1. INTRODUCTION
Castle Hill RSL Club Ltd (CHRG) is committed to the ongoing development of our team and providing a working environment that acknowledges their contribution and builds capacity to ensure organisational effectiveness.
Our performance and development framework is underpinned by our values of Community, Hospitality, Respect and Growth and aims to provide leaders and team members a continuous process of reflecting on, negotiating, developing, reviewing and making decisions about an individual's performance in achieving organisational and personal goals.
This policy applies to all CHRG team members.
2. RESPONSIBILITIES
2.1.Leader’sResponsibilities
Exercising leadership by actively participating in the performance management and development process.
Facilitating the identification of appropriate workplace goals.
Providing continuing support and feedback to team members.
Obtaining feedback from team members and implementing corrective actions as required.
Facilitating the identification of and participation in appropriate person and professional development.
2.2.TeamMember’sResponsibilities
Actively participating in the performance management and development process.
Assisting their leader in identifying appropriate workplace goals.
Demonstrating and being accountable for their performance in relation to workplace goals.
Actively participating in appropriate and related professional development as required.
2.3.TeamMember’sResponsibilities
The administration and record keeping of all ‘Formal’ Check-Ins.
The notification to leaders of any upcoming Check-Ins.
3. PERFORMANCE CHECK-INS
CHRG Performance Check-Ins are designed to facilitate a robust conversation between leaders and team members across the following areas of performance and development:
Values-Based Behaviours
Job Knowledge and Skills
Workplace Goals
Personal and Professional Development
These discussions will be facilitated by the following forms during ‘Formal’ Check-Ins
Check-In_Probation Period
Check-In_Annual
Check-In_Quarterly
3.1.FirstYearofEmployment
During the onboarding period, a new employee will participate in the following performance and development activities, at a minimum.
Timing Two Weeks Six Weeks Three Months Five Months Twelve Months
Style Informal Informal Informal Formal Formal
Activity Leader Check-In P&P Check-In Leader Check-In Leader Check-In Leader Check-In
3.2.SubsequentYearsofEmployment
During the subsequent years, team members will participate in the following performance and development activities, at a minimum dependant on their role:
Operational Teams
Timing Anniversary
Style Formal
Activity Leader Check-In
Support Teams
Timing Quarter One Quarter Two Quarter Three Quarter Four
Style Formal Formal Formal Formal
Activity Quarterly Leader Check-In Quarterly Leader Check-In Quarterly Leader Check-In Quarterly Leader Check-In
4. QUALIFICATIONS
Many roles across CHRG require compulsory qualifications. Our team members are responsible for obtaining and maintaining these compulsory qualifications.
Hospitality – Responsible Service of Alcohol (RSA) and Responsible Conduct of Gambling (RCG)
Aquatics – CPR
Where new compulsory requirements are put in place during a team member’s employment, CHRG will bear the cost of the initial training.
5. SKILLS DEVELOPMENT
We provide skillstraining forall team members through a variety of methodsincluding classroom, online and on-the-job.
On-the-job training takes place in accordance with the applicable ‘Training Manual and Verification of Competency’ for each skill/area of work.
6. RECORD KEEPING
Informal Check-Ins
All records of informal Check-Ins will be recorded in the Employee Notes section of Humanforce.
June2024
Formal Check-Ins
All records of formal Check-Ins will be forwarded to the People team, saved in the team member’s personnel file and recorded in the Check-In Register.
7. BREACH OF THIS POLICY
Breaches of this policy may result in counselling and or disciplinary action, up to and including dismissal.
8. REVIEW OF THIS POLICY
This policy will be reviewed every two years to ensure it remains consistent with all relevant legislative requirements, as well as the changing nature of the company or more frequently where legislative requirements are changed or amended.
9. POLICY COMMUNICATION AND EDUCATION
This policy will be stored on CHRG’s intranet site. It will be incorporated into induction/onboarding programs and CHRG will conduct education sessions on the application and operation of this policy as required and when any changes to the policy are implemented.
10. DOCUMENT HISTORY
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