Provides a framework for the identification and management of
unsatisfactory performance by
employees of the Department with the exception of teachers and principals.
This procedure provides a framework for the identification and management of unsatisfactory performance and
workplace misconduct, and contributes to excellence in service provision and outcomes for the Queensland Government and community.
Managing Unsatisfactory Performance (MUP) aims to be efficient, effective, equitable and confidential in dealing with an employee’s ongoing unsatisfactory performance. Workplace misconduct (behavioural and attitudinal problems) can be managed through
performance management where appropriate, but should be referred to your local/regional Human Resources Unit. Where
performance managements inappropriate, refer through to Workforce Relations.
This policy is part of the Valuing Performance Framework, and applies to all employees of DET, except for state school teachers and principals employed under the Teachers’ Award State 2003.
Prior to implementing the following process, it is assumed that performance plans have been developed and implemented in accordance with the Developing Performance Framework.
An Individual Performance Plan is recommended for all employees however, the MUP process can be implemented irrespective of whether a current individual performance plan exists. In cases where there is no individual performance plan in place, further advice should be sought from your local/regional Human Resources Unit Contacts.
Unsatisfactory Performance can include the inability and/or unwillingness to carry out tasks and major accountabilities associated with an employee’s position in a manner that meets the reasonable expectations and service standards of the role.
Unsatisfactory performance may be attributable to lack of appropriate skills/experience, incomplete knowledge, an illness or injury, unscheduled ongoing absenteeism, and/or lack of commitment.
The objective of the MUP process is to correct and/or improve unsatisfactory performance where possible. Whilst injury and illness may be a cause for unsatisfactory performance, (see Identifying factors of unsatisfactory performance) the situation should be assessed to determine whether it is appropriate to be managed under the MUP process. For further information, please contact your local/regional MUP Champion, Human Resources Unit Contacts and/or the Organisational Health team.
This guideline assists managers, supervisors and employees through the process of MUP. Use this process when informal conversations and strategies regarding unsatisfactory performance have failed to improve performance to a satisfactory standard. (See Overview to Managing Unsatisfactory Performance flowchart)
The Managing Unsatisfactory Performance Policy should be used in conjunction with the Developing Performance Framework (DPF).
Managing Unsatisfactory Performance Process
A public service officer’s chief executive may discipline the officer if the chief executive is reasonably satisfied the officer has:
Examples of disciplinary action may include:
In this instance, a Public Service Officer includes Teacher Aides’ employed under the Teacher Aides’ Certified Agreement and School Cleaners employed under the Cleaners Certified Agreement.
Disciplinary action is taken under s188 of the Public Service Act 2008, and can only be instigated by the appropriate delegate under the delegations manual.
A person working within in a school, institute or work unit.
A Principal or Manager of a school or work unit.
Managing Unsatisfactory Performance Plan (MUP Plan)
A document that outlines the necessary performance improvement required by an employee to reach a satisfactory standard. The plan should be developed using the SMART principle of specific, measurable, attainable, realistic and timely goals and achievements.
Managing Unsatisfactory Performance Process
The process that incorporates the managing unsatisfactory performance plan and the review periods to improve an employee’s performance to a satisfactory standard for their role.
The ongoing feedback, coaching and reward that managers provide to team members. It is underpinned by building good relationships with your team and having regular conversations about their work.
Reasonable Adjustment Work units must be prepared to make adjustments to address impediments to improving a person’s work performance, for example:
The Executive Director, Institute Director, or other delegated authority responsible for the work unit, Institute or Region.
An employee responsible for the supervision of an employee or group of employees and their work.
A colleague, union member or other person that offers support to the employee throughout the MUP process. The support person does not actively participate in, or contribute to, the MUP process, but offers emotional support to the employee throughout the process.
Work performance by an employee that is below the satisfactory standard for the role in which they are engaged.
May include inappropriate or offensive conduct that is unwelcome, unsolicited and disrespectful to an employee.
For more information regarding Unsatisfactory Performance Management please contact your
closest regional office.
Uncontrolled copy. Refer to the Department of Education Policy and Procedure Register to ensure you have the most current version of this document.
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