University of Otago Professional Staff
Performance and Development Review Form 2018
This form should be completed by the reviewer with the employee as part of the formal PDR review where the
staffmember’smanager remains the same for both the 2017/18 and 2018/19 review periods
Please refer to the policyavailable on theweb at
.
Name: / Employee No:
Position Title: / Department:
School & Division: / Date of Review:
Reviewer and staff member prepare / Review performance with outcomes and competencies / Agree expected outcomes / Reviewer completes form in agreement with staff member and both sign the form / Head completes salary section and signs the form / All parties add their comments and sign completed form
Section A - Review the outcomes from the previous year (to be completed by reviewer)
Refer to the job description, the previous PDR and other expected outcomes. Use the competency descriptions as a guide to help describe and assess the performance level.
Outcomes & Competencies: evidence of performance level and summary of PDR discussion
Section B - Overall Assessment of Performance Level (to be completed by reviewer)
Performance Level / Definition
Outstanding / Consistently achieves all their outcomes as described in the ‘outstanding’ performance descriptions. The key outcomes are recognised as exceeding the normal expectations for the role.
Exceeds Expectations / Achieves some outcomes that are recognised to be beyond the requirements of the role as described in the ‘outstanding’ performance descriptions for key competencies, and balanced with outcomes achieved at the ‘fully competent’ level for other competencies.
Fully Competent / Achieves all expected outcomes to a high standard as described in the ‘fully competent’ performance descriptions. Performance assessed at this level is considered as meeting normal expectations for the role.
Working Satisfactorily towards Full Competence / Achieves some expected outcomes and demonstrates full competence in some areas as described in the ‘working satisfactorily towards full competence’ performance descriptions. Development is required in some areas of the role but progress towards ‘fully competent’ is evident.
Requires Improvement / Does not achieve some expected outcomes; performance is as described in the ‘requires improvement’ performance descriptions. Development is required in some key areas of the role but improvement is not evident.
(Mark One in Bold or Circle)
Requires Improvement / Working Satisfactorily towards Full Competence / Fully Competent / Exceeds Expectations / Outstanding
Comments:

This is a true record of the discussion regarding performance.

Name of Staff Member / Signature of Staff Member / Date
Name of Reviewer / Signature of Reviewer / Date
Section C - Expected outcomes and professional development planning for the coming year (to be completed by reviewer). Note this may be a different Manager.
Agreed Outcomes and Professional Development Goals 2018/2019
Support and training required to achieve outcomes and professional development goals including an action plan: who will do what and when.
Agreed dates to formally review progress towards expected outcomes and professional development goals with the staff member over the next 12 months (a minimum of two is required).

This is a true record of the discussion regarding expected outcomes and professional development planning

Name of Staff Member / Signature of Staff Member / Date
Name of Reviewer / Signature of Reviewer / Date

To be completed by Head (if not the reviewer)

Section D - Salary Review (only applicable for staff on General Staff Salary Scale 1 – Levels 1 to 8)
Level (1-8) / Step at 1 August 2018 / FTE Salary at 1 August 2018 / $ / Appointment or Merit Increase considered?
Option 1: Standard increase approved by Head within appointment range.
Head will provide the staff member with a confirmation letter by 1 December. / New Step (within appointment range):
New FTE Salary: / $
Option 2: Standard increase approved by Head within merit range.
Head will provide the staff member with a confirmation letter by 1 December. / New Step:
New FTE Salary: / $
Option 3: Two-step increase recommended to Divisional Head (or Dean in Health Sciences). Default is 1 step under option 2.
The Head will seek approval and will inform the staff member of the decision in person as soon as possible and will confirm the decision in writing by 1 December. / Recommended Step:
Recommended FTE Salary: / $
Option 4: No increase awarded / Tick Box or
enter ‘No Increase’ /
Option 5: Top of Range (no increase possible) / Tick Box or
enter ‘No Increase’ /
Name of Head / Signature of Head / Date

NB: Approval for salary increases rests solely with the Head (as defined). All increases are therefore provisional until the above authorisation is completed.

Section E - Additional Comments (comments optional, but signatures of Reviewer and staff member required after completion of section D by Head)
Head
______
Signature of Head (if comments added)
Reviewer (if not the head)
______
Signature of Reviewer (if not the head)
Staff Member
______
Signature of Staff member

Once signed by all parties the completed form shall be copied to the reviewer, the staff member and the departmental personnel file.

Notes from Progress Reviews 2017-2018
Please bring the completed form to refer to during progress review meetings throughout the year and use this space to make notes

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