Performance development

Our Performance and Development Programme (P&DP) is a core business process that works to align the efforts of teams and individuals with our purpose, vision and goals.  P&DP is a year round process and this section details the three key elements ind P&DP and guides you through your managerial responsibilities.  Read more….

Giving Feedback and Coaching

Continually giving feedback that reinforces good behaviour or performance or calls for improvement where required is a highly effective way to develop your people. We have some effective advice and tools you can use to give timely, honest feedback to motivate or correct. Coaching is a highly effective way to develop the ability and experience of your people. It means giving them carefully chosen and progressively more ‘stretching’ tasks to perform, combined with continuous assessment and support. Use our tips for coaching and the coaching plan to grow the capability of your team members Read more…..

Getting Performance or Behaviour Back On Track

When a team member is not meeting performance standards or displays behaviour below expectations,  you need to remedy the situation quickly.  Our ‘getting performance back on track’ process ensures that you are well prepared  to do this.  Read more….

Discipline, Warnings, Dismissal

When a significant misconduct incident occurs, or a previous attempt to correct unsatisfactory performance or behaviour has been unsuccessful, it’s time to take action. Where we take  disciplinary action there is the potential for a personal grievance action so we need to have good cause for any action we take and follow a fair process. This section walks you through our disciplinary process and provides you with tools and knowledge to effectively and lawfully investigate potential disciplinary matters including when and how to issue warnings or dismiss a team member if that proves necessary. Read more….

Leave

It is important to Rotorua Lakes Council that our team members use annual leave to remain refreshed and healthy. We also recognise that circumstances such as sickness, family responsibilities, birth of children and bereavement arise in the personal lives of our team members with a legitimate impact on their working lives. Accordingly, as managers you need to understand and manage a variety of leave entitlements. Read more…

Employment Relationship Problems (PGs) – Our Process for Handling

All employees have legal rights to raise employment issues with us, to challenge actions we take that affect them and ultimately to raise employment relationship problems, including personal grievances (PG’s). You need to understand these rights and the processes to follow in dealing with these issues. Note: these processes can’t be used over any dispute  relating to the setting of terms and conditions of employment (e.g. claims for a wage/salary rise). Note: a PG must be raised within 90 days of when the facts that give rise to the grievance occurred or came to the employee’s attention.  Read more….