Disagreements should first be resolved at the point of origin with the supervisor and, if unresolved, departmental grievance procedures must be followed.

Consequences for poor performance must be documented, fair, and consistent.

Performance assessment and management is an annual event.

Consequence management alone is not a reason to lodge a grievance.

Performance agreements drive accountability.

Performance assessment is about growth, not just ratings.

Recognising good performance is more important than managing poor performance.