FSU: Fair Scorecards @ NAB

This survey is open to all NAB employees and it’s about collating the evidence to demonstrate to NAB that the current scorecards are not consistent the requirements of the enterprise agreement. The demographic information is important to help us demonstrate the issues by work group. Your personal information will be kept confidential at all times. We encourage you to share this survey with all your workmates and encourage them to complete it by April 7, 2017

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* 1. Do you have a Role Purpose Statement that reflects your current role?

Yes

Unsure

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* 2. Do you have a scorecard relevant to your current role in place?

Yes

Unsure

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* 3. Was your scorecard provided at the commencement of the performance year?

Yes

No scorecard in place

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* 4. If "NO" to question 3, when was your scorecard provided?

November 2016

December 2016

January 2017

February 2017

March2017

No scorecard in place

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* 5. Do you understand your scorecard objectives?

Yes

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* 6. Is your scorecard clear about what you need to do to meet your performance objectives?

Yes

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* 7. Were you consulted about your scorecard objectives?

Yes

Limited

If no, or limited please elaborate

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* 8. Are all your performance objectives set and agreed in your scorecard?

Yes

If not, what measures are not included and or not agreed?

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* 9. Since October 2016, do you have monthly performance conversations with your People Leader?

Yes

Some months

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* 10. Compared to FY16, have your scorecard objectives relating to the respective outcomes of exceeds expectations, meets expectations or expectations not met became…

Easier to achieve

Remained about the same to achieve

Harder to achieve

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* 11. Do you work additional hours to achieve your scorecard measures (includes before or after work or through breaks)?

Regularly

Sometimes

Never

If regularly or sometimes please elaborate.

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* 12. Does your People Leader take into consideration staff or relief shortages and significant absences and appropriately adjust your performance objectives.

Always

Sometimes

Never

Comments

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* 13. If you have experienced difficulty meeting agreed performance objectives, have you been provided with additional training, coaching and time management assistance.

Always

Sometimes

Never

Not Applicable

Please elaborate

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* 14. Performance conversations with your People Leader clearly differentiate between performance of your role and aspirational stretch targets?

Yes

Sometimes

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* 15. During the course of this performance year (FY17), NAB advised it will no longer be providing mid year performance ratings. Do you think this makes it:

Worse for you because discussions with your People Leader do not provide clarity about your performance at work

No change

Better for you because discussions with your People Leader provide clarity about my performance

Question Title

* 1. Do you have a Role Purpose Statement that reflects your current role?

Question Title

* 2. Do you have a scorecard relevant to your current role in place?

Question Title

* 3. Was your scorecard provided at the commencement of the performance year?

Question Title

* 4. If "NO" to question 3, when was your scorecard provided?

Question Title

* 5. Do you understand your scorecard objectives?

Question Title

* 6. Is your scorecard clear about what you need to do to meet your performance objectives?

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* 7. Were you consulted about your scorecard objectives?

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* 8. Are all your performance objectives set and agreed in your scorecard?

Question Title

* 9. Since October 2016, do you have monthly performance conversations with your People Leader?

Question Title

* 10. Compared to FY16, have your scorecard objectives relating to the respective outcomes of exceeds expectations, meets expectations or expectations not met became…

Question Title

* 11. Do you work additional hours to achieve your scorecard measures (includes before or after work or through breaks)?

Question Title

* 12. Does your People Leader take into consideration staff or relief shortages and significant absences and appropriately adjust your performance objectives.

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* 13. If you have experienced difficulty meeting agreed performance objectives, have you been provided with additional training, coaching and time management assistance.

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* 14. Performance conversations with your People Leader clearly differentiate between performance of your role and aspirational stretch targets?

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* 15. During the course of this performance year (FY17), NAB advised it will no longer be providing mid year performance ratings. Do you think this makes it:

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* 16. General comments, anything else you'd like to add...