Work Plan and Performance Review 2018
Academic Staff

(Role Focus)

NAME: / LEVEL:
POSITION TITLE: / FTE:
ACADEMIC ROLE: / Teaching and Research Scholar
Research Scholar
Teaching Focused/ Teaching Focused (Clinical and Professional)
SCHOOL:
SUPERVISOR:

This template[1] facilitates a two-way conversation that supports clarity around performance expectations and behaviour.The plan comprises your work objectives and outcomes in accordance with your agreed workload allocation. The plansupports the dialogue that should occur regularly throughout the year. The process is in two stages:

Stage 1 – Plan (Sections A, B and C of this form) – TO BE COMPLETED FOR YEAR COMMENCING 2018

Section A–Agreeing my plan for 2018
To define specific objectives, measures and outcomes thatare linked to your academic role and agreed workload allocations- refer to the Academic Staff Performance Expectations and Outcomes (ASPEO) Frameworkand your School’s current workload model. / Status
Section B – Workplace Obligations and Responsibilities
A reminder for staff to acknowledge and keep up-to-date on a number of important workplace responsibilities.
Section C – Planning my Development and Career
Refer to the ASPEO Framework and the Role Based Development Framework (RBDF) to clarify role expectations and identify the immediate and short-term modules required for your role, along with longer-term development modules to advance your career.
Staff Member’s Signature and Date: / Supervisor’s Signature and Date:

Stage 2 – Review (Section D of this form) – TO BE COMPLETED AT THE END OF 2018

Section D – Reviewing my Performance
To assess outcomes for specific work objectives. You should complete the staff member assessment section as indicated (including rating performance outcomes against the rating scale) prior to meeting with your supervisor.
Staff Member’s Signature and Date: / Supervisor’s Signature and Date:

For guides to assist and support you in this process, please refer to the Managing Your Performance webpage and/or you may contact your relevant HR Account Manager.

Section A: My work plan 2018

When setting your objectives, consider your academic role, your individual workload allocation and the performance expectations for your level, as per the ASPEO Framework.

(Add or delete objectives based on your academic role, as required)

1. LEARNING AND TEACHING OBJECTIVES Allocated Workload %
Learning and Teaching Outcomes / Evidence and measures
2. RESEARCH AND CREATIVITY OBJECTIVES Allocated Workload %
Research and Creativity Outcomes / Evidence and measures)
[Insert large research projects or headline items to achieve for the year, and use the Research Development Plan Template: 2018-2020for a more detailed 3 year research plan.
3. ACADEMIC LEADERSHIP AND *SERVICE OBJECTIVES Allocated Workload %
Academic Leadership and/or Service Outcomes / Evidence and measures

Note: * Service (within the University) can include (but not limited to):

  • University/ School wide sponsored projects and initiatives;
  • Course and curriculum related reviews and reform;
  • Specific leadership and coordinationroles for the benefit of the University/School.

See your school workload model for appropriate business rules related to broad time allocation.

For guidelines on activities and outcomes, by level, refer to the ASPEO Framework.

Section B: Workplace Obligations and Responsibilities

For All Staff

The following items are acknowledged or agreed with:

I accept and practice ECU’s Values: Respect, Integrity, Rational Inquiry and Personal Excellence;

I endorse and abide by ECU’s Code of Conduct;

I will complete the online Equal Opportunity Training (refresher required every two years);

I will complete the online Health and Safety Induction(Health and Safety Induction and an Emergency Evacuation and Training module - refresher required every two years);

I manage my leave so as not to accrue excessive leave.

Health and Safety Obligations for Managers and Supervisors

Health and safety training is a legislative requirement for ALL Line Supervisors including the following roles – Dean, Associate Dean, Director and Head of Centre. Refresher training is required every three years.

I acknowledge an obligation to undertake the OSH Training for Managers and Supervisors. Schedule of workshops available here (booked via staff kiosk).

I am managing the leave plans for my teamto ensure they maintain a work-life balance and reduce any excessive leave entitlements.

Section C: Planning for my Development and Career

Refer to the Academic Staff Performance Expectations and Outcomes Framework (ASPEO) to clarify role expectations for your position and identify development priorities for your career advancement.

Discuss and plan for promotion milestones and timelines well in advance to ensure best chance of success.

Awards and Esteem - review relevant award and recognition opportunities both internal and external to ECU e.g. VC Awards

In collaboration with your supervisor,refer to the Role Based Development Framework (RBDF) and identify the immediate and short-term development modules required for your role, along with longer-term development modules to support your career plans.

From this page, you can access the RBDF Web-Based Tool, which is designed to capture your development plans for each performance cycle as part of the MPS. You should login to the RBDF Web-Based Tool, schedule your development sessions (approximately, by quarter) and then submit the online form to your supervisor to approve BEFORE your MPS discussion. Both you and your supervisor should discuss and agree the development plan during the meeting.

I have utilised the RBDF Web-based Tool and scheduled my professional development for the coming year.

Once approved on the RBDF Web-Based Tool, you can print out the development summary sheet and attach this to the rest of your ‘My Work Plan’ as a record.

Section D: Reviewing Performance – TO BE COMPLETED AT THE END OF 2018

Use the table below to assess your performance and use a basis for discussion with your supervisor in relation to the objectives that was planned and agreed earlier in Section A of this form.

Performance Rating– Staff Member / Supervisor’s Assessment
4 / Exceeds Expectations:Performance consistently exceeds expectation and is at a higher level than expected. The consistently high standard has earned recognition by others internal and/or external to the University. The level of performance has significantly improved a University process or outcome.
3 / Meets Expectations: Performance consistently delivered all of the agreed work objectives and operating at the expected level, aligned with the relevant University plans.
2 / Mostly Meets Expectations:Performance (in most areas) met the requirements of the work objectives and only operating partially at the expected level. Some capability development required.
1 / Below Expectations:Performance and/or behaviour fell short of the required standard and not operating at the expected level. Capability development required.
N/A / Not Applicable: There has not been enough time (or other factors) to assess the level of performance.

(Add or delete objectivesas required)

Review of achievements – Learning and Teaching Outcomes Workload % ______
Staff Member’s Assessment / Supervisor’sAssessment
1 / 2 / 3 / 4 / N/A / 1 / 2 / 3 / 4 / N/A
(Provide a written assessment of your actual performance against work objectives and outcomes– please delete this statement) / (Provide a written assessment of your actual performance against work objectives and outcomes taking into consideration the staff member’s assessment – please delete this statement)
Review of achievements – Research and Creativity Outcomes Workload % ______
Staff Member’s Assessment / Supervisor’sAssessment
1 / 2 / 3 / 4 / N/A / 1 / 2 / 3 / 4 / N/A
(Provide a written assessment of your actual performance against work objectives and outcomes– please delete this statement) / (Provide a written assessment regarding actual performance against work objectives and outcomes taking into consideration the staff member’s assessment – please delete this statement)
Review of achievements – Academic Leadership and Service Outcomes Workload % ______
Staff Member’s Assessment / Supervisor’sAssessment
1 / 2 / 3 / 4 / N/A / 1 / 2 / 3 / 4 / N/A
(Provide a written assessment of your actual performance against work objectives and outcomes– please delete this statement) / (Provide a written assessment regarding actual performance against work objectives and outcomes taking into consideration the staff member’s assessment – please delete this statement)

GENERAL COMMENTS

By Staff Member / By Supervisor
Reflections, future direction, needs for support or coaching; roles to build skills/ experience and profile. Preparation and timing to advance to next level of academic career / Reflections, encourage holistic future planning sustainable across work/life stages particularly for staff not in a mainstream career track.
Preparation and timing to advance to next level of academic career
Recognition of consistent achievement; voluntary roles;
Eligibility for Awards and Esteem opportunities both internal and external.

1

[1]Individual staff members and supervisors each retain a copy of the My Work Plan. Refer to clause 4.4of the Management for Performance Policy for further information.