HRM-PR-047: Managing Unsatisfactory Performance (excluding school based teachers and principals)

• Public Service Act 2008 (Qld) (new window) http://www.legislation.qld.gov.au/LEGISLTN/CURRENT/P/PublicServA08.pdf
• Industrial Relations Act 1999 (Qld) Chapter 1 http://www.legislation.qld.gov.au/LEGISLTN/CURRENT/I/IndustRelA99.pdf
• Public Service Regulation 2008 (Qld) http://www.legislation.qld.gov.au/LEGISLTN/CURRENT/P/PublicServR08.pdf
• Queensland Public Service Award - State 2003 http://www.psier.qld.gov.au/psawards/docs/ps101007.pdf
• Teacher Aides Employed by the Department of Education and the Arts Certified Agreement 2008 (new window) http://www.qirc.qld.gov.au/resources/pdf/certified_agreements/cert_agreements/2008/ca339_2008.pdf
• Employees of Queensland Government Departments (Other than Public Servants) Award - State 2003 http://www.wageline.qld.gov.au/awardsacts/showDoc.html?Awards/E0340|24
• State Government Departments Certified Agreement 2006 http://www.psier.qld.gov.au/psawards/cas/2006/pdf/state_government_departments_certified_agreement

• Performance Management Directive http://www.psier.qld.gov.au/direct/index.shtml
• Code of Conduct http://education.qld.gov.au/corporate/codeofconduct/index.html

Statement of intent

This policy provides a framework for the identification and management of unsatisfactory performance and workplace misconduct, and contributes to excellence in service provision and outcomes for the Queensland Government and community.

Managing Unsatisfactory Performance (new window) 272k (MUP) aims to be efficient, effective, equitable and confidential in dealing with an employee's ongoing unsatisfactory performance. Workplace misconduct (behavioural and attitudinal problems) can be managed through performance management where appropriate, but should be referred to your local/regional Human Resources Unit. Where performance management is inappropriate, refer through to Workforce Relations.

This policy is part of the Valuing Performance Framework, and applies to all employees of DET, except for state school teachers and principals employed under the Teachers' Award State 2003 (new window) .

Prior to implementing the following process, it is assumed that performance plans have been developed and implemented in accordance with Performance Planning and Management (Training) (new window) or Developing Performance Framework (Education).

An Individual Performance Plan is recommended for all employees however, the MUP process (new window) 108k can be implemented irrespective of whether a current individual performance plan exists. In cases where there is no individual performance plan in place, further advice should be sought from your local/regional Human Resources Unit.

Unsatisfactory Performance can include the inability and/or unwillingness to carry out tasks and major accountabilities associated with an employee's position in a manner that meets the reasonable expectations and service standards of the role.

Unsatisfactory performance may be attributable to lack of appropriate skills/experience, incomplete knowledge, an illness or injury, unscheduled ongoing absenteeism, and/or lack of commitment.

The objective of the MUP process (new window) 108k is to correct and/or improve unsatisfactory performance where possible. Whilst injury and illness may be a cause for unsatisfactory performance, (see Identifying factors of unsatisfactory performance (new window) 233k ) the situation should be assessed to determine whether it is appropriate to be managed under the MUP process (new window) 108k . For further information, please contact your local/regional MUP Champion (new window) 172k , Human Resources Unit and/or the Organisational Health team.

This guideline assists managers, supervisors and employees through the process of MUP. Use this process when informal conversations and strategies regarding unsatisfactory performance have failed to improve performance to a satisfactory standard (See Overview to Managing Unsatisfactory Performance (new window) 245k flowchart).

The Managing Unsatisfactory Performance (new window) 272k policy should be used in conjunction with the portfolio procedures on Performance Management as follows:

• Education Queensland: Developing Performance Framework (DPF)
• Training Portfolio: Performance Planning and Management (PP&M) (new window)
  

Responsibilities

• are responsible for achieving the performance requirements of their position. The MUP process will only take place when it is identified that performance is not meeting the requirements of the position to a satisfactory level.
• are required to:
  • attend scheduled review meetings
  • understand the MUP process (new window) 108k
  • provide feedback on the draft MUP plan (new window) 121k ; and
  • participate in identified developmental activities.
    

• are responsible for monitoring the performance of employees to ensure that work is being performed to a satisfactory level.
• are required to:
  • schedule and attend review meetings
  • provide open, honest and constructive feedback
  • understand and implement the MUP process (new window) 108k
  • identify factors of unsatisfactory performance (new window) 233k
  • provide opportunities for development as identified in the MUP plan (new window) 121k and ensure that the employee is offered the support to complete developmental activities
  • provide the employee with a letter identifying the unsatisfactory performance (new window) 34k and the implementation of a MUP plan (new window) 121k
  • include, where possible, employee feedback on the proposed MUP plan (new window) 121k
  • seek advice from the regional or divisional MUP Champion (new window) 172k
  • ensure that the MUP plan (new window) 121k is appropriate with specific, attainable goals and measures and achievable within specified time periods.
    

Forms

• Managing Unsatisfactory Performance Plan Template (new window) 121k

• Not applicable

Other relevant documents

• Managing Unsatisfactory Performance Process (new window) 108k /strategic/eppr/hr/hrmpr047/process.pdf
• Example Letter for implementing Managing Unsatisfactory Performance Plan (new window) 34k /strategic/eppr/hr/hrmpr047/letter.doc
• Identifying Factors of Unsatisfactory Performance Flowchart (new window) 233k /strategic/eppr/hr/hrmpr047/mupflowchart.pdf
• Overview to Managing Unsatisfactory Performance Flowchart (new window) 245k /strategic/eppr/hr/hrmpr047/mupoverview.pdf
• Definitions/strategic/eppr/hr/hrmpr047/definitions.html
• Managing Unsatisfactory Performance Policy - Printable Version (new window) 272k /strategic/eppr/hr/hrmpr047/printpolmup.pdf
• MUP Champion Contacts (new window) 172k /strategic/eppr/hr/hrmpr047/mupchampions.xls

Contacts

For more information regarding Unsatisfactory Performance Management, please contact:

• HRM-PR-047: Managing Unsatisfactory Performance - Version: 1.0, 1.1