If the person does not comply with these agreements, it goes without saying that you have fair and reasonable grounds for dismissal. This may make the redundancy process cleaner for all parties involved, but it will be evaluated on a case-by-case basis. This is the advantage of communicating performance agreements. It is much more likely that you will be involved in the development and performance of your employees if you accept and commit to regular performance meetings. Performance agreements not only measure performance, but also set up an excellent communication system to regularly discuss individual performance. These agreements are essentially a way to ensure that everyone knows what they need to work on and why. R805 regulates employment contracts, performance agreements (including performance plans) and City Manager job descriptions and direct reports. These are just some of the many benefits you can get through performance agreements: performance agreements need to clearly state the agreed goals and how they are measured. Document these things to avoid future disagreements about what they expected from the person. Let everyone understand the consequences of action or inaction. When a formal agreement sets out specific and measurable expectations, it does not leave much room for arguments. If the person does not respect the agreement, you have a process in place that you can follow.
The objective of the performance management policy and performance management procedure for top management is to regulate the effective implementation of performance management requirements for high-level management, as reflected in various legislation. One of the most effective ways to do this is through a performance agreement. This defines the responsibility for certain personal and organizational objectives. It defines the expectations of individuals. It sets and agrees on results-based goals that are aligned with the overall goal you want to achieve. And it ends with the individual`s formal and signed commitment to the agreement. Performance agreements are an excellent complement to a performance management system. They improve accountability to both employees and executives and present clear expectations that employees can use to take responsibility for their own performance. Each time you enter into a contract, the other person probably expects to receive something for compliance with the terms of that contract.
In the case of a performance contract, this may be a bonus or reward, or may simply be a continuation of the job. All that remains is for you and the employee to sign and date the agreement.