This policy document is currently under review to reflect The Australian National University Enterprise Agreement 2023-2026, which came into effect on 5 December 2023. Until this has been reviewed, the new Enterprise Agreement will take precedence over the provisions outlined in this document.
Policy: Unsatisfactory performance and misconduct
Purpose
To inform staff of the principles that underpin the management of unsatisfactory performance and misconduct at the University.
Overview
Where unsatisfactory performance or misconduct has been identified, this policy seeks to support and enable staff to perform at their best, in order to continue to contribute to the ongoing success of the University.
Scope
This policy applies across the University.
Policy statement
Performance and conduct expectations
- The University endeavours to assist staff members to perform to a high standard through the setting of performance objectives against University goals, regular feedback and the provision of development opportunities.
- The University's conduct expectations are specified in University Codes, including the Code of Conduct and Codes of Practice.
Managing unsatisfactory performance and misconduct
- Where a staff member is not able to demonstrate performance or conduct to a satisfactory standard, action is taken to address the unsatisfactory performance or misconduct. Such action occurs in a timely manner.
- The preferred outcome of an unsatisfactory performance or misconduct process is that a staff member improves his or her performance to contribute to the ongoing success of the University.
- Unsatisfactory performance or misconduct that is not remediated may result in disciplinary action. Serious misconduct may result in termination of employment.
6. A staff member:
- is afforded procedural fairness;
- may seek procedural advice from Human Resources;
- has the right to representation; and
- may seek a review of decision.
Information |
Printable version (PDF) |
| Title | Unsatisfactory performance and misconduct |
| Document Type | Policy |
| Document Number | ANUP_000477 |
| Version | |
| Purpose | To inform staff of the principles that underpin the management of unsatisfactory performance and misconduct at the University. |
| Audience | Staff, Staff-Academic, Staff-Professional, Staff-Academic-Research |
| Category | Administrative |
| Topic/ SubTopic | Staff - Performance Expectations |
| Effective Date | 6 Sep 2018 |
| Next Review Date | 30 Jun 2024 |
| Responsible Officer: | Chief People Officer |
| Approved By: | Vice-Chancellor |
| Contact Area | People and Culture Division |
| Authority: |
The Australian National University Enterprise Agreement 2023-2026 |
| Delegations | 0 |
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Information generated and received by ANU staff in the course of conducting business on behalf of ANU is a record and should be captured by an authorised recordkeeping system. To learn more about University records and recordkeeping practice at ANU,
see ANU recordkeeping
and Policy: Records and archives management.
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