Document ID: chunk:federal_register_of_legislation:F2024C01251:reg:49
Version: federal_register_of_legislation:F2024C01251
Segment Type: reg
Provision Reference: reg 49
Character Range: 66976–69497

49  Achieving effective performance—Agency Heads

Achieving effective performance
 (1) An Agency Head upholds APS Employment Principle 10A(1)(d) by ensuring the following:
 (a) the Agency has performance management policies and processes that:
 (i) support a high performance culture; and
 (ii) proactively identify, foster and develop APS employees to fulfil their potential; and
 (iii) provide for effective performance management; and
 (iv) are fair, open and effective; and
 (v) are clearly communicated to APS employees;
 (b) the Agency builds the organisational capability necessary to achieve the outcomes of the Agency properly expected by the Government;
 (c) each APS employee in the Agency is given:
 (i) a clear statement of the performance and behaviour expected of the employee; and
 (ii) opportunities to discuss performance;
 (d) each APS employee in the Agency receives feedback from supervisors about their performance consistent with the Agency's performance management policies and processes;
 (e) the Agency requires supervisors to manage the performance of APS employees under their supervision effectively, including by engaging in career conversations;
 (f) the Agency supports supervisors to manage the performance of APS employees under their supervision, including by providing appropriate training in performance management;
 (g) the Agency's performance management policies and processes are used to guide salary movement.

Dealing with unsatisfactory performance
 (2) An Agency Head upholds APS Employment Principle 10A(1)(d) by ensuring the following:
 (a) the Agency's performance management policies and processes dealing with unsatisfactory performance are available to supervisors and APS employees in the Agency, and include information that clearly sets out:
 (i) the responsibilities of supervisors; and
 (ii) the possible outcomes if an APS employee's performance is considered unsatisfactory; and
 (iii) that if an APS employee's performance is considered to be unsatisfactory, the employee has a responsibility to engage constructively with their supervisor and other relevant persons (including the Agency's human resources area) in resolving the performance issues and acting on performance feedback;
 (b) those policies and processes are applied in a timely manner if an APS employee's performance is considered unsatisfactory.
Note: Paragraph 10A(1)(d) of the Act provides that the APS is a career‑based public service that requires effective performance from each employee.