Performance monitoring and Reporting procedures // IT Management Solutions

Performance monitoring and Reporting procedures

UWA Code of Ethics and Code of ConductThese procedures apply in the management of all professional and general University staff including staff in the areas of ELICOS and childcare.


The University expects each staff member to show competence, care, good faith and compliance with instructions, policies and procedures in the performance of their duties and to conduct themselves in a manner which respects the rights and welfare of other members of the University in line with the University’s Code of Ethics and Code of Conduct.

Where a staff member’s work performance does not meet a satisfactory standard an appropriate process of investigation and corrective action must be taken. The action taken must conform to the relevant legislation and accord with the principles of natural justice and procedural fairness. The University is committed to ensuring that fair and effective systems exist for managing unsatisfactory work performance and allegations of unacceptable conduct or workplace behaviour.

The managing of unsatisfactory performance requires the principles of natural justice and procedural fairness to underpin all actions undertaken by supervisors. Staff from the Employee Relations and Management Services (ERMS) Section can advise on this.

ELICOS AgreementThe principles of natural justice are:

  • All parties will have the right to be heard and judged without bias.
  • All issues are investigated thoroughly and justly.

The principles of procedural fairness are:

  • The standards of conduct or job performance required will be made clear to the staff member by documentation or during interviews.
  • The staff member will be made aware of the likely next steps in the event that satisfactory performance or conduct is or is not maintained.
  • The staff member will be afforded the right to be accompanied and represented by an employee representative at discussions or interviews at any level of the discipline process.
  • When a complaint about performance or conduct is brought to the supervisor’s attention by a third party, the substance of the complaint will be verified before any action is taken on the matter.

These procedures do not replace the normal responsibility of a supervisor to discuss work or conduct issues with staff members, to ensure that staff members have a clear understanding of the work and conduct expected of them and to provide appropriate feedback on their performance. The emphasis should always be on early intervention and informal resolution of a problem, as opposed to a more formal intervention at a later time.

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