WORK INSTRUCTION
Employee Review & Development
Version:
04
Page:
1 of 3
Issue Date:
16 August 2001
Authorised by: Marjorie Dickenson
1.
PURPOSE
The purpose of this procedure is to ensure that:

Employee competency and performance is reviewed/assessed on a regular basis.

Employee development is properly planned and implemented.

Suitable records thereof are maintained.
2.
SCOPE
This procedure applies to all employees except those indicated as 'exempt' on their job description.
3.
REFERENCES
AS ISO/IEC 17025:1999 – General requirements for the competence of calibration and testing
laboratories – Sections 4.1, 5.2.
ISO 9001:2000 – Clause 6.2.
Work Instruction: 03-009 - Employee Training.
Form: 05-006 - Employee Performance Review.
4.
RESPONSIBILITY
Managing Director
Laboratory Manager
Other managers
5.
 Overall responsibility
 Review “Employee Performance Review”, sign and date form
 Consider requests for employee training (Training & Development
Plan)
 Resolve matters relating to discrepancies in employee
performance and employee grievances
 Give one (1) months notice to managers of upcoming employee
reviews
 As required review “Employee Performance Review”, sign and
date form
 As required consider requests for employee training (Training &
Development Plan)
 As required resolve matters relating to discrepancies in employee
performance and employee grievances
 Set objectives in consultation with employee
 Conducting performance reviews with their personnel
 Complete Training & Development Plan for employee as required
ACTION / METHOD
5.1.
General
All employees will participate in ongoing performance review and development. This will be
facilitated through a performance management cycle involving: an initial meeting to establish
an annual performance plan, on-going feedback and formal reviews (approximately 6
months apart).
Performance plans will consist of performance objectives (related to the SimuLab strategic
plan), performance standards (quality, quantity, time, etc.) and a development plan to ensure
the employee has the competency to meet the specified objectives and encourage career
development within SimuLab.
5.2.
Setting Objectives
Objective setting and the training plan underpin the performance review and development
process. Objectives can aid improved organisational and individual performance by:

Helping to clarify organisational and individual objectives.
3-008
WORK INSTRUCTION
Employee Review & Development
Version:
04
Page:
2 of 3
Issue Date:
16 August 2001
Authorised by: Marjorie Dickenson




Assisting staff to work more efficiently by providing clear objectives.
Encouraging staff ownership and commitment to objectives.
Providing performance measures and criteria.
Providing staff with supporting development to enhance personal and career
development.

Objectives should not be seen in isolation but rather as an integral part of SimuLab’s
strategic plan.
When writing objectives they need to be SMART:
SPECIFIC
There must be no doubt about what is required. The objectives must relate to a particular
task or output and be clearly understood by manager and member of staff. Both the staff
member and the manager must be able to assess whether the objective has been met or
not. Use active words to write the objective…Deliver, Write, Produce, Implement.
MEASURABLE
If you can’t measure it you won’t know whether it has been done or not. Use a range of
quantitative and qualitative measures…Quantity, Time, Cost, Quality.
ACHIEVABLE
An objective should not be too easy and should present a challenge…but a challenge the
member of staff is happy to accept. Staff need the resources and authority to tackle the
objective and the relevant skills and experience. If staff do not have the necessary skill level
the line manager should identify training needs.
RELEVANT
Objectives need to relate to the job and functional area objectives.
TIMEBOUND
Objectives should include a timeframe in which they are to be achieved.
5.3.
Review Preparation
The Laboratory Manager will give approximately one (1) months notice to relevant managers
of upcoming reviews. Managers will then make arrangements for the review meetings.
5.4.
Meeting
The review meeting will by held in private between the employee and their immediate
manager.
The meeting proceedings/outcomes will be recorded on form “Employee Performance
Review”.
Where there is an existing plan, performance against the set objectives will be assessed. As
previously outline performance standards will include, expected work quantity, quality, time
frames, etc. The manager will evaluate whether the employee has achieved, exceeded, or
failed to meet their performance objectives/standards. Comments may be added as
necessary, e.g., regarding the effect that changing circumstances or major events impacting
on the work, may have had on progress.
A development plan will be agreed to enhance the employee's overall skills, competence in
their current position, plus further career path. Where any training is required, arrangements
will be as per the "Employee Training" procedure.
The employee and the manager may add any general comments.
3-008
WORK INSTRUCTION
5.5.
Employee Review & Development
Version:
04
Page:
3 of 3
Issue Date:
16 August 2001
Authorised by: Marjorie Dickenson
Post-meeting
The Managing Director or the Laboratory Manager or their delegate will review the
"Employee Performance Review" form. This will be noted, signed and dated in the
appropriate section.
Managing Director or the Laboratory Manager will give due consideration to requests for
training, and advise the relevant manager of any training approved.
If there has been any disagreement recorded on the form regarding performance against
objectives or the development plan, the Managing Director or the Laboratory Manager will
discuss the matter further with the relevant manager and/or employee concerned.
5.6.
Training and Development
A training and development plan to be completed and copy forwarded to the Laboratory
Manager or delegate to facilitate any required training. Refer to work instruction – Employee
Training.
5.7.
Grievances
Any employee aggrieved with respect to the review process is to inform the Managing
Director or the Laboratory Manager in writing within 10 days of the meeting date. The
Managing Director or the Laboratory Manager will then respond and further mediate (as
necessary) in any dispute between and employee and their immediate manager.
5.8.
Unsatisfactory Performance
Where an employee's performance is identified as not meeting the required standards or
objectives specified in the performance plan, the manager will initiate appropriate
performance improvement action to assist employee meeting required standards/objectives.
5.9.
Records
A copy of the "Employee Performance Review" form will be maintained in the employee
record file. This record is considered to be strictly confidential and may only be accessed by:



Employee concerned.
Person performing the review.
Managing Director, Laboratory Manager or their delegate.
3-008