Victorian VPS work performance policy: what a fair improvement process should show
This is the common policy for unsatisfactory performance, not the misconduct procedure. Identify the actual standard. It could be in the position description, performance development plan, classification descriptors, professional requirements or the code of conduct. Ask whether it was communicated and applied to the work actually allocated.
How it works in practice
Look for specific examples of the alleged shortfall, measurable expectations, relevant training or support and a reasonable opportunity to improve. The employee should know the process they are in and their representation options. Keep meeting notes, timelines, the plan and examples of work that meet the standard.
In a custodial setting, check operational context: staffing levels, conflicting instructions, changes to duties or lack of access to training may matter. Record what support was asked for, what was offered and what happened at reviews. Address each performance issue rather than treating a general criticism as a substantiated finding.
Source and status
This Victorian Public Service common policy was listed as updated 23 December 2025. It guides clause 26. The Victorian Government says common policies prevail over inconsistent agency policies, while the agreement and applicable legislation prevail over the common policy. Check coverage before relying on it, particularly outside the Victorian Public Service.
Read the official policy PDF and check the common policy register. General information only.
Read the official policy PDF on this page
© Copyright State Government of Victoria. Unaltered copy of the official source PDF, reproduced under Creative Commons Attribution 4.0. Check the official source for later updates.
Comments