees know the process. This
is an area where good note taking is crucial. If there is a legal dispute, your

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legal representative will ask you for your notes when they prepare their case.

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• This
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is also an area where you will need to consider your obligations under
the Equal Opportunity Act. Where relevant, you need to consider whether
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reasonable adjustments can be made to allow people with a disability to work
safely and productively.
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 Continue
• Where warranted Boutique Build Australia Pty Ltd will use improvement processes to improve

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performance. Should such improvement processes be unsuccessful in improving an
employee’s performance, Boutique Build Australia Pty Ltd may decide to end an employee’s

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employment. Depending on the circumstances, performance improvement action may
include verbal or written warnings, counselling or retraining.

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• Boutique Build Australia requires a minimum standard of conduct and performance which will

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be made clear to employees in management appraisals. If an employee does not meet this
standard, Boutique Build Australia will take appropriate corrective action, such as training.

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Formal performance improvement procedures will generally only start when other corrective
action fails.

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• Ifan employee deliberately breaches business policy or procedure, or engages in misconduct,

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Boutique Build Australia may start improvement procedures, or, in cases of serious
misconduct or breach of policy, may dismiss an employee.
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• Each employee must understand their responsibilities, be counselled and given the
opportunity to reach the standards expected of them. Boutique Build Australia will give an
employee the opportunity to defend themselves before management takes further action.
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 Procedure
• Boutique Build Australia will advise the employee of any shortfall in their performance, and

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give them an opportunity to respond.
• Once they respond, the manager will consider their response and decide if performance

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improvement action should be taken. Boutique Build Australia will provide support such as

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training where appropriate.

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• If the employee is given a verbal warning, the manager should make a note of it, date it and
sign it.

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• The manager will advise the employee in clear terms what they see as the performance

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problem or the unacceptable conduct. To highlight the deficiency they should use specific
examples, and refer to the correct policy or procedure.

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• The co rc
manager will allow the employee to respond before making a decision and consider the
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employee’s responses. The employee may have a support person present at such meetings.
• The manager will decide if more action is needed.
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 • If a written warning is to follow, the manager is to:

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• document it and give the employee a copy
• give the employee the opportunity (and their support person the opportunity) to sign the

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warning

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• keep a copy on file

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• The warning must clearly define:
• the deficiency

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• a clear explanation of the expected standard

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• by when the employee needs to achieve it

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• how the business will help the employee achieve the improvement required
• consequences of failing to improve
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• The manager concerned will keep a record of all meetings, training and/or coaching given and a
summary of discussions, and put a copy on the employee’s personnel file. This should include
date, location and time of discussion.
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 • They will continue to support the employee and note the support

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they give, for example, training or counselling.

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• If the employee’s performance or conduct doesn’t improve, the

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manager will give the employee a final written warning and follow

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steps 4–10 above. This document needs to warn the employee in

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clear terms Boutique Build Australia will terminate their

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employment if there is not enough improvement, and a sustained
improvement in, their performance.

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• Note: co rc
some circumstances justify going straight to a second or
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final warning.
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 Gross or serious misconduct
policy
• Summary (instant) dismissal for gross or very serious misconduct is possible (depending on the

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facts involved). Management should seek advice before taking this step.
• Procedure

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• The manager is to investigate the alleged offence thoroughly, including talking to witnesses, if

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any.

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• The manager should ask the employee for their response to the allegation (taking notes of this
discussion) and allow them to have representation. The manager should also have a witness

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present. The manager shall give genuine consideration to the employee’s response and
circumstances.

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• Ifstill appropriate, following a thorough investigation, the manager can terminate/dismiss the

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employee.
• The co rc
manager should keep a file of all evidence collected and action taken in these circumstances.
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• Boutique Build Australia will send the employee a letter of termination noting brief details.
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 THANKS

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