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Department of Premier and Cabinet

Frequently asked questions

Does performance management relate to my salary progression?

Yes. If you are a permanent or fixed-term employee covered by the Tasmanian State Service Award 2008, salary movement is based on performance and is not automatic, nor based on ‘time served’ in a role.

Salary progression, advancement assessment and accelerated advancement systems aim to support a performance culture by providing for salary movement within a classification band according to assessed performance against a performance plan.

Will there be procedures for assessing and resolving underperformance?

Processes for assessing and resolving underperformance may vary depending on agency practices, however, it is important that the processes:

  • are an integral part of a culture for supporting performance management
  • are in line with processes outlined in Employment Direction No. 26
  • have regard to procedural fairness
  • are consistent with relevant legislation including that relating to the Anti-Discrimination Act 1998, record keeping and privacy.

In cases where underperformance is determined, the State Service Amendment Act (Performance) 2011 includes a specific provision in Section 44 (ca) relating to termination of employment.

Where termination of employment is a possible outcome, agencies are required to comply with Employment Direction No. 26.

What are my options for complaints processes?

In most agencies, employees have a range of options (both informal and formal) to resolve performance management grievance or dispute. The grievance and dispute resolution process is provided in Employment Direction No. 26.

Employment Direction No. 26 supplements processes already in place in agencies and documents the procedure to resolve disputes lodged outside the agency.

How will I find out more?

Responsibility for career planning rests primarily with employees and involves a process of ongoing self-assessment and future planning. Managers have a supportive mentoring role in this process and are responsible for facilitating development opportunities that help improve the capacity and sustainability of employees for the future.

Remember to look at the variety of learning and development options relative to your current role, including experience-based and education-based.

Agencies may organise in-house programs to raise awareness and help employees and managers effectively participate in the performance management process. In addition, visit the Tasmanian Training Consortium website for course schedules, email or call 6232 7511.

How will agency performance management systems be evaluated?

Under the State Service Amendment (Performance) Act 2011, agencies are required to report on the activities and effectiveness of their performance management systems in their annual reports. Agency and employee performance has three key elements:

  • alignment of employment practices to meet government priorities, agency strategies and business/divisions/operational plans, the State Service Principles, the Code of Conduct and/or agency values
  • operation and credibility of the agency’s performance management system including: effectiveness and employee perception of the fairness, transparency and objectivity
  • integration with the agency’s overall corporate management strategy and other change management approaches (such as workforce planning, recruitment and education, training and development).

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