Performance Management Policy
Version: 1.0
Effective: 1 July 2026
Owner: Jodie Bricout, Chief Strategy and Commercial Officer
1. Purpose
Adelitics Pty Ltd (ACN 665 405 569) wants everyone to do good work and to understand clearly what is expected of them. This policy sets out how performance is managed both through regular feedback in the normal course of work, and through a more structured process when performance is not meeting expectations.
Performance management is not primarily about discipline. It is about clarity, support and fair outcomes.
2. Who This Applies To
This policy applies to all Adelitics employees and directors.
For the SA Water team, performance management involves both Adelitics (as the employer) and SA Water (as the day-to-day work director). The process for managing performance issues for this team is set out in Section 6.
3. Expectations and Feedback
3.1 Clear Expectations
At the start of employment and on an ongoing basis, your manager will ensure you understand what is expected in your role -- the work you are doing, the standards that apply, and how your performance will be assessed.
3.2 Regular Feedback
Feedback should be ongoing and two-way. Adelitics expects managers to give timely, honest feedback -- positive and constructive -- and to create space for employees to raise concerns about their work, workload or working conditions.
4. Managing Underperformance
Where an employee is not meeting the expected standard, Adelitics will address this through a fair process that gives the employee a genuine opportunity to improve.
4.1 Step 1 Informal discussion
In most cases, performance issues should first be addressed through a direct and honest conversation. The manager will:
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Identify the specific performance gap clearly
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Listen to the employee's perspective and any factors affecting their performance
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Agree on what improvement looks like and by when
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Offer appropriate support
A note of the discussion and agreed actions should be kept by the manager.
4.2 Step 2 Performance improvement plan
If informal discussion has not produced the required improvement, or the performance gap is significant, a formal performance improvement plan (PIP) will be put in place. The PIP will:
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State the performance expectations not being met, clearly and specifically
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Set measurable improvement targets and timeframes (typically four to eight weeks)
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Identify the support and resources Adelitics will provide
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Explain the consequences if improvement is not achieved
The employee will be given the opportunity to respond to the PIP and to have a support person present at any formal meeting (a colleague or union representative, not a lawyer).
4.3 Step 3 Outcome
At the end of the PIP period, Adelitics will assess whether the required improvement has been achieved. Possible outcomes include:
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Performance has improved to the required standard: the matter is closed
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Performance has partially improved: the PIP period may be extended with revised targets
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Performance has not improved to the required standard: Adelitics may issue a formal warning or consider termination of employment
For fixed-term employees, the end of the fixed term may also be the appropriate conclusion if performance issues have not resolved.
5. Misconduct
Misconduct is handled separately from underperformance. Serious or wilful misconduct may result in summary termination. Examples include: dishonesty, theft, deliberate breach of safety rules, serious harassment or bullying, or conduct that brings Adelitics into disrepute.
6. SA Water Team: Performance Management Arrangements
For employees working at SA Water under Adelitics' employment, performance issues may be raised by SA Water directly with Mark Stephens. The following process applies:
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SA Water raises a performance concern with Mark Stephens
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Mark assesses whether the concern represents a genuine performance issue and discusses it with the employee
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If a formal process is required, Jodie Bricout is involved as the Adelitics employer representative
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SA Water is kept informed of the process and outcome to the extent required under the services agreement
Adelitics retains full authority as the employer in respect of all employment decisions, including any decision to terminate employment. SA Water does not have unilateral authority to remove or terminate an employee.
7. Employee Rights
Throughout any performance management process, you have the right to:
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Be told clearly what performance issue is being raised and given a fair opportunity to respond
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Have a support person present at formal meetings
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Access Adelitics' Grievance and Complaints Procedure if you believe the process is being conducted unfairly
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Seek advice from the Fair Work Commission if you believe a dismissal is unfair (where eligible under the Fair Work Act)
8. Confidentiality
Performance management processes and outcomes are confidential. Information will only be shared with those who need to know in order to manage the situation fairly and effectively.