I agree with you Romulus, good points.
Because if that plan is communicated properly then people know where they stand and what their future is and can plan accordingly.
The problem at Qantas with any sort of performance management is that it has traditionally been used as a tool to manage people they consider troublemakers out of the job. MEDA's have been used to sack people - in one famous case the poor bloke was trying to do the right thing by the company and put in an impossible position when it hit the fan.
Put simply - the bridge of trust burnt down long ago. Well meaning managers may try to build it again, but sacking 204 then calling the condemned in to do overtime non stop is another example of how its set on fire again.