Official form guide
Form setting up a performance system checklist: Setting up a performance system checklist
The Setting up a Performance System Checklist is a one‑page tool from the Fair Work Ombudsman. It guides employers through planning, discussing, monitoring and reviewing employee performance goals.
Need help with Form setting up a performance system checklist?
Open it in the AI Editor for field guidance, checks, and PDF export.
Form Overview
Fair Work Ombudsman Form setting up a performance system checklist - Setting up a performance system checklist
The Setting up a Performance System Checklist is a one‑page tool from the Fair Work Ombudsman. It guides employers through planning, discussing, monitoring and reviewing employee performance goals.
Risk Radar
Scan points- 1Skipping the written performance agreement is the most common slip‑up.
- 2Not recording goals in a written performance agreement
- 3Failing to give regular feedback
- 4Omitting the employee’s copy of the agreement
- 5Skipping preparation of discussion points
Plain English
Think of this as a simple worksheet to help you build a fair performance system at work. It walks you step‑by‑step from setting goals to giving feedback and doing regular reviews.
Submission Date
- Filing date: Use it when you are creating a new performance system, at the start of a performance cycle, or before a scheduled performance review.
- Preparation window: collect IDs, supporting records, and signatures in advance.
- Final review: verify names, dates, and required fields before submission.
AI co-pilot
Fill it faster. Catch mistakes before you file.
What this form is for
- When you need a simple guide to set up a performance system for all employees.
- When you want a step‑by‑step checklist covering planning, discussing, monitoring and reviewing goals.
- When you prefer a non‑legal template rather than a formal performance improvement plan.
- When you want to ensure both employer and employee keep a copy of the performance agreement.
Form selector
Use this form or another form?
Performance issue escalates to formal warning
Provides legal record of breach
✓ Verify you have followed the checklist first
Fair Work warning letter template
Need to document a specific performance‑improvement plan
More detailed actions and timelines
✓ Ensure goals are already agreed in the checklist
Performance Improvement Plan (PIP) form
Dispute over termination
Covers end‑of‑employment obligations
✓ Confirm performance review was completed per this checklist
Collective bargaining or award‑specific requirements
Must align with award clauses
✓ Check that the checklist does not conflict with award terms
Award or enterprise agreement documentation
Deadline or filing window
There is no statutory filing deadline; the timing is driven by your performance cycle – typically every 6 or 12 months.
Before you submit
- 1Plan: Write business goals and draft individual goals for each employee.
- 2Create or download the performance agreement template.
- 3Discuss: Meet each employee, record specific, measurable, realistic, relevant goals.
- 4Both parties sign and keep a copy of the performance agreement.
- 5Monitor: Record regular feedback using the AID method.
- 6Review: Schedule a 6‑ or 12‑month review meeting in a private setting.
- 7Prepare dot‑point notes for each review discussion.
- 8Agree on new goals and document them in a new performance agreement.
How to file this form
- 1Save the completed checklist as a PDF or printed copy.
- 2Place the checklist in the employee’s personnel file.
- 3Store an electronic version in your HR system or secure cloud drive.
- 4Label the file with the employee’s name and review date.
- 5Keep a master copy of the checklist for future reference.
Known limitations
- 1It is a guidance tool, not a legal contract.
- 2Does not replace a formal Performance Improvement Plan if required.
- 3Not a substitute for award or enterprise agreement obligations.
- 4No submission to the Fair Work Ombudsman is required.
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->The Setting up a Performance System Checklist is a current one‑page tool from the Fair Work Ombudsman; no recent updates are noted.
What changed or needs a fresh check
- Confirm you are using the latest Fair Work Ombudsman checklist (one‑page version).
- Verify the performance agreement template link is still current.
- Check that the ‘AID’ feedback approach is included.
- Ensure the suggested online learning link (www.fairwork.gov.au/learning) is active.
Quick Facts
Sources
- SRCStep 1 Plan items listed in source (business goals, performance agreement template, dot points).
- SRCStep 2 Discuss items listed in source (meeting, SMART goals, record agreement, timeframe, copies).
- SRCStep 3 Monitor items listed in source (regular feedback, AID approach, body language).
- SRCStep 4 Review items listed in source (6 or 12‑month review, private setting, preparation, employee input).
- SRCOnline learning link provided in source (www.fairwork.gov.au/learning).
- SRCNot confirmed in official source: exact version number or revision date.
Common confusion points
Treating the checklist as a formal disciplinary form.
Skipping the signed copy for both employer and employee.
Using vague goals instead of specific, measurable ones.
Forgetting to use the AID feedback structure.
Overlooking the need for a private, uninterrupted review meeting.
Assuming the checklist must be submitted to Fair Work.
Source transparency
Copyright & Licensing — Australian Government Forms
BrieflyGo links to and explains official public form sources. We are not a government agency, and this page is for general form guidance, not legal advice.
Understand the agreement before you sign it.
Review risky clauses in plain English, fix the document, and keep it moving toward signature.