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Performance Management

ASD employees and their ASD and ADF supervisors are required to participate in the Performance Feedback Assessment and Development Scheme (PFADS).

PFADS supports a strong performance culture, as it provides a framework for employees and their supervisors to establish and discuss expectations regarding performance and behaviour, to recognise, reward and reinforce performance, and to identify and encourage improvement where improvements need to be made.

The foundation of the performance framework is frequent quality conversations, between employees and their supervisors, throughout the performance cycle. By regularly discussing performance, sharing ongoing feedback and acknowledging achievements and performance, supervisors and employees create a sustainable and strong performance culture.

ASD's annual performance cycle runs from 1 September to 31 August. Key events in the performance cycle include:

  • frequent clarity, check-ins and closing conversations that occur continually throughout the performance cycle to discuss particular work activities.
  • three formal conversations at checkpoints through the cycle to set expectations, review performance and assess performance that are to discuss the standard of work performance and expectations of the employee.

ASD's performance management process is underpinned by policies to assist supervisors to lead and encourage employees to high performance and improve poor performance.

ASD Determination

During this reporting period, ASD implemented the 2020 Employment Determination, which was the second determination made by the Director‑General under subsection 38A(3) of the ISA.

The Determination was made on 9 September 2020 and provides pay increases over a three-year term. As initiatives to better support its workforce, the determination introduced additional entitlements for employees accessing parental leave, and provisions to cash-out annual leave.

ASD's SES workforce are employed under the ASD Conditions of Employment (SES) Determination 2018.

These two determinations provide for a range of non-salary benefits including leave entitlements, access to flexible working arrangements, and part-time work. These benefits aim to highlight ASD's investment in its staff, particularly in the pursuit of additional training and development.

Table 2 shows the types of employment arrangements covering SES and non-SES arrangements in ASD as at 30 June 2021.

Table 2: SES and non-SES employees by employment arrangement

Employment arrangement (headcount)



ASD Conditions of Employment (Non-SES) Determination



ASD Conditions of Employment (SES) Determination






Service allowance non-salary benefits

The ASD Service Allowance continues under the ASD Conditions of Employment (Non-SES) Determination 2020 and ASD Conditions of Employment (SES) Determination 2018. The ASD Service Allowance is paid at 4 per cent of base salary to eligible staff who are employed under these determinations and is managed within ASD’s existing appropriation.

Non-salary benefits

ASD offers its staff a number of additional benefits that are not included under the provisions of the Determinations, including:

  • annual influenza immunisation
  • in-house capability development programs
  • a confidential employee assistance program for employees and their immediate families
  • study assistance to eligible employees
  • access to flexible working arrangements.