The ASU has recently been made aware of concerns by multiple BCYF staff members regarding the use of “support plans”, along with other procedures relating to disciplinary or performance review measures.

These sit outside the formally endorsed BCYF discipline and performance development procedures, and typically address performance and behaviour concerns of staff by management and/or supervisors. Some of these are specifically called “support plans”, where others are not titled but refer to their substance as a “support” or “development” plan.

Of particular concern are reports that the existence of plans has been used to decline pay point increments (usually progression through your classification pay scale; e.g. from 5.1 to 5.2) and to raise unexpected performance and behaviour concerns/issues.

Members have a right to be made aware of any performance issues as they arise, not just when it suits an employer to deny pay point progression.

In addition, a “support plan” or other similar process should not be a punitive process, but rather a process where the employee is supported to improve or reach clear goals, in order to develop and progress through the pay scale or meet their position criteria.

This should include measures such as clear expectations being set with the responsibilities of both parties being set out. It is reasonable to expect that this process includes commitments from your BCYF supervisor to support you, assist with training requirements and any other measures needed to assist you in reaching the desired outcome.

While these plans often incorporate measures for support and training, members are reporting that they have no prior knowledge of the issues prior to such meetings or the development of aforementioned support plans, are unclear on expectations or their rights and that at times they disagree with the issues that are raised. Staff also report being invited into meetings without being given the option to have a support person present, without prior awareness or notice of the purpose of the meeting and being told they must sign these documents and must not tell anyone else that the support plan is in place. Until recently, staff were not even comfortable raising these issues with HR or their Union.

You have a right to request a support person in a meeting and that person can be anyone of your choosing. ASU members are encouraged to request a Delegate attend their meeting if they feel a support person is required.

You also do not have to sign anything straight away; you can seek advice or think about the plan prior to committing to anything. You can also request a review of any decisions made that you disagree with.

  • Have you been affected by a potentially unfair process?
  • Are you concerned you have been unfairly denied pay point progression?

If you answered yes to either of these questions then you should request assistance from your Union. The ASU Member Contact Centre can help you through the process, they can provide advice and support and also talk through any concerns you may have with the process.

It is important to note that only ASU members have access to this advice and support.

The ASU help you and your co-workers deal with issues as they arise at your workplace – either individually or as a group – and campaign to improve the conditions for workers.

Joining is quick and easy and can be done online here

Why join?

Your work is the foundation of your life: doesn’t it make sense to protect it? The ASU protects your rights at work, provides expert advice and support and delivers members only savings and discounts. We are not-for-profit, member-owned and run. We exist only for the benefit of our members.

For further information please contact: your Delegate or:
The ASU Member Contact Centre | 1300 855 570 |
info@asuvictas.com.au

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