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Document Id performance_agreement_template.docx.pdf
Document Title Performance Agreement Template.Docx
Reference https://docs.google.com/document/d/1Ssilo6jTfLMqaQHBozpkl9QeU_EerVdY/export?format=pdf
Publisher Not specified
Categorization Human Resource Management Performance Management
Document Source 7457 characters in 0 pages. (pdf)
Tags performance agreement, employee performance, performance management, employee development, feedback, monitoring, review process, HR template, goal setting, training
The document is a performance agreement template designed to assist employers in establishing clear expectations and support for their employees. It outlines a structured process for creating a performance agreement, which includes planning, discussing, monitoring, and reviewing employee performance. The template is color-coded for ease of use, with explanatory notes provided in blue italics. Key steps involve setting business goals, discussing employee performance, providing feedback, and evaluating progress. The document also includes sections for performance goals, a learning and development plan, and self-assessment for employees. It serves as a practical tool for enhancing employee performance and aligning individual contributions with organizational objectives. The source of the template is Fair Work Australia, which also offers additional resources for managing employee performance.
The performance agreement template serves as a comprehensive guide for employers to create effective performance agreements with their employees. It emphasizes the importance of clear expectations and support in enhancing employee performance. The document is structured into several key steps: planning, discussing, monitoring, and reviewing performance. In the planning phase, employers are encouraged to align employee performance with business goals by considering job tasks, required skills, and expected performance levels. This step can be facilitated by utilizing existing job descriptions. The discussion phase involves a meeting between the employer and employee to collaboratively establish the performance agreement. Employers should prepare by reviewing the employee's past performance and gathering relevant information. During this meeting, they discuss the employee's performance, necessary skill development, and potential learning opportunities. The template aids in documenting these discussions and setting a review date. Monitoring performance is the next critical step, where employers are advised to provide regular feedback—both positive and constructive—and address any performance issues promptly. Support mechanisms such as training and mentoring should be made available to help employees meet their goals. Finally, the review phase entails evaluating the employee's performance against the agreed-upon goals at least annually. Employers are encouraged to conduct interim evaluations, especially for new employees or those facing performance challenges. Prior to the review meeting, employees should complete a self-assessment to reflect on their performance. The template includes sections for performance goals, a learning and development plan, and feedback from both the employee and manager, ensuring a comprehensive evaluation process. Overall, this performance agreement template is a valuable resource for fostering a productive work environment, enhancing employee engagement, and aligning individual contributions with organizational success. It is supported by additional resources available through Fair Work Australia, which provides further guidance on managing employee performance and understanding employment rights.

Original content extracted from the source document.

Performance agreement template

You can use this template to help you make a performance agreement with your employee. Having a performance agreement in place will help your employee understand what you expect from them. It also sets out what support or assistance will be provided to help the employee achieve their goals.

This template has been colour coded to help you complete it. You simply need to replace the red < > writing with what applies to your employee and situation.

Explanatory information is shown in blue italics to assist you and should be deleted once you have completed the agreement.

Suggested steps for developing a performance agreement

For more information on managing employee performance, see our online learning courses at fairwork.gov.au/learning. For information about minimum employment rights and entitlements you can also call the Fair Work Infoline on 13 13 94 or visit www.fairwork.gov.au .

Step 1: Plan

The first step is to plan by looking at your business goals for the year ahead. Think about how the employee's work performance will help your business reach these goals.

You should consider:

  • what tasks the job involves
  • what skills and abilities are needed to do the job
  • what level of performance is expected.

If you have prepared a job description, you can use this to help you with this step. If you haven't prepared a job description, there is a template available at www.fairwork.gov.au.

Step 2: Discuss

The next step is to arrange a time to meet with the employee to discuss and set up the performance agreement.

Prepare for the meeting by gathering the information you used in your planning, as well as details of how the employee has been performing so far.

During the meeting, talk with the employee about:

  • how they have been performing
  • the skills they needs to develop
  • their own ideas about learning and development opportunities.

Together with the employee, use the template below to help you write a performance agreement with this information and set a date for review.

Step 3: Monitor

After you've made the performance agreement, the next step is to monitor the employee's performance and support the employee to meet their goals.

Remember to:

  • give regular feedback (both positive and constructive) to the employee
  • deal with any underperformance issues as soon as they come up
  • support employees to improve performance, by providing training, coaching or mentoring opportunities.

Step 4: Review

The final step is to review and evaluate the employee's performance at the end of the performance cycle.

Meet with each employee at least every 12 months to assess their performance against the agreed goals. You might also like to do interim evaluations, especially in the employee's first year, where the job's requirements change, or where the employee is having perfomance problems.

Prior to meeting with your employee, it's a good idea to give your employee the opportunity to reflect on their own performance by completing a self-assessment. Refer to the template below.

After you've completed the review of the current performance cycle, consider whether you need to revise their performance goals or set new ones for the next cycle.

PERFORMANCE AGREEMENT TEMPLATE

Employee name: <employee name> Employee position and level: <job title and level> Date of agreement: <date agreement was made> Period of agreement: <insert start date> to <insert end date> Performance agreements usually apply for a period of 6 to 12 months

Planned review date: Interim <planned due date for interim review (if required) > Final <planned due date for final review >

Performance goals

To be completed with the employee during the initial performance discussion meeting.

| Task / Responsibility | Required outcomes | |-----------------------------------------------------------------------------------------------------------------------------------------------------------|--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------| | List the tasks and responsibilities that are relevant to the employee's position. eg. - Monitor email enquiries. | The required outcomes must be specific, measurable and realistic. In most cases, the required outcomes will be described as a measurement of quality, quantity or timeliness. eg. - All enquiries must be responded to within 2 business days of receipt. |

Learning and Development plan

To be completed with the employee during the initial performance discussion meeting.

| Areas for development | Actions | |-------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|------------------------------------------------------------------------------------------------------------| | For example - Improve customer service skills so that I can handle complex enquiries. | eg. coaching, on-the-job training, external training |

Performance agreement approval

Employer signature:

Print name:

Date:

Employee signature:

Print name:

Date:

Employee self-assessment

Employee to complete before the interim and final review meeting.

How do you think you have performed against each of your performance goals?

<Employee comments>

What areas would you like to develop?

<Employee comments>

Other comments:

<Employee comments>

Manager's feedback

Manager to complete after the mid-year and final performance discussions.

How do you think the employee has performed against each of their performance goals?

<Employer comments>

What areas would you like to see the employee focus on in the future?

<Employer comments>

Other comments:

<Employer comments>

End of agreement approval

Employer signature:

Employee signature:

Print name:

Print name:

Date: Date:

Chunk 0 from Page 1 (Performance agreement template)

You can use this template to help you make a performance agreement with your employee. Having a performance agreement in place will help your employee understand what you expect from them. It also sets out what support or assistance will be provided to help the employee achieve their goals. This template has been colour coded to help you complete it. You simply need to replace the red < > writing with what applies to your employee and situation. Explanatory information is shown in blue italics to assist you and should be deleted once you have completed the agreement.

Chunk 1 from Page 1 (Suggested steps for developing a performance agreement)

For more information on managing employee performance, see our online learning courses at fairwork.gov.au/learning. For information about minimum employment rights and entitlements you can also call the Fair Work Infoline on 13 13 94 or visit www.fairwork.gov.au .

Chunk 2 from Page 1 (Step 1: Plan)

The first step is to plan by looking at your business goals for the year ahead. Think about how the employee's work performance will help your business reach these goals. You should consider:

  • what tasks the job involves
  • what skills and abilities are needed to do the job
  • what level of performance is expected. If you have prepared a job description, you can use this to help you with this step. If you haven't prepared a job description, there is a template available at www.fairwork.gov.au.
Chunk 3 from Page 1 (Step 2: Discuss)

The next step is to arrange a time to meet with the employee to discuss and set up the performance agreement. Prepare for the meeting by gathering the information you used in your planning, as well as details of how the employee has been performing so far. During the meeting, talk with the employee about:

  • how they have been performing
  • the skills they needs to develop
  • their own ideas about learning and development opportunities. Together with the employee, use the template below to help you write a performance agreement with this information and set a date for review.
Chunk 4 from Page 2 (Step 3: Monitor)

After you've made the performance agreement, the next step is to monitor the employee's performance and support the employee to meet their goals.

Chunk 5 from Page 2 (Remember to:)
  • give regular feedback (both positive and constructive) to the employee
  • deal with any underperformance issues as soon as they come up
  • support employees to improve performance, by providing training, coaching or mentoring opportunities.
Chunk 6 from Page 2 (Step 4: Review)

The final step is to review and evaluate the employee's performance at the end of the performance cycle. Meet with each employee at least every 12 months to assess their performance against the agreed goals. You might also like to do interim evaluations, especially in the employee's first year, where the job's requirements change, or where the employee is having perfomance problems. Prior to meeting with your employee, it's a good idea to give your employee the opportunity to reflect on their own performance by completing a self-assessment. Refer to the template below. After you've completed the review of the current performance cycle, consider whether you need to revise their performance goals or set new ones for the next cycle.

Chunk 7 from Page 3 (PERFORMANCE AGREEMENT TEMPLATE)

Employee name: Employee position and level: Date of agreement: Period of agreement: to Performance agreements usually apply for a period of 6 to 12 months

Chunk 8 from Page 4 (Performance goals)

To be completed with the employee during the initial performance discussion meeting. List the tasks and responsibilities that are relevant to the employee's position. eg. - Monitor email enquiries., Required outcomes = The required outcomes must be specific, measurable and realistic. In most cases, the required outcomes will be described as a measurement of quality, quantity or timeliness. eg. - All enquiries must be responded to within 2 business days of receipt.

Chunk 9 from Page 5 (Learning and Development plan)

To be completed with the employee during the initial performance discussion meeting. For example - Improve customer service skills so that I can handle complex enquiries., Actions = eg. coaching, on-the-job training, external training Performance agreement approval Employer signature: Print name: Date: Employee signature: Print name: Date:

Chunk 10 from Page 6 (Employee self-assessment)

Employee to complete before the interim and final review meeting. How do you think you have performed against each of your performance goals? What areas would you like to develop? Other comments:

Chunk 11 from Page 8 (Manager's feedback)

Manager to complete after the mid-year and final performance discussions. How do you think the employee has performed against each of their performance goals? What areas would you like to see the employee focus on in the future? Other comments: End of agreement approval Employer signature: Employee signature: Print name: Print name: Date: Date:

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