Employee Performance Appraisal Policy and Procedures

Policy brief & purpose

Performance Appraisal Policy and procedures principles:

Performance appraisal will always be made on merit, to avoid discrimination and unfairness.
All employees will be provided with information so that they understand these procedures and follow
them to ensure the fair conduct of the performance appraisal process.
Employees have the right to understand their performance expectations and the responsibilities are
assigned to them.
Every employee has a right to ask for the feedback on their performance at any time.

Scope

This policy applies to all permanent, full-time, or part-time, employees of the company. This policy and
procedures ensure that there is a process in place to discuss, plan and review the performance of the
employees. The scope of performance appraisal is applicable to each staff member. The company
provides all staff with the right to an objective performance review.
The performance management policy is applicable to all permanent employees of the company.

This policy does not cover supplementary employees like contractors or consultants.

Policy elements

Responsibilities
Individual employees:
Completion and submission of self-evaluation comparing their achievement and work progress against
key performance indicators.
Attend appraisal meetings as required.
Complete learning as agreed to at the last annual appraisal.
Must document learning opportunities completed throughout the year.

Line Managers:
Conduct regular meetings with team members to discuss their performance and development.
Provide feedback on team members’ performance, achievement, and progress throughout the year.
Promote the importance of personal health and well-being of the team members.
Follow fair performance appraisal processes and provide feedback to the team members.
Maintain a record of yearly performance appraisal data.

Procedures

The performance appraisal is centered around the employee’s specific job skills.

The following are important points considered for performance appraisal:

Job skills
Teamwork
Contribution to the organisation
Results of given tasks
Specific achievements
Social skills

Scheduled of Performance Appraisal

The company will organise the performance appraisal once every year. The month of December is
appraisal month. The specific date of submission of the self-evaluation and team evaluation form will be
informed by line managers.

Performance Grading
The grading under this performance appraisal system gives an overall performance score. This will be
calculated against the specific goals given to the employee at their last appraisal.

The overall performance assessment score is the combination of performance score, behavioral score,
and essential skill compliance. Any further action such as increased pay, promotions, incentives, and
bonus will be based on the overall performance assessment score.

Related Documents

This employee performance appraisal policy and procedures is created and adheres to all the relevant
legislative and regulatory requirements.
• Fair work Australia
• https://www.fairwork.gov.au/
• Consumer act
• https://www.accc.gov.au/consumers/consumer-rights-guarantee
• Competition and consumer act 2010
• https://www.legislation.gov.au/Details/C2021C00010
 • Fair trading laws
• https://business.gov.au/products-and-services/fair-trading/fair-trading-laws
• Privacy legislation
• https://www.oic.qld.gov.au/about/privacy
• Human rights act
• https://humanrights.gov.au/our-work/legal/legislation

EMPLOYEE PERFORMANCE APPRAISAL POLICY AND PROCEDURES

Daniel Balo Area: General Manager Policy no 15

Date approved: 07.03.2022 Date of next review: Review period:

07.03.2023 Annually