Employee Performance Procedures - to be replaced on 17 February 2026

1. Policy supported

Employee Performance Policy - to be replaced 17 February 2026

2. Scope

These procedures apply to all employees.

3. Procedures

3.1 Procedures

All employees are required to carry out duties and responsibilities with due competence and care, in accordance with the requirements of their respective roles.

All employees will participate in a performance management process consistent with the Performance Management Standard where:

• they regularly demonstrate accountability for their performance;
• they have access to growth and development opportunities that allow for employee interests; and
• the process links to the intended outcomes of the Department’s strategic directions.

3.2 Teachers and school administrators

Principals, or their nominees, will conduct performance management with teachers and school administrators who have a teaching role, using the Australian Professional Standards for Teachers (the Standards) and the Australian Teacher Performance and Development Framework.  

Principals, or their nominees, will:

• identify and document performance and development goals linked to the Standards, directed at developing each teacher’s performance through building capacity, growing professional knowledge, and developing skills;
• provide access to high quality professional learning that is discussed in the context of the Standards, on-going registration requirements, and each teacher’s development and career aspirations;
• provide regular and timely formal and informal feedback against performance and development goals, including a formal documented annual review;
• use a variety of evidence in providing performance feedback that includes, as a minimum: data showing impact on student outcomes; information based on direct observation of teaching; and evidence of collaboration with colleagues; and
• observe confidentiality, keep documentation secure as part of official Department records and provide employees with copies of documentation.

Principals, or their nominees, will reference job description forms for school administrators who do not teach, or who undertake partial administration duties.

Where a teacher's performance is identified as not meeting the applicable stage of the Standards, or a school administrator is not meeting the expectations of their role statement, principals, or their nominees, will:

• refer to the Substandard Performance Procedures;
• provide support for teachers to improve;
• advise affected teachers in writing of the aspects of their performance not meeting expected standards; and
• advise affected teachers of the potential consequences, which may include a range of sanctions, including termination of their employment, should their performance be found substandard.

3.3 Principals

Line managers will undertake the performance management of principals in accordance with Appendix B - Principals’ Professional Review.

Principals will comply with the requirements of Appendix B - Principals' Professional Review and Appendix C - Statement of Expectations when undertaking performance management, as applicable.

Where performance is identified as not meeting the expected standard, line managers will refer to the Substandard Performance Procedures.

3.4 Public service officers, other officers and school support staff

Line managers will:

• conduct and document performance management based on the position’s job description form;
• identify and document performance and development goals linked to the job description form and directed at developing performance through building capacity, growing professional knowledge, and developing skills;
• provide access to high quality professional learning;
• provide formal and informal feedback, including a formal documented review, against performance and development goals;
• use a variety of evidence in providing performance feedback; and
• observe confidentiality, keep documentation secure as part of official Department records and provide employees with copies of documentation.

Where performance is identified as not meeting the expected standard, line managers will:

• refer to the Substandard Performance Procedures;
• provide support for employees to improve;
• advise affected employees in writing of the aspects of their performance not meeting expected standards; and
• advise affected employees of the potential consequences, which may include a range of sanctions, including termination of their employment, should their performance be found substandard.

4. Definitions

5. Related documents

6. Contact information

Policy manager:

Director, Workforce Policy and Coordination 

Policy contact officer:

Manager, Workforce Policy

T: (08) 9264 5040

Other:

Labour Relations

T: (08) 9264 4921

Workforce Policy and Co-ordination

T: (08) 9264 5081

7. History of changes

8. Appendices

Appendix A:  Good Practice in Performance Management (PDF file - 47.6kB)

Appendix B:  Principals' Professional Review (PDF file - 23.9kB)

Appendix C:  Principals' Statement of Expectations (PDF file - 55.5kB)