Responsibilities

The management of performance is a continuous process of engagement between a supervisor and an employee based on total confidentiality, mutual trust, respect and support.  In this context, the BUILD Program embraces the following assignment of responsibilities.

The employee is primarily responsible for:

  • continuous self-review aimed at the achievement of a high level of performance and continuous personal and professional development;
  • demonstrating and evaluating the quality of his/her performance;
  • highlighting work achievements in the last 12 months;
  • identifying and resolving problems or concerns they have had during the year which might have interfered with their agreed Future Activities Plan;
  • clarifying and pursuing his/her own learning and development needs; and
  • acting on constructive feedback.

The employee's designated supervisor is responsible for:

  • familiarising with the employee's job and work performance;
  • providing developmental support to enhance the employee's personal and professional effectiveness;
  • honest, constructive and confidential evaluation of the employee's performance;
  • promoting a supportive and cooperative work environment;
  • discussing issues related to the employee's workload;
  • ensuring currency of training as a supervisor;
  • making recommendations on probation where applicable;
  • recognising and acknowledging good/effective performance; and
  • identifying poor/non-effective performance.

The supervisor and the employee are jointly responsible for engaging in constructive and objective discussions about performance and development goals.