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www.fndc.govt.nz
Far North District Council | Performance
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Private Bag 752, Kaikohe 0440
[email address]
Phone 0800 920 029
PC007 – Performance Management Policy
Adopted: June 2021
Next review: May 2026
Table of Contents
1.
Objective .......................................................................................................................................................... 1
2.
Scope............................................................................................................................................................... 1
3.
Policy Statement/s ........................................................................................................................................... 1
4.
Relevant Legislation, Policies and Procedures ............................................................................................... 2
5.
Definitions (if applicable) ................................................................................................................................. 2
1. Objective
Performance Management is a continuous process which links the Council’s mission, vision and goals to the
objectives and work plans of business units, work groups and individuals. It supports the achievement of business
goals through agreed employee performance objectives and behaviour standards, with feedback on progress. It
ensures effective planning and communication between People Leaders and staff.
2. Scope
People Leaders evaluate an employee’s performance on a regular basis giving timely, relevant, and effective
feedback to achieve agreed key performance indicators.
3. Policy Statement/s
Performance Management is a collaborative two-way process between an employee and their People Leader.
FNDC strives to encourage staff to be successful and fosters strong working relationships through regular
feedback and open lines of communication. The following steps take place:
• People Leaders and employees establish a common understanding of expectations. For new employees
their first 90 days are captured with set Key Performance Indicators (KPI’s) for existing employees KPI’s
are annually reviewed.
• People Leaders and their employees have regular discussions about progress against KPI’s together
with any training and development plans.
• At the end of the financial year KPI’s are discussed, measured, and assessed against what was
achieved.
Performance Concerns
If there are concerns around performance, these are to be discussed at the earliest opportunity by either the
People Leader or employee. This will enable a solutions focussed approach to successfully addressing
performance concerns and creating an ongoing conversation in this area until resolved. If concerns continue then
this may lead to a Performance Improvement Plan being initiated.
If the level of productivity decreases or there are concerns around behaviour while employees are remote working,
these are to be communicated at the earliest opportunity. Consideration will be given to the work environment
to ensure it is suitable for remote working. This may result in remote working being reviewed.
Document number A18035631803563
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Far North District Council | Performance Management Policy
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Performance Improvement Plan (PIP)
The purpose of the PIP is to define areas of concern and/or gaps, together with training requirements, while
allowing the employee an opportunity to demonstrate improvement. A PIP is set for an agreed timeframe (usually
20 working days), with performance evaluated on a weekly basis giving the opportunity for feedback from both
parties. At the end of the agreed timeframe a review will be carried out to assess if the PIP has been successful.
If performance has not improved to a satisfactory and sustainable level, then it is proposed that the PIP is to
continue for another term. A PIP is normally in place for no longer than three terms. If there is no improvement
to performance, disciplinary action may be proposed during the formal review meetings (refer to the Disciplinary
Matters Policy).
4. Relevant Legislation, Policies and Procedures
Legislation
Employment Relations Act 2000
Council Policies and
PC022 Disciplinary Matters Policy
Procedures
PC033 Privacy Policy
PC041 Remote Working Policy
PC004 Code of Conduct
5. Definitions (if applicable)
Term
Definition
Key
Measurement used to assess performance against position objectives.
Performance
Indicators
(KPI’s)
Learning and
An agreed plan to enable to successfully achieve your current roles KPI’s and actively
Development
support the career aspirations.
Plan (active)
Performance
When there is a gap between actual and desired job performance.
Concerns
Performance
A formal document which is agreed by both the People Leader and the employee
Improvement
outlining performance concerns and actions to address those concerns.
Plan
Document number A18035631803563
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