KNOWLEDGE BASE
PROCEDURE
Performance and Professional Development Procedure
Document No:
PROC-003
Version:
1.0
Approved by:
Management
Effective Date:
30/06/2026
Review Date:
30/06/2027
Purpose
This procedure outlines the approach to performance review, professional development, and ongoing competency at Bodyfocus Wellness Centre.
The objective is to support employees in maintaining professional standards, developing their skills, and contributing positively to the organisation and our patients.
Scope
This procedure applies to all employees of Bodyfocus Wellness Centre.
Principles
Bodyfocus Wellness Centre is committed to:
Supporting employees to perform their roles effectively.
Providing regular feedback and opportunities for development.
Encouraging continuous learning and professional growth.
Maintaining professional competency and compliance requirements.
Addressing performance concerns in a fair, respectful, and constructive manner.
Performance Reviews
Performance reviews are generally conducted every six months, or more frequently where required.
Performance discussions may consider:
Achievement of role responsibilities
Professional conduct and behaviour
Compliance with organisational policies and procedures
Quality of service delivery
Communication and teamwork
Attendance and reliability
Professional development activities
Individual goals and career development
Performance reviews provide an opportunity for two-way discussion between employees and management.
Records of completed reviews will be maintained within the employee's personnel record.
Ongoing Feedback
Performance management is an ongoing process and is not limited to formal review meetings.
Employees are encouraged to seek feedback, raise concerns, and discuss development opportunities with management throughout the year.
Management may provide guidance, coaching, mentoring, or additional support where appropriate.
Professional Development
Employees are encouraged to participate in professional development activities relevant to their role and responsibilities.
Professional development may include:
Formal education and training
Continuing professional development activities
Conferences and seminars
Internal training programs
Online learning modules
Clinical mentoring and supervision
Self-directed learning
Where applicable, employees remain responsible for meeting any continuing professional development requirements associated with their professional registration.
Training and Competency
Bodyfocus Wellness Centre may require employees to complete mandatory training, refresher training, or competency assessments relevant to their role.
This may include:
NDIS-related training
Infection prevention and control training
Work health and safety training
Privacy and confidentiality training
Information security training
Clinical or role-specific training
Records of training completion will be maintained within the employee's personnel record.
Development Planning
Performance reviews may identify opportunities for further learning, skill development, or career progression.
Where appropriate, development goals may be documented and reviewed during subsequent performance discussions.
Performance Concerns
Where performance concerns arise, management will seek to address issues in a timely, fair, and constructive manner.
Depending on the circumstances, this may include:
Informal discussions
Additional training or supervision
Clarification of expectations
Coaching and support
Formal performance management processes
Serious misconduct or disciplinary matters will be managed in accordance with the organisation's Misconduct and Discipline Procedure.
Responsibilities
Management
Management is responsible for:
Conducting performance reviews
Providing feedback and support
Identifying training and development needs
Maintaining performance records
Supporting employee development
Employees
Employees are responsible for:
Performing their role to the required standard
Participating in performance reviews
Maintaining required competencies
Completing mandatory training
Actively engaging in professional development