Session 13b


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Session 13b

  1. 1. Managing Follow Up • Write and agree performance improvement and development plans in accordance with organisational policies • • BSBMGT502B Seek assistance from human resourcespeople Manage specialists where appropriate performance Reinforce excellence in performance through recognition and continuous feedback • Monitor and coach individuals with poor performance • Provide support services where necessary
  2. 2. • Even experienced managers may need support when assisting an employee through the performance management cycle. This may include: – technical support – managerial support.
  3. 3. • Technical support may involve: – technical training – quality management – attention to detail – product/service knowledge
  4. 4. • Managerial support may involve: – language and literacy support – legal, HR or industrial relations support – personal advice.
  5. 5. • Legal, HR or industrial relations support may be found from: – Australian Government online business support: – Australian Securities and Investment Commission: – Chambers of Commerce: – trade unions – legal practitioners – Industrial Relations Commission – industry bodies.
  6. 6. • Establish and adhere to ethical boundaries when discussing: – health issues – relationship issues – family problems – drug and alcohol related issues – depression and suicidal tendencies.
  7. 7. • Managers should counsel an employee whose performance does not improve over time. • Follow organisational policies and procedures for counselling or disciplining employees. • If there are no current policies, access Fair Work Online ( to determine appropriate steps.
  8. 8. • Disciplinary processes should be clearly outlined in organisational policies and procedures. They may include: – disciplinary procedures – stand-down letters – discipline interview guides – verbal warnings – written warning – termination or dismissal letters.
  9. 9. • Discipline should follow performance management and counselling and should therefore not surprise the employee. • Managers should view discipline as an opportunity for corrective action rather than the final step before termination.
  10. 10. • Organisations may have the right to implement the following actions for continued unsatisfactory performance: – formal censure or counselling – demotion by one or more classification levels or increments – withholding of an increment – suspension with or without pay – termination of employment.
  11. 11. • Managers and organisations can establish an ongoing record of poor performance by showing adherence to a process of: – performance reviews – feedback – development plans – records of conversation.
  12. 12. • Termination is the cessation of the contract of employment between an employer and an employee, at the initiative of the employer within relevant industrial agreements. • It must be accompanied by several legal and organisational documents.
  13. 13. • Organisational requirements for termination include: – paid or unpaid leave until the termination is finalised – notice of termination/dismissal letter – termination pay statement – termination checklist – abandonment of employment letter – termination on the grounds of ill health or redundancy.
  14. 14. • Notice of termination/dismissal is the formal letter required under law to be sent or handed to the employee whose employment contract has been terminated. • It must be retained along with payroll records of termination for no less than seven years.
  15. 15. • Terminations must be lawful and should not breach any of the: – employment contract – equal opportunity, anti-discrimination or other legislation – award or workplace agreement.
  16. 16. • Legal requirements relating to terminations include: – documenting the date and reasons for termination – providing support to employees to write letters of resignation if required – complying with notice periods required by legislation, awards or contract – paying accrued entitlements including untaken leave.
  17. 17. • Organisations may have a termination checklist. This should cover: – meeting all termination obligations – receiving all organisational property – returning any personal property.
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