Document ID: chunk:federal_register_of_legislation:F2024L01239:reg:51
Version: federal_register_of_legislation:F2024L01239
Segment Type: reg
Provision Reference: reg 51
Character Range: 80873–83715

51  Achieving effective performance—Secretaries

Achieving effective performance
 (1) A Secretary upholds the Parliamentary Service Employment Principle in paragraph 10A(1)(d) of the Act by ensuring the following:
 (a) the Department has performance management policies and processes that:
 (i) support a high performance culture; and
 (ii) proactively identify, foster and develop Parliamentary Service 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 Parliamentary Service employees;
 (b) the Department builds the organisational capability necessary to achieve the outcomes of the Department properly expected by the Parliament;
 (c) each Parliamentary Service employee in the Department is given:
 (i) a clear statement of the performance and behaviour expected of the employee; and
 (ii) opportunities to discuss performance;
 (d) each Parliamentary Service employee in the Department receives feedback from supervisors about their performance consistent with the Department's performance management policies and processes;
 (e) the Department requires supervisors to manage the performance of Parliamentary Service employees under their supervision effectively, including by engaging in career conversations;
 (f) the Department supports supervisors to manage the performance of Parliamentary Service employees under their supervision, including by providing appropriate training in performance management;
 (g) the Department's performance management policies and processes are used to guide salary movement.

Dealing with unsatisfactory performance
 (2) A Secretary upholds the Parliamentary Service Employment Principle in paragraph 10A(1)(d) of the Act by ensuring the following:
 (a) the Department's performance management policies and processes dealing with unsatisfactory performance are available to supervisors and Parliamentary Service employees in the Department, and include information that clearly sets out:
 (i) the responsibilities of supervisors; and
 (ii) the possible outcomes if a Parliamentary Service employee's performance is considered unsatisfactory; and
 (iii) that if a Parliamentary Service 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 Department'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 a Parliamentary Service employee's performance is considered unsatisfactory.
Note: Paragraph 10A(1)(d) of the Act provides that the Parliamentary Service is a career‑based service that requires effective performance from each employee.