During the formal evaluation, the employee and his supervisor discuss the comparison of performance and performance with the objectives initially agreed (in the modified form during the year). Significant achievements that are not related to initial or modified work objectives should also be taken into account. The constructive responses of line managers to their employees and the ability of staff to obtain constructive feedback are essential to the success of the APP process. « Directions for giving and receiving constructive feedback » can be obtained through support information. If the individual does not receive appropriate feedback, it can be very difficult to justify a possible performance evaluation result, such as not awarding a performance and development stage. It is a requirement of CSIRO superiors to ensure that legitimate employees participate in the APA process under their supervision. Superiors who do not do everything in their power to ensure that eligible employees participate in the APA process within the required time frame are not entitled to performance bonuses. The manager of the next level is responsible for ensuring consistent standards in AAP in the group and supports the recommended results or in case of disagreement on the APA. An employee`s progress towards higher performance and development milestones within a classification level depends on the performance results, as assessed in the APP. Acceptable performance results, which can be rewarded with a performance and development stage, are those that can be achieved within 12 months (given normal absences for rest and sick leave). A long-term EF staff member and his or her supervisor should agree on modified objectives that take into account additional management tasks and the expected level of performance.
Following the first 12-month EF review and, if applicable, each subsequent review of the APA, the APA should assess the officer`s performance and performance on the basis of the modified work objectives. This applies regardless of whether the leave (considered a benefit) is paid or unpaid. The success of the training programme should be an essential part of the objectives of the evaluation period and should be taken into account, along with all other work objectives, in the evolution of progress in performance and development.