PERFORMANCE REVIEW

Employee Name: Student Name Position: Centre Manager

Manager/Supervisor Name: Human Resource Manager Faculty/Office: Bounce Fitness Brisbane

Date of Review: Commencement in position: November 2020

AIMS OF THE PERFORMANCE REVIEW PROCESS

The aims of the performance review process are to jointly:

● Evaluate performance goals, learning & development goals, core competencies and corporate values over the past 12 months

● To set performance goals and learning & development goals for the upcoming 12 months

● Provide a means of obtaining information in order to improve organisational systems and processes

● Enhance working relationships and to provide a mechanism to receive feedback on job performance

● Recognise and reward good performance and to provide an opportunity to identify areas to enhance work performance

HOW TO USE THIS FORM

This form provides the basis for documenting the Performance Review discussion. Both the Manager/Supervisor and employee will need to prepare for the Performance Review
meeting in advance by:
● Setting an agreed date, time and location for the meeting

● Employee to independently conduct an evaluation of their performance and goal achievement over the past 12 months (January to December 2022). Then set new goals for
the upcoming 12 months (January to December 2023). Employee to forward these to their Manager/Supervisor in advance of the Performance Review discussion.

This form is divided into five (5) sections (NOTE: ALL PARTS OF THIS FORM MUST BE COMPLETED BETWEEN SEPT & NOV 2022):
● Part A – EVALUATING past 12 months performance – evaluate and review performance and learning & development goals that were agreed upon in the past Performance
Review (these may have been updated throughout the year as priorities have changed) and review performance and behaviour based on the core competencies and
corporate values set out by the Bounce Fitness.
● Part B – Final Comments – Provide overall comments on performance over the past 12 months (January to December 2022)
 ● Part C – SETTING new goals for upcoming 12 months – Set new performance goals and learning & development goals for the upcoming 12 months (January to December
2023). These can be modified throughout the year as priorities change.
● Part D – Personal and Professional Development – develop professional development plan by selecting development opportunities that will assist the employee to resolve
the performance gaps and/or meet goals set in Part C.
● Part E – Approvals – Form to be signed by the Manager/Supervisor and employee to confirm the Performance Review discussion and outcomes from the meeting

PART A – EVALUATE (EVALUATE AND REVIEW PERFORMANCE, LEARNING & DEVELOPMENT GOALS OVER THE PAST 12 MONTHS –
(JANUARY TO DECEMBER 2022)

RATINGS

Exceeds
Consistently exceeds expectations of the role.
Expectations

Meets Expectations Consistently meets the standards expected of the role.

Needs Improvement Work performance is inconsistent. Role requirements are sometimes met but not consistently.

Unsatisfactory Work performance is well below expectations of the role. Role requirements are occasionally or never met.

PERFORMANCE GOALS

Evaluate the achievement of performance goals and key performance indicators over the past 12 months (January to December 2022). Space has been provided for
comments.

NOTE: If you completed a Performance Review form last year – Enter the performance goals set in the Performance Review form from last year in the space provided
below.
If you commenced within the past 12 months – Identify the performance goals that you have worked towards since commencing in your role.

Performance Goals Key Performance Indicators

A specific statement identifying the target level of performance that is expressed A measure that shows the Manager/Supervisor
Self Rating
by a tangible, measurable objective against which actual achievement can be degree to which performance Rating
compared. goals have been achieved.
1. Improve knowledge and skills regarding performance management of staff Completely complete annual ☐ Exceeds Expectation ☐ Exceeds Expectation
performance reviews with staff, ☒ Meets Expectation ☒ Meets Expectation
ensuring staff feel valued and ☐ Needs Improvement ☐ Needs Improvement
supported. ☐ Unsatisfactory ☐ Unsatisfactory
 2. Improve knowledge regarding budgets and financial plans so that quarterly Quarterly budgets are set and ☐ Exceeds Expectation ☐ Exceeds Expectation
budgets can be set and managed maintained throughout the ☒ Meets Expectation ☒ Meets Expectation
year ☐ Needs Improvement ☐ Needs Improvement
☐ Unsatisfactory ☐ Unsatisfactory
3. ☐ Exceeds Expectation ☐ Exceeds Expectation
☐ Meets Expectation ☐ Meets Expectation
☐ Needs Improvement ☐ Needs Improvement
☐ Unsatisfactory ☐ Unsatisfactory
4. ☐ Exceeds Expectation ☐ Exceeds Expectation
☐ Meets Expectation ☐ Meets Expectation
☐ Needs Improvement ☐ Needs Improvement
☐ Unsatisfactory ☐ Unsatisfactory

Manager/Supervisor Comments

I agree with the Centre Managers self assessment. We can see that they have made a great effort this past year to improve their skills and meet their goals.

Employee Comments

I have completed a number of training courses in the past year to improve my skills and knowledge with regards to performance management of staff. I was not aware of the best
practice when conducting performance reviews. I have learnt a lot and believe that I can completely complete the performance reviews with staff.

I have undertaken professional development to assist me with managing budgets and financial plans. This was a challenge for me but I believe that I have worked hard and now
have a clear understanding of the budgeting process so that I can set and manage budgets competently.
PERFORMANCE REVIEW

Identify where performance falls on each performance criteria below (January to December). Space has been provided for comments.

Manager/Supervisor
Performance Criteria Self Rating
Rating
☐ Exceeds Expectation ☐ Exceeds Expectation
☒ Meets Expectation ☒ Meets Expectation
Ensures a high level of customer relations at all times
☐ Needs Improvement ☐ Needs Improvement
☐ Unsatisfactory ☐ Unsatisfactory
☐ Exceeds Expectation ☐ Exceeds Expectation
☒ Meets Expectation ☒ Meets Expectation
Maintains a 94% customer satisfaction rating
☐ Needs Improvement ☐ Needs Improvement
☐ Unsatisfactory ☐ Unsatisfactory
☐ Exceeds Expectation ☐ Exceeds Expectation
Maintain brand standards on a day to day basis ☒ Meets Expectation ☒ Meets Expectation
☐ Needs Improvement ☐ Needs Improvement
☐ Unsatisfactory ☐ Unsatisfactory
☐ Exceeds Expectation ☐ Exceeds Expectation
Participate with Head Office to recruit staff who reflect Bounce Fitness Centre standards in line with organisational
☒ Meets Expectation ☐ Meets Expectation
standards ☐ Needs Improvement ☒ Needs Improvement
☐ Unsatisfactory ☐ Unsatisfactory
☐ Exceeds Expectation ☐ Exceeds Expectation
Induct staff thoroughly, ensuring a comprehensive understanding of Bounce Fitness, clients, their role and
☒ Meets Expectation ☒ Meets Expectation
responsibilities and your expectations. ☐ Needs Improvement ☐ Needs Improvement
☐ Unsatisfactory ☐ Unsatisfactory
☐ Exceeds Expectation ☐ Exceeds Expectation
Develop staff, so they can progress within the organisation and fulfill career aspirations ☒ Meets Expectation ☒ Meets Expectation
☐ Needs Improvement ☐ Needs Improvement
☐ Unsatisfactory ☐ Unsatisfactory
☐ Exceeds Expectation ☐ Exceeds Expectation
Review performance regularly through both informal and formal means ☒ Meets Expectation ☒ Meets Expectation
☐ Needs Improvement ☐ Needs Improvement
☐ Unsatisfactory ☐ Unsatisfactory
☐ Exceeds Expectation ☐ Exceeds Expectation
Treat staff fairly and consistently, using the disciplinary procedure for instances of misconduct ☒ Meets Expectation ☒ Meets Expectation
☐ Needs Improvement ☐ Needs Improvement
☐ Unsatisfactory ☐ Unsatisfactory
☐ Exceeds Expectation ☐ Exceeds Expectation
Liaise with General Manager Marketing over best approaches to market products and services ☒ Meets Expectation ☒ Meets Expectation
☐ Needs Improvement ☐ Needs Improvement
☐ Unsatisfactory ☐ Unsatisfactory
☐ Exceeds Expectation ☐ Exceeds Expectation
Handle all enquiries and sales tours professional and skilfully aiming to maximise conversions ☒ Meets Expectation ☒ Meets Expectation
☐ Needs Improvement ☐ Needs Improvement
☐ Unsatisfactory ☐ Unsatisfactory
 ☐ Exceeds Expectation ☐ Exceeds Expectation
Review membership mix and rates ☒ Meets Expectation ☒ Meets Expectation
☐ Needs Improvement ☐ Needs Improvement
☐ Unsatisfactory ☐ Unsatisfactory
☐ Exceeds Expectation ☐ Exceeds Expectation
Maintain retention at agreed levels, and monitor non renewals of customers ☒ Meets Expectation ☒ Meets Expectation
☐ Needs Improvement ☐ Needs Improvement
☐ Unsatisfactory ☐ Unsatisfactory
☐ Exceeds Expectation ☐ Exceeds Expectation
Achieve Bounce Fitness gross profit targets ☒ Meets Expectation ☒ Meets Expectation
☐ Needs Improvement ☐ Needs Improvement
☐ Unsatisfactory ☐ Unsatisfactory
☐ Exceeds Expectation ☐ Exceeds Expectation
Assist in reviewing the annual budget and identify short term objectives to achieve targets ☒ Meets Expectation ☒ Meets Expectation
☐ Needs Improvement ☐ Needs Improvement
☐ Unsatisfactory ☐ Unsatisfactory
☐ Exceeds Expectation ☐ Exceeds Expectation
Establish and attain key business objectives relating to all areas of centre performance ☒ Meets Expectation ☒ Meets Expectation
☐ Needs Improvement ☐ Needs Improvement
☐ Unsatisfactory ☐ Unsatisfactory
☐ Exceeds Expectation ☐ Exceeds Expectation
Review financial performance on daily, weekly, month basis and take remedial action as appropriate ☒ Meets Expectation ☒ Meets Expectation
☐ Needs Improvement ☐ Needs Improvement
☐ Unsatisfactory ☐ Unsatisfactory
☐ Exceeds Expectation ☐ Exceeds Expectation
Manage WHS within the workplace and ensure all reports are logged in a timely manner ☒ Meets Expectation ☒ Meets Expectation
☐ Needs Improvement ☐ Needs Improvement
☐ Unsatisfactory ☐ Unsatisfactory
Manager/Supervisor
Core Competencies Self Rating
Rating
Team Behaviours – Actively participates as a team member and supports others decisions. Maintains harmonious ☒ Exceeds Expectation ☐ Exceeds Expectation
and productive relationships while expressing opinions in a constructive manner. Accepts responsibility for own ☐ Meets Expectation ☐ Meets Expectation
actions and actions of the team. ☐ Needs Improvement ☐ Needs Improvement
☐ Unsatisfactory ☐ Unsatisfactory
Corporate Behaviours – Aligns work with Bounce Fitness goals and demonstrates the best interests of the ☒ Exceeds Expectation ☐ Exceeds Expectation
organisation are priority. Contributes to planning and governance (where applicable) and supports corporate ☐ Meets Expectation ☒ Meets Expectation
decisions. ☐ Needs Improvement ☐ Needs Improvement
☐ Unsatisfactory ☐ Unsatisfactory
Contribution to the Financial Health of Bounce Fitness – Actively participates in Marketing and Promotions ☐ Exceeds Expectation ☐ Exceeds Expectation
events. Acts as an ambassador for Bounce Fitness by enhancing the reputation of the organisation in external ☒ Meets Expectation ☒ Meets Expectation
forums. ☐ Needs Improvement ☐ Needs Improvement
☐ Unsatisfactory ☐ Unsatisfactory
Knowledge and Technical Skills – Understands job responsibilities and relevant policies and procedures. Takes ☐ Exceeds Expectation ☐ Exceeds Expectation
initiative to learn new skills and aligns career goals with organisational goals. ☒ Meets Expectation ☒ Meets Expectation
☐ Needs Improvement ☐ Needs Improvement
☐ Unsatisfactory ☐ Unsatisfactory
Quality of Work – Work is produced in a timely manner, is accurate and professional. Actively responds to ☐ Exceeds Expectation ☐ Exceeds Expectation
feedback on performance. ☐ Meets Expectation ☐ Meets Expectation
☒ Needs Improvement ☒ Needs Improvement
☐ Unsatisfactory ☐ Unsatisfactory
Understanding of Cultural Sensitivity – Demonstrates mutual respect for others in the workplace and has an ☐ Exceeds Expectation ☐ Exceeds Expectation
understanding of cultural awareness. Communicates effectively with people from varied backgrounds. Attends at ☒ Meets Expectation ☒ Meets Expectation
least one cultural sensitivity workshop. ☐ Needs Improvement ☐ Needs Improvement
☐ Unsatisfactory ☐ Unsatisfactory
Manager/Supervisor Comments

I agree with the majority of the Centre Managers self assessment. I agree that they also need some further training to improve their time management and organisational skills. I
also think that they need to further improve their understanding of the recruitment and selection process. They required a lot of assistance throughout our most recent recruitment
drive for fitness instructors.

Employee Comments

I believe that I do a great job as Centre Manager at Bounce Fitness. I regularly have customers tell me how happy they are with my service. I always try and support my colleagues
and make a great effort to complete my work to my best ability. I make an ongoing effort to support my staff and ensure that they are happy in the workplace.

That said, I do still have trouble with my time management. I am so busy that I often forget things and can be late to meetings.
 *** IMPORTANT: Only complete this page if you are a Manager / Supervisor of Employees ***

MANAGEMENT/SUPERVISOR EVALUATION

Identify where performance falls on each core competency dimension in relation to your management / supervision of employees (January to December 2022). Space has been
provided for comments.

Competencies Self Rating Manager Rating

Leadership/Management – provides a clear vision and direction for employees that fits within the organisations ☐ Exceeds Expectation ☐ Exceeds Expectation
overall strategic direction. Is a clear communicator. Is a role model for employees and recognises the contribution ☒ Meets Expectation ☒ Meets Expectation
and successes of others. ☐ Needs Improvement ☐ Needs Improvement
☐ Unsatisfactory ☐ Unsatisfactory
Decision Making and Problem Solving – addresses issues and challenges and is able to recognise future ☐ Exceeds Expectation ☐ Exceeds Expectation
business opportunities. Understands problems and can implement effective solutions in a timely manner. Is ☒ Meets Expectation ☒ Meets Expectation
responsive to change. ☐ Needs Improvement ☐ Needs Improvement
☐ Unsatisfactory ☐ Unsatisfactory
Staff Development and Performance Management – supports the learning and development of employees within ☐ Exceeds Expectation ☐ Exceeds Expectation
the team to ensure that skills, knowledge and abilities are developed to effectively meet the job requirements. ☒ Meets Expectation ☒ Meets Expectation
Conducts an annual and interim review with employees. Provides feedback as required throughout the year. ☐ Needs Improvement ☐ Needs Improvement
Acknowledges top performances and supports employees who need assistance. Understands the organisations ☐ Unsatisfactory ☐ Unsatisfactory
policies in relation to managing poor work performance.
Induction for new Employees – have you ensured that all new employees (your direct reports) have completed the 3 stages of induction: first day, first week, and the first
month*?

☒ Yes
☐ No
Self-development – have you attended any management/compliance training workshops/session over the past 12 months (e.g. Performance Management for Managers,
Professional Conduct in the Workplace, Understanding the Performance Review Process etc)?

☒ Yes – Courses ______Performance Management for Managers ______________________________________________________________ _______________

☐ No
Manager Comments

The Centre Manager meets the expectations set by Bounce Fitness for all leadership competencies.

Employee Comments

I believe that I am a good leader and that I support my staff in their job roles. The staff seem happy and work hard in their roles.

*First day – work area induction (toilets, kitchen, emergency exits, desk set up, IT/Staff ID card), First week – general induction (know the team, explore the HR intranet and relevant policies and procedures) and first
month – corporate induction
 PART B – FINAL COMMENTS (JANUARY TO DECEMBER 2021)

Employee Comments Manager/Supervisor Comments

I have tried really hard this year to offer the best service to my colleagues and They have done a great job as Centre Manager this past year. They have supported
customers. I am happy with my performance but understand that there are areas where their staff and shown that they are a great leader. They just need to improve upon a few
I can always improve. I am looking forward to receiving feedback. skills that will help to reduce their stress and improve working conditions. Overall, they
are doing a great job.

Manager/Supervisor Overall Rating of Employee:

Overall ratings by Managers/Supervisors will need to be consistent with information and ratings provided in the Performance Review document. Any
discrepancies will be referred to the CEO for review.

Exceeds Expectation - Consistently exceeds expectations of the role. ☐

Meets Expectations** - Consistently meets the standards expected of the role. ☒

Needs Improvement* - Work performance is inconsistent. Role requirements are sometimes met but not consistently. ☐

Unsatisfactory* - Work performance is well below expectations of the role. Role requirements are occasionally or never met. ☐

*If required, please contact Human Resources for assistance with performance management
**A “Meets Expectations” rating equates to “Satisfactory” performance.
 PART C – SETTING (SET NEW PERFORMANCE GOALS FOR THE UPCOMING 12 MONTHS (JANUARY TO DECEMBER 2023)

PERFORMANCE GOALS

List agreed performance goals and key performance indicators for the upcoming 12 months (January to December 2023). These goals should be based on the requirements of the role
listed in the position description, expectations of the role and the evaluation of previous performance goals.

***IMPORTANT - PLEASE RETAIN A COPY OF YOUR PERFORMANCE GOALS IN A SAFE LOCATION FOR THE FOLLOWING YEAR’S EVALUATION***

Performance Goals Key Performance Indicators

A specific statement identifying the target level of performance that is expressed by a tangible, measurable A measure that shows the degree to which
objective against which actual achievement can be compared. performance goals have been achieved.
Complete all tasks within the time frame required and
Improve my time management skills so that I complete tasks on time and attend all meetings and events on time.
attend all meetings and events on time.
Have the required skills and knowledge to competently
Improve skills and knowledge regarding recruitment and selection of staff members to ensure the most suitable staff are
complete the shortlisting and interview process along
hired
side the Human Resource team.

CAREER ASPIRATIONS – if applicable

Identify long term career goals and aspirations (January to December 2023 and beyond)

Career Aspirations

I am happy with my current role as Centre Manager. In about three or four years I would like to try and achieve a higher role as General Manager of Bounce Fitness
 PART D – PERSONAL AND PROFESSIONAL DEVELOPMENT FOR THE UPCOMING 12 MONTHS (JANUARY TO DECEMBER 2023)

PERSONAL AND PROFESSIONAL DEVELOPMENT PLAN

Identify and document personal and professional development to assist in achieving performance, career and professional development goals for the next 12 months (January to
December 2023). Ensure any compulsory training is noted.

Skill/Goal to Current Development Criteria for Target date of

Priority Target Proficiency Evidence
achieve Proficiency Opportunities Judging Success completion
☐ Exceeds ☐ Exceeds
Expectation Expectation
☐ Meets ☐ Meets
1 Expectation Expectation
☐ Needs ☐ Needs
Improvement Improvement
☐ Unsatisfactory ☐ Unsatisfactory
☐ Exceeds ☐ Exceeds
Expectation Expectation
☐ Meets ☐ Meets
2 Expectation Expectation
☐ Needs ☐ Needs
Improvement Improvement
☐ Unsatisfactory ☐ Unsatisfactory
☐ Exceeds ☐ Exceeds
Expectation Expectation
☐ Meets ☐ Meets
3 Expectation Expectation
☐ Needs ☐ Needs
Improvement Improvement
☐ Unsatisfactory ☐ Unsatisfactory
☐ Exceeds ☐ Exceeds
Expectation Expectation
☐ Meets ☐ Meets
4 Expectation Expectation
☐ Needs ☐ Needs
Improvement Improvement
☐ Unsatisfactory ☐ Unsatisfactory
☐ Exceeds ☐ Exceeds
Expectation Expectation
☐ Meets ☐ Meets
5 Expectation Expectation
☐ Needs ☐ Needs
Improvement Improvement
☐ Unsatisfactory ☐ Unsatisfactory
PART E – SIGNATURES

Manager/Supervisor Signature: Date:

Employee Signature: Date:

CEO: Date: