Performance Improvement Process

What is a Performance improvement plan process?

An effective performance review provides opportunities for educators to assess their own work performance against their job description, relevant code of ethics (for example Early Childhood Australia’s Code of Ethics) and the service’s code of conduct along with the Child safe standards. The process recognises the specific practices that need more focus on, with providing strategies and support from the Leadership team as well as having contributions from the educator/staff member, which has the potential to encourage continuous quality practice and motivate them to continue to learn and develop professionally.

Performance improvement plans should not be looked at to be something negative or that the staff member is doing 'something wrong', it is an opportunity for professional growth with the Leadership team ensuring they are supporting the staff member in all the ways they are able to.

What happens in a Performance improvement plan process?

The Leadership team will send you out a letter for a "Invitation to Formal Meeting" 24 hours before the meeting date and time. This letter will have brief dot points of what will be discussed in the meeting, the points of discussion should not be new information to the employee unless it is an emergency meeting due to unacceptable practices. The meeting occurs when there has been at least 3 informal conversations and the unacceptable work practices or concerns are still occurring.

The meeting will be with the Nominated Supervisor and either the Educational Leader or the Assistant Campus Manager.

The staff member is able to have a support person. If the nominated supervisor is away, then it will be led by the Assistant Campus Manager and the Educational Leader, and they will inform the Nominated Supervisor upon their return.

If the performance improvement plan is for the Leadership team, then the formal process will be help by the Head of Campuses Vic and/or Head of Education Vic and in consultation with people and culture.

The meeting will be documented on a separate format which will include:
All documents will be sent to your email and attached to the employee profile.

The dot points in the 1st letter given (areas of concern).
Meeting notes.
Improvement goals.
All attendees full name, positions, dates and signatures.
There will be a review date of generally 2 - 4 weeks, this is dependant of the incident or concern.

Please note that if after the agreed time frame there are still concerns from the Leadership, then there will be a formal warning issued to the employee, or termination of employment.

Steps to include in the Performance meetings.

1. Look at the fact- backed up with documentation

2. Look at the framework and link it to a QA

3. Select a standard or element that aligns with your expectation

4. Set a measurable goal, for example, 2 experiences per week and put out 2 reflections that support this.

Woodlands code of conduct policy:

https://woodlandelc.zendesk.com/hc/en-us/articles/900001705866-Code-of-Conduct-Policy-QA4

National Quality Standards.

Quality Area 2 – Children's health and safety

Standard 2.2 Safety Each child is protected.

Quality area 3 – Physical environment.

Element 3.2.3 Environmentally responsible The service cares for the environment and supports children to become environmentally responsible.

Quality area 4: Staffing arrangements.

Standard 4.2 Professionalism Management, educators and staff are collaborative, respectful and ethical.
Element 4.2.1 Professional collaboration Management, educators and staff work with mutual respect and collaboratively, and challenge and learn from each other, recognising each other’s strengths and skills.

Quality area 7: Governance and leadership

Element 7.1.2: Management Systems Systems are in place to manage risk and enable the effective management and operation of a quality service

Attachment-

Performance Improvement Plan Template

Invitation to Formal Meeting Template

Formal Warning Letter Template