Performance Review Template Australia

PERFORMANCE REVIEW AND DEVELOPMENT RECORD

1. DOCUMENT CONTROL

• Document Title: Performance Review and Development Record (PRDR)
• Effective Date: [DD/MM/YYYY]
• Version: 1.0
• Jurisdiction: Commonwealth of Australia
• Scope: This document is governed by the Fair Work Act 2009 (Cth) and applicable Modern Awards or Enterprise Agreements.

2. LEGAL DISCLAIMER

This document is a formal record of performance communication. It is not an employment contract, nor does it override any existing terms of the employee’s signed Employment Agreement or the National Employment Standards (NES). Completion of this review does not constitute a promise of promotion, salary increase, or continued employment. All assessments are subject to the principles of procedural fairness and the Fair Work Act 2009.

3. IDENTIFICATION OF PARTIES

• Employer: [Company Legal Name] (ABN: [00 000 000 000])
• Employee: [Full Legal Name]
• Position Title: [Job Title]
• Review Period: [Start Date] to [End Date]
• Review Date: [Date of Discussion]

4. OPERATIVE CLAUSES

1. Performance Assessment Methodology Performance shall be assessed against established Key Performance Indicators (KPIs), core competencies, and the position description applicable to the Employee. Ratings are assigned based on objective observation and documented output.

2. Core Competency Evaluation

• Rating Scale: 1 (Unsatisfactory), 2 (Needs Improvement), 3 (Meets Expectations), 4 (Exceeds Expectations), 5 (Outstanding).
• Competency A ([Insert KPI]): [Rating: 1-5] | Manager Comments: [Text]
• Competency B ([Insert KPI]): [Rating: 1-5] | Manager Comments: [Text]

3. Conduct and Compliance The Employee acknowledges adherence to the Company’s Code of Conduct, Work Health and Safety (WHS) policies, and all statutory obligations during the review period. Any breaches must be noted here: [Comments or "N/A"].

4. Performance Improvement Plan (PIP) Trigger If the Employee receives a rating of 1 or 2 in any primary KPI, this document may serve as formal notice of a Performance Improvement Plan (PIP). The parties agree that the initiation of a PIP is a supportive measure to assist the Employee in reaching the required standard of performance.

5. Development and Training The Employer agrees to provide reasonable support, training, or resources identified as necessary for the Employee to achieve the performance objectives for the upcoming cycle: [List Resources/Training].

5. SIGNATURES & ACKNOWLEDGMENT

By signing below, the parties confirm that this performance review has been discussed in good faith. The Employee’s signature acknowledges receipt of this review and does not necessarily indicate agreement with all assessments provided herein.

Employee Name: __________________________ Signature: __________________________ Date: [DD/MM/YYYY]

Manager Name: __________________________ Signature: __________________________ Date: [DD/MM/YYYY]

6. EXECUTION GUIDE

1. Preparation: Conduct the review meeting in a private setting. Provide the Employee with the completed assessment at least 24 hours prior to the discussion to ensure procedural fairness.
2. Documentation: Populate all [bracketed] fields with factual, performance-based evidence. Avoid subjective language; utilize metrics and observable behaviors to mitigate risk of unfair dismissal claims.
3. Execution: Ensure both parties sign the document in physical or legally binding digital format. Provide a copy to the Employee immediately following the meeting.
4. Archiving: File the signed original in the Employee’s personnel file. If a PIP is triggered, attach the formal PIP document as an addendum to this record.