Performance Reviews
2.7.6
January 2021
2.7.6 Performance Reviews Contents Preamble ............................................................................................................................. 3 Continuous Improvement ................................................................................................. 3 Performance Appraisals....................................................................................................... 3 Self-appraisal ................................................................................................................... 3 Coordinator’s appraisal .................................................................................................... 3 Specific appraisals ........................................................................................................... 3 Performance Indicators ........................................................................................................ 4 Participant Satisfaction ..................................................................................................... 4 Workplace Health and Safety ........................................................................................... 4 Record keeping ................................................................................................................ 4 Education ......................................................................................................................... 4 Teamwork and interpersonal skills ................................................................................... 4 Work Ethic ........................................................................................................................ 4 Self-satisfaction ................................................................................................................ 5 Time Management ........................................................................................................... 5 Evaluation and Review ........................................................................................................ 5 Supporting Documents ........................................................................................................ 6 Policies ............................................................................................................................. 6 Forms ............................................................................................................................... 6 Information Sheets ........................................................................................................... 6 Training ............................................................................................................................ 6 Legislation ........................................................................................................................ 7 Responsible Officers ............................................................................................................ 7 NDIS Practice Standards and Quality Indicators ................................................................. 8 2.7 Human Resource Management ................................................................................. 8 Version Details ..................................................................................................................... 9
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Preamble BigDog manages, develops and documents the performance of workers including providing feedback and development opportunities. BigDog has a policy of continual improvement. To ensure that we are regularly reviewing the ability of staff to work within their roles, bi-annual appraisal meetings are undertaken.
Continuous Improvement Continuous improvement is the means by which increased quality is delivered to our participants. It is the means by which, as an organisation we are judged by our peers. It is also the means in which the quality of staff output is measured. It is the responsibility of all parties to work collaboratively to implement the steps that will bring about productive change. This in turn will be the basis for the recognition of staff competency that leads to promotion or financial enhancement within the organisation.
Performance Appraisals Self-appraisal Employees are provided with the Performance Appraisal Form and will self-analyse their performance. It is necessary that they are realistic in their comments and self-review their work application over the previous six-month period. They should assess both their strengths and areas for development and identify those areas that they feel they need assistance to improve. Improvement may come from further training, systemic change, attitudinal change or motivation.
Coordinator’s appraisal Coordinators will accredit staff against the performance indicators for the previous year and are charged with the responsibility of an honest, quantitative assessment and review this against the information supplied by the staff member’s self-appraisal. The coordinator shall then meet with the employee to discuss the correlated information. Together both shall initiate plans for improvement of performance. Both employee and management shall endorse identified time frames, with a quantifiable assessment tool. All of this will fall within the bounds of the continual improvement model adopted by BigDog.
Specific appraisals On occasions there will be specific appraisals pertaining to an employee’s knowledge of the NDIS Practice Standards and Quality Indicators or the NDIS Code of Conduct.
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Performance Indicators Participant Satisfaction Participants that employees are currently engaged to work for identify their satisfaction with their performance. Participant satisfaction will be monitored through surveys, goal reviews and the grievance procedure or any other methods that would indicate the satisfaction of the participant base.
Workplace Health and Safety The employee is familiar with policy and promotes a safe work environment. The employee can recognise risk and act upon perceived risk appropriately. They can identify safety issues within their working environment appropriately acting upon or reporting these issues. Employees will be able to identify safety equipment and its appropriate application. They will recognise and implement procedural safety plans, e.g. Fire Evacuation or First Aid.
Record keeping All required records will be maintained in accordance with policy and legislative requirements Employees will be able to appropriately record information in a manner that is reflective of the need of the participant and the organisation along with legislative and funding requirements.
Education Education is fundamental to all aspects of human service work. BigDog is an educational organisation and all involved have a responsibility to enhance this element of the organisation. The employee will be able to demonstrate their commitment to the advancement of their own personal development of skills and knowledge relating to their working environment.
Teamwork and interpersonal skills Relationships are the building blocks of human service work and the delivery of services. Everyone has a responsibility to forge meaningful, productive, appropriate relationships The employee can demonstrate their ability to work productively within a group situation. They are recognised by their peers as an active contributor to the team effort. They are recognised as approachable and willing to listen. They demonstrate an understanding of relationship types and the appropriateness of these relationships.
Work Ethic All employees have a commitment and desire to strengthen and improve the organisation. This is done in a manner to increase productivity and services to participants The employee can demonstrate a commitment to the development and growth of the organisation for the betterment and stability of service to the participants they serve.
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Self-satisfaction Employees have elements in their working environments that allow for satisfaction in their employment. The employee can recognise the elements of satisfaction or dissatisfaction within their work environment and can demonstrate the relay of this information to their respective supervisor.
Time Management Time management practices are essential in any service delivery area. Employees must be responsible for the appropriate timely response to situations adhering to the set time restraints placed upon the working environment. Employees will express a desire to improve practices that will increase the efficiency of their work time usage. Time saving is not to be used as a mechanism to short-change services to participants but to improve the quality of time spent receiving support. The employee will qualify ways in which they have actively sought or have improved the usage of their work time. The employee can identify positive ways time usage has been enhanced within the organisation.
Evaluation and Review Development and Retention Performance Management
Potential Outcomes
Sources of Information
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• • •
Performance review records Disciplinary records Feedback from Participants
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Feedback from attendees Feedback from Participants Training costs benchmarks
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Feedback from employees Review of agency capacity and capability Career path tracking
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Employee survey data
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Training and Skill Development
• • •
Career Development
• • •
Knowledge Sharing
• • •
2.7.6 Performance Appraisals
Performance measures are relevant to the job and organisation values Activities used in performance appraisals are objective, reliable and biasfree Employees are motivated by their performance objectives Training is relevant to job requirements Training programs ensure effective transfer of knowledge Training programs are financially viable Career plans are tailored to individuals Career plans are actioned in a meaningful way Career plans support the needs of the agency Team meetings are wellattended and valuable Job-related information and learning’s are shared in formal and informal settings External networks are healthy and effectively utilised
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Supporting Documents Policies 2.7 Human Resource Management 2.7.1 Position Requirements 2.7.3 Employment Induction 2.7.4 Training and Education
Forms Performance Appraisal Performance Self-Appraisal Skills Audit
Information Sheets Code of Practice Employee Induction Manual NDIS Code of Conduct Support Worker Induction Manual WHS Induction Manual
Training https://bigdogsupportservices-ngotrainingcentre.talentlms.com/index NGO Food Safety NGO Safe Food Handling Part 1 – 2020 NGO Safe Food Handling Part 2 - 2020 NGO Teamwork – 2020 NGO Body Language NGO Problem Solving - 2020 NGO NDIS Employee Health Check – 2020 NGO NDIS Manager Health Check – 2020 NGO Personal Care and Grooming Part 1 – 2020 NGO Personal Care and Grooming Part 2 - 2020 NGO Introduction to Disability Support Part 1 – 2020 NGO Introduction to Disability Support Part 2 – 2020 NGO Self Care for Disability Support Professionals - 2020 NGO Autism Spectrum Disorder – 2021 NGO Bipolar Disorder – 2021 NGO Personality Disorder – 2021 NGO Positive Behaviour Support Part 1 – 2021 NGO Positive Behaviour Support Part 2 – 2021 NGO Positive Behaviour Support Part 3 – 2021 NGO Schizophrenia Part 1 – 2021 2.7.6 Performance Appraisals
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NGO Schizophrenia Part 2 - 2021 st 1 Aid and CPR Training Management of Medication (PowerPoint) NDIS Worker Orientation Module Social Role Valorisation (SRV)
Legislation Further Education and Training Act 2014 (QLD) National Disability Insurance Scheme Act 2013 Safe Work Australia Act 2008 (Cwth)
Responsible Officers Steven Paull ............ Managing Director Courtney Carroll ....... Director Company Solicitor Maree Smith ............ Manager Policies and Procedures
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NDIS Practice Standards and Quality Indicators BigDog Support Services Pty Ltd (BigDog) is a registered NDIS provider and is required to apply the scheme’s practice standard and quality indicators. The standards have been developed to create an important benchmark to assess provider performance and ensure that high quality and safe supports and services are provided to NDIS participants. The four core modules are: 1.0 Rights and Responsibilities; 2.0 Governance and Operational Management; 3.0 The Provision of Supports; and 4.0 The Support Provision Environment.
2.7 Human Resource Management Each participant’s support needs are met by workers who are competent in relation to their role, hold relevant qualifications, and who have relevant expertise and experience to provide person-centred support. 2.7.6 The performance of workers is managed, developed and documented, including through providing feedback and development opportunities.
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Version Details Date
V
Details
July 2009
1.0 Professional Development Policy
March 2011
1.1 Changed BDs to BigDog Changed Service Provider to BigDog
March 2012
1.2 Header includes new logo and page of pages
July 2012
1.3 Included Parent to Parent training
October 2013
2.0 HSQF Standards replace Service Standard Indicators
July 2014
2.1 Policy ratified by Community Committee
February 2015
2.2 Updated term 'Client' to NDIS term 'Participant'
July 2016
3.0 Changed from policy to procedure Changed yearly or half yearly to annual Replaced Performance Review Guide with Employee Performance Appraisal Changed six months to one year Changed paragraph in relation to Parent to Parent offering training to BigDog staff – removed reference to CASS training
January 2019
4.0 Updated to new logo and style guide
January 2020
5.0 Removed HSQF Standards Indicators and Policy matched with NDIS Practice Standards and Quality Indicators Front cover updated to Standards colour identification Supporting Policies updated
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