Official form guide
Form performance review discussion plan: Performance review discussion plan
This form is a Performance Review Discussion Plan issued by the Fair Work Ombudsman. Use it when you are setting up or conducting a formal discussion about an employee's performance. It outlines what will be discussed before the review takes place.
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Form Overview
Fair Work Ombudsman Form performance review discussion plan - Performance review discussion plan
This form is a Performance Review Discussion Plan issued by the Fair Work Ombudsman. Use it when you are setting up or conducting a formal discussion about an employee's performance. It outlines what will be discussed before the review takes place.
Risk Radar
Scan points- 1Do not skip detailing the agreed-upon next steps; this is crucial evidence!
- 2Forgetting to list measurable goals for the review period.
- 3Submitting the plan after the performance chat has already occurred.
- 4Vague descriptions of feedback (e.g., writing 'Good work' instead of specifics).
- 5Not having both manager and employee sign off on the final plan.
Plain English
Think of this as the agenda for your performance chat. Before you sit down with someone to talk about how they are doing at work, you fill out this plan first. It helps keep the conversation focused and fair.
Submission Date
- Filing date: Submit this form before the scheduled performance review meeting. This ensures all parties know what to expect beforehand.
- Preparation window: collect IDs, supporting records, and signatures in advance.
- Final review: verify names, dates, and required fields before submission.
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What this form is for
- When you are planning a formal chat about an employee's job performance.
- Before the actual performance review meeting happens.
- To clearly outline what topics will be covered during the discussion.
- If you need to document agreed-upon goals or areas for improvement beforehand.
Form selector
Use this form or another form?
Dispute Resolution Request
Use this when starting a formal complaint about performance issues.
✓ Check if your issue is just *about* performance, not *the review itself*.
Performance Review Discussion Plan
Employee Record Update Form
Use this if you are updating general employment details alongside the review.
✓ Ensure the discussion plan matches the record update scope.
Performance Review Discussion Plan
Wage Claim Submission
Use this when your pay relates directly to poor performance outcomes.
✓ Verify the payment period aligns with the planned review dates.
Performance Review Discussion Plan
Deadline or filing window
The form should be completed well in advance of the review meeting itself. There isn't a single universal deadline, but timing before the discussion is key.
Before you submit
- 1Ensure all required fields marked with an asterisk (*) are completed.
- 2Confirm the employee's name and job title match internal HR records.
- 3Review the 'Areas to Discuss' section for clarity—are they specific enough?
- 4Check that the proposed goals are measurable (SMART criteria).
- 5Verify the planned date/time of the discussion is accurate.
- 6Sign or digitally approve the plan before submitting.
How to file this form
- 1Complete all sections of the Performance Review Discussion Plan accurately.
- 2Save a draft copy in your local system first (e.g., on your desktop).
- 3Submit the form via the designated Fair Work Ombudsman portal or email address.
- 4Obtain confirmation of receipt from the FWO.
- 5File the final, submitted version with the employee's HR file.
Known limitations
- 1This plan itself is not a legal guarantee; it only outlines what *will* be discussed.
- 2It does not dictate the outcome of the review (e.g., promotion or warning).
- 3The form doesn't cover informal, day-to-day performance chats—this is for formal planning.
- 4Not confirmed in official source: Specific requirements for small business vs. large enterprise use are not detailed on this overview.
Field map
Compact field-by-field guide
Applicant
1 items
Full name (and representative, if any), postal address, email, and phone number of the person or organisation lodging the application.
Respondent
1 items
The exact legal name and ABN of the employer or other party the application is made against.
The Matter
2 items
Identify the kind of matter — for example, unfair dismissal, general protections, or an agreement application.
A clear description of what happened, relevant dates, and the outcome you are seeking.
Dates
1 items
Relevant dates such as the date of dismissal or the date the issue arose — these determine whether you are within time.
Supporting
1 items
Any documents that support your application, such as letters, contracts, or notices.
Declaration
1 items
Sign and date the form. Applications may also require a fee or an application for a fee waiver.
Almost done reviewing the fields?
Fillable formOpen in Editor->This Performance Review Discussion Plan is the standard document for setting up performance conversations. Check the Fair Work Ombudsman website for the absolute latest version.
What changed or needs a fresh check
- Check if there have been recent changes to required fields (e.g., adding a 'Next Steps' section).
- Confirm the current date/effective version number listed on the form.
- Verify if specific templates for different industries are now mandatory.
- Look for updates regarding digital submission requirements (e.g., requiring an email address).
Quick Facts
Downloads & source
Sources
- SRCIssued by: Fair Work Ombudsman (FAIR_WORK_OMBUDSMAN)
- SRCForm Name: Performance review discussion plan
- SRCPurpose: Outlines pre-review conversation topics.
- SRCContext: Used for formal employee performance reviews in Australia.
- SRCNot confirmed in official source: Specific required fields vary based on industry sector.
Common confusion points
Confusing it with the final 'Performance Review Report'—this is just the *plan*.
Not knowing if you need to submit it before or after setting a date (it should be beforehand).
Thinking that filling out one copy covers all employees in the business when it might require individual plans.
Mistaking the discussion plan for proof of pay rate approval; they are related but separate documents.
Source transparency
Copyright & Licensing — Australian Government Forms
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