Performance Appraisal and Development Plan Policy
Scope of Policy
Councils of Synod: Employees as defined in A Foreword - Workplace Policies & Procedures and who are in permanent full time, permanent part time, and fixed term (when the tenure is greater than 6 months)
Casual employees are not required to participate.
Congregations are encouraged to adopt and adapt this policy for their work environments.
Uniting Church SA aims to match employee’s skills, experience and qualifications with the requirements of the position and where necessary provide feedback on performance and subsequent training, to address any performance or skills gaps. In order to provide a structured framework in which to undertake this matching process, Uniting Church SA is committed to the Performance Appraisal and Development Plan (PADP) process for employees of the ministry centres of *Councils of Synod.
The Performance Appraisal and Development Plan (PADP) is an important element in the management and development of employees, and therefore a PADP system has been established by Uniting Church SA that will apply to all employees as outline in the scope of policy above.
The process of PADP aims to identify, evaluate and develop each individual’s work performance and productivity in order to continually improve the achievement of their Position Description/ Person Specification (PD/PS) and therefore in turn more effectively achieve Uniting Church SA goals and objectives. It also provides recognition, feedback, and most significantly, support, development and career guidance to personnel.
It is important for employees to be aware that the legitimate exercise of authority by an employer, manager or supervisor to direct and control how employees perform their duties whilst at work, to monitor work flow or to provide feedback to employees about their performance is not deemed to be workplace harassment and or bullying. Please refer to Uniting Church SA Workplace Harassment & Bullying Policy for further information.
The purpose of the PADP process is to provide an opportunity for a manager / supervisor to jointly set goals and objectives for a staff member’s position and then be able to review how a staff member is performing against the agreed expectations. This process will also allow for conversations as to how the manager / supervisor can assist the staff member in their professional and personal development.
- to guide employees with the purpose to achieve the objectives of the vision, mission and values of Uniting Church SA;
- reinforce the employment and working relationship by allowing two way communication and discussion to occur regarding progress and measurement of employees actual work performance when compared with the identified goals and objectives requiring achievement to meet the inherent requirements of the position;
- maintain the required performance standard levels and if necessary identify areas where improved performance required so that corrective action can be taken immediately;
- obtain information and feedback from employees that may improve productivity or identify potential problems or safety issues within Uniting Church SA;
- identify training and development needs, and the potential for transfers and promotions;
- encourage employees to use their own initiative in determining ways in which their performance could be improved;
- in some cases it may be used as source of information in the review of salaries and wages; and
- indentify between satisfactory and unsatisfactory performance, allowing action and improvement plans to be developed and implemented, along with any additional training needs analysed.
It is the responsibility of managers/supervisors, to complete the PADP process for each of the permanent employees reporting to them.
Procedure (Frequency of conducting PADP process)
In normal circumstances, managers and supervisors will be required to complete the PADP process in accordance with the following procedures:
Existing employees: PADP Part 1 and Part 2 are to be conducted on an annual minimum basis or a six monthly maximum basis consistent with the current Employer’s PADP Schedule as outlined in Figure 1 of this policy.
New employees: During the Probation Period, Part 2 (a), (b) and (c) of the PADP process is to be completed at the commencement of employment during the first 12 weeks, being the development of the Key Performance Indicators (KPI’s) aligned with the Key Result Areas (KRAs) of the position, corporate behaviours, and identify any short term training and development needs. Thereafter the PADP process (Part 1 and Part 2) will be conducted as per ‘existing employees’.
Figure 1 Uniting Church SA PADP Schedule
Status of Employees
Time frame for commencement and completion
|Existing employees|| End of year review in order to
(i) assess previously set goals and objectives
(ii) set new goals and objectives for the coming new year.
Mid year review in order to:
15 October – 15 December each year
January each year
15 May – 15 July each year
During the first 12 weeks of employment.
Thereafter the existing employee schedule will apply.
A time during the first 12 weeks of employment.
Thereafter the existing employee schedule will apply
PADP information, guidelines and template forms are available from Human Resources Department on 08-8236-4234 or firstname.lastname@example.org, or the Synod Office intranet link.
However the PADP process may be conducted on a more regular basis when incidents of poor work performance arise and need to be addressed immediately or when disciplinary procedures have commenced in relation to repeated poor performance. Refer to Discipline and Termination Policy for further information (under development, please contact Uniting Church SA, Manager Human Resources 08-8236-4278).
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