Performance and Development Review - Academic Staff
Full Name / University ID
Position / Level
College/Division / Dept./School/Centre
Date of THIS feedback discussion
Date of LAST feedback discussion
Supervisor Name

Signed:______

(Staff Member)

Signed:______

(Supervisor)

Academic Performance and Development Review process is made up of the following:

Section A: Preparing for the Performance Review

Section B: Planning and Recording Performance

Section C: Planning for Development

Section D: Developing your Career (optional for continuing staff)

Section E: Assessing Performance

Section A - Preparing for the Performance Review

Preparation for the performance and development discussion requires the staff member to:

Review:

  • Position description; and/or Minimum Standards for Academic Levels
  • Performance objectives (previously called expectations) set in the review period against actual performance.

Collect:

  • Evidence of performance, and/or achievement against longer term milestones.

Document:

  • Achievements for the period under review
  • Performance against objectives set in the review period
  • Reasons why any performance objectives were not met
  • Suggestions for improvement
  • Training or development undertaken

Identify:

  • Any problems encountered

Develop:

  • Ideas for possible development activities to assist in achieving objectives and improving performance
  • A career development plan (optional for continuing staff members)

Section B –Planning and Recording Performance

Distribution of effort for each academic area of output
Research / Education / Service/Leadership/Public Policy
% / % / %

Reviewing performance against objectives and indicators agreed at the beginning of the review period.

Performance Objectives
Set at the beginning of the review period. May include detailing milestones which are multi-year and hence extend beyond annual performance cycle.
(Expand boxes as necessary) / Measurable
Performance
Indicators
May include achievement or progress toward longer term (multi-year) milestones / Actual Performance
Record progress and achievement toward performance objectives and performance indicators set at the beginning of the review period
Research – Advancement of the Discipline
Contribution to Education
Service/Leadership/Public Policy
OHS responsibilities
(aligned with the position description and additional duties)
Should include that:
  • the staff member takes reasonable care for own health and safety and that of others

Subject to joint agreement between supervisor and staff member, objectives may be updated during the year as work circumstances change.

Section C - Planning for Development

Short Term Development Plan to assist in achieving performance objectives and performance improvement.

Skills and knowledge to be developed
Proposed Action

Section D - Developing Your Career

(Optional for CONTINUING staff only, Mandatory for all other staff.)

Consider and comment on:

  • Desired future career direction
  • Employment contract end date and implications for career trajectory (where appropriate)

Mid-range (around 2-3 years)
Longer range (4-5 years)

Section E: Assessing Performance

Staff member’s reflection and report on achievement

List and comment on:

  • Major achievements (including those outside of the objectives set in the previous review period)
  • Self-assessment of promotion readiness (where appropriate)
  • Any areas where objectives were not met and the reasons (both within and outside of your control)

Outcomes of any development activities undertaken to assist with achievement of objectives and performance improvement.

Further comments by staff member
Comments by supervisor

------To be completed by the supervisor------

Overall Performance Rating for period under review

OutstandingDemonstrates performance and behaviour which consistently exceeds

expectations. The consistently high standard has earned

recognition by others internal and/ or external to the

University.On average only 5% of staff would be expected to be in this

category.

Meets expectationsPerformance meets the requirements of objectives and the position.

The vast majority of staff will be in this category.

UnsatisfactoryPerformance and/or behaviour falls short of the required performance

indicators. Formal unsatisfactory performance measures have or will be commenced in accordance with the managing unsatisfactory performance procedure. Supervisors should consult with College or Divisional HR contacts where unsatisfactory performance issues have been noted.

Performance Rating against individual Academic areas of output

Area / Level of
Performance
(O, ME, U) / Comments
Research – Advancement of the Discipline
Contribution to Education
Leadership and Service
OHS Responsibilities

O=Outstanding ME=Meets Expectations U=Unsatisfactory

Signed: ______**Date: ______

(Staff member)

Signed: ______**Date: ______

(Supervisor)

** Signature indicates that performance has been reviewed and discussed by the staff member and supervisor, and does not necessarily signify concurrence. A response may be attached.

NB: Increments are only awarded if a staff member has participated in the Performance Development Agreement and their performance has been assessed as ‘meets expectations’ or above, and the staff member has not yet reached their increment ceiling.

Individual staff members and supervisors each retain a copy of the Performance Development Review documentation and this should form the basis for ongoing feedback and review discussions. A copy must also be made available to the College Dean or Research School Director who in turn sends it to the College General Manager. All copies are to be held in a secure place, and sent to staff personnel files once the period is complete.