14.PERFORMANCE REVIEW
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1 DOGS HOMES OF TASMANIA Operated by the Tasmanian Canine Defence League 14.PERFORMANCE REVIEW The Dogs Homes of Tasmania has a policy of reviewing each employee s work performance on a regular basis. A performance review is designed to provide each employee the opportunity to rate and discuss their current job and future goals with their manager. It also provides the manager with an opportunity to measure the performance of each employee in an objective manner. Such a review will enable the manager and the employee concerned to identify areas for and set future goals. Please note that a performance review is not a forum for raising issues of a disciplinary or misconduct nature. Performance reviews are to be discussed with the employee then signed by the employee and their manager. The original is retained by the manager and the employee is to be provided with a copy for their own records. A copy is also to be forwarded to the General Manager for filing and information. For the General Manager s position a 360-Degree performance review will be conducted which provides a multi-source means of assessment. This entails gathering the views and/or ratings of Dogs Home staff (as deemed appropriate by the TCDL Council) and TCDL Council members. This review is facilitated by the Dogs Homes of Tasmania President or delegate. How can I prepare for a performance review? Read through your Statement of Duties and make notes as you go Think about and write down what you have achieved since your last performance review (or before your first review): - what were my major achievements? - what contributed to these? - did I achieve the goals I set? - if not, why not and what have I learned as a result? First written and ratified: May
2 Think about the following to help you prepare (but do not use as a standard format there may be other things you wish to discuss): - what aspects of my job do I enjoy the most? - what aspects of my job do I enjoy the least? - what changes do I think would improve my effectiveness? - what aspects of my work need? - how could these changes be implemented? - what have I done to implement these changes? - what are the goals I would like to achieve in my position? - how would I do this? - is this realistic? - what expectations might my manager have of me? - what are my long term plans? - how can I start preparing myself for this? - in what areas do I need further training? - what are my training needs? - what training and development have I undertaken? - have I been responsible for updating my knowledge about work related policies and procedures? - how can my manager or co-workers help me? What happens at interview? At least an hour is provided for conducting a performance review. The interview is conducted in a relaxed atmosphere away from interruptions. You are encouraged to relax and speak openly about your work, training needs and goals. Your manager s role is to listen and encourage you to express your views openly and freely as well as providing you with feedback on your work performance and discuss with you your options for future development. First written and ratified: May
3 DOGS HOMES OF TASMANIA Operated by the Tasmanian Canine Defence League HR FORM 8: PERFORMANCE REVIEW EMPLOYEE WORK PERFORMANCE EVALUATION NAME: POSITION: APPOINTMENT DATE AND TIME: MANAGER S NAME: Please complete this self assessment and return the form to your manager as soon as possible. This review process is strictly confidential between your employer and you. Performance levels The following ratings are used to your rate level of performance: First written and ratified: May
4 Please complete assessment of: 1 Primary Tasks Staff Member Rating Manager Rating As per Statement of Duties (a) (b) (c) (d) (e) Comments: First written and ratified: May
5 2 Behavioural Expectations Staff Member Rating Manager Rating (a) (b) (c) (d) (e) (f) (g) (h) (i) Behaves professionally and courteously Undertakes work and responsibilities punctually, effectively and efficiently Willingness to accept delegated responsibility Effectiveness of supervision of more junior staff Ability to work as an effective member of a team Interpersonal skills including work relations with other staff Ability to maintain confidentiality Ability to use computers and other technological aids Takes appropriate responsibility for OHS Comments: First written and ratified: May
6 3 Key Success Factors Staff Member Rating Manager Rating As per Statement of Duty (a) (b) (c) (d) (e) Evidence and Comments: First written and ratified: May
7 4 What have you identified as your achievements since your last performance review or, if this is your first review, since employment? 5 What have you identified as your work expectations and goals over the next 12 months and how do you plan to achieve them? First written and ratified: May
8 What factors have an effect on your work performance? (Positive and negative) Are you encountering any other work related difficulties or are there any issues you would like to discuss further? Manager comments: Signed: (Employee) Date: / / Signed: (Manager) Date: / / Original to be retained by the manager with a copy provided to the employee and the General Manager First written and ratified: May
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