PERFORMANCE DEVELOPMENT AND REVIEW ACADEMIC STAFF

Transcription

1 PERFORMANCE DEVELOPMENT AND ACADEMIC STAFF YEAR: This form is used to record the annual Performance Review and Development discussions between an academic staff member and their supervisor. This form is also used for conducting ongoing performance discussions, probationary reviews and development plans. There are three parts to this form: 1. Individual Performance Plan and Review 2. Learning and Development Plan and Review 3. Performance Development and Review Summary The Performance Development and Review is to be completed annually. The Probation Review is to be completed for all new staff. Length of probation will depend on the individual staff member s work contract. Please refer to the Performance Development and Review Website for further information on how to set performance plans and conduct performance discussions. Please refer to the Probation Policy and/or Clause 3.5 in the Enterprise Agreement for further information on the probation process. Staff Name: Staff Number: Department: Position: Probationary: Yes No Date Probation Ends: Supervisor Name: Date Plan Set: Date Review Conducted:

2 PERFORMANCE DEVELOPMENT AND ACADEMIC STAFF PART 1 INDIVIDUAL PERFORMANCE & Your individual Performance Plan sets out your performance objectives for the review year ahead. You can look at your Faculty s strategic, learning and teaching and research plans to help inform you of the coming year s organisational and Faculty goals. You can also look at academic promotional criteria and examples of performance objectives linked to academic levels. These may help inform your performance goals and their alignment to your career aspirations and organisational goals. See for example objectives linked to promotional criteria. You will need to have a planning discussion with your manager/supervisor to help you identify your performance objectives for this period. If there are unplanned objectives during the year please document these in the Unplanned Objectives & Outcomes section at the end of Part 1. In your Performance Review you will need to show how you have met your major milestones and/or achieved your performance goals. If you didn t complete your objectives you will need to discuss this with your supervisor. You and your manager can make comment on achievement of your objectives and key tasks. Completion The following descriptors can be used to assess the completion of performance objectives against key result areas. Descriptor Exceeded Met Partially Met Not Met Progressing Definition Consistently exceeds performance expectations Meets performance expectations and objectives Sometimes meets performance expectations. Improvement is required Does not meet performance expectations If in position for less than 6 months, may rate as progressing as expected. RESEARCH: the outcome? How was this

3 PERFORMANCE DEVELOPMENT AND ACADEMIC STAFF LEARNING AND TEACHING: the outcome? How was this COMMUNITY ENGAGEMENT: the outcome? How was this

4 PERFORMANCE DEVELOPMENT AND ACADEMIC STAFF ORGANISATIONAL SERVICE: the outcome? How was this UNNED OBJECTIVES & OUTCOMES: Unplanned the outcome? How was this

5 PERFORMANCE DEVELOPMENT AND ACADEMIC STAFF PART 2 LEARNING & DEVELOPMENT & The Learning and Development Plan is a development and career progression tool for the upcoming year and beyond. The staff member and supervisor will work together to discuss individual staff member s career aspirations both intermittently and in the annual Performance Development and Review process. Learning goals are designed to support staff development to more effectively contribute to achievement of their current role, operational plans, personal and professional growth. All learning goals and activities should be set and reviewed in view of budget guidelines. Career Intentions Staff member interests and career aspirations in the next 2-5 years. Areas of Strength Current strengths displayed in performance & achievements. Areas for Development Skills, knowledge and personal attributes to be further developed to be more effective at work now and in the future. Strategies to Pursue Career Aspirations Experiences & learning requirements to realise career aspirations. Learning Objectives & Activities What skills, knowledge and behaviours will be developed this year? What on-the-job, classroom based activities or experiences will best contribute to achieving the learning goal? NOTE: Some learning activities may also be performance objectives. Time Frame for Completion What learning strategies were applied and how effective were they? How well did it apply to improving work performance? Were there development objectives not achieved? What were the reasons for not achieving these? Supervisor Comments How effective have the development activities undertaken been in improving current work performance?

6 PERFORMANCE DEVELOPMENT AND ACADEMIC STAFF PART 3 PERFORMANCE & DEVELOPMENT SUMMARY PERFORMANCE RATINGS Please note: Where your role is eligible for a performance loading you will need to record an overall performance rating at the bottom of the form. The following descriptors can be used to rate performance against key result areas in Part 1 and to give an overall performance rating in Part 3. See to download more definition of Performance Rating Descriptors. You should also refer to your work contract, workload model, discipline profile and MSAL to ensure you understand proficiency for your academic level. Descriptor Excellent High Achievement Proficient Partial Achievement Unsatisfactory Progressing Definition Consistently exceeds performance expectations Regularly exceeds performance expectations. Meets performance expectations and objectives Sometimes meets performance expectations. Improvement is required Does not meet performance expectations If in position for less than 6 months, may rate as progressing as expected. SIGN OFF Sign off is an acknowledgement by the staff member and supervisor that performance and development plans have been set and a performance review has taken place. In the case of probationary staff, please tick the appropriate recommendation at the end of the staff member s probation. Staff Member Comments: Staff Member s Signature: Date: Supervisor Comments: Supervisor s Signature: Date: Next Level Supervisor Name: Comments (Optional): Next Level Supervisor s Signature: Date: Overall Rating: If on probation: Recommended for permanent employment?: Yes No