University of Otago General Staff
Goals & Development Plan for New Staff
This form can be used as part of the induction process and should be completed with new staff members within one month of their start date and used as part of the next PDR review.
Name: / Employee No:
Position Title: / Department:
School & Division: / Date of Meeting:
Expected Outcomes and Staff Development Goals
Action Date to be achieved by (where appropriate)
Staff Development Plan
Support and Training required to achieve outcomes
a. Plans to develop skills and knowledge in the workplace
eg. learning new tasks, training from colleagues, learning from other departments or organisations, mentoring, project work etc.
b. Training Courses/Study identified.
(Please complete the training needs survey on the Human Resources website)
Estimated cost of staff development requested
Actions for the reviewer to complete to support the staff member
Action Date to be achieved by (where appropriate)
Agreed dates to review progress towards expected outcomes and staff development goals with the staff member
The completed form will be copied to the reviewer, the staff member and the departmental personnel file.
Guidelines for Completing the
Goals & Development Plan for New Staff
Expected outcomes should be agreed referring to the expected outcomes from the job description, specific goals for the staff member to develop the skills and knowledge they need to perform in the role, specific goals linked to the department’s plan and the staff member’s development goals.
The annual performance and development reviews take place from the 1st August to the 31st October each year. Goals should be set from the date this form is completed until the next annual performance and development review. It may be appropriate to set short term goals, then add new longer term goals at the time of the next progress review.
Expected outcomes are what the staff member is expected to achieve and include:
· The ‘expected outcomes’ from the job description which should make it clear what outcomes the staff member is expected to deliver on a regular basis, for example:
v Safe work practices and health & safety regulations are adhered to at all times and any health and safety concerns are brought to the attention of the manager or health and safety representative.
v All requests are processed within 24 hours.
· Expectations, goals or objectives specific to that 12 month period, relating to the team’s goals or to the staff member’s development goals. Examples could include:
v Improve the efficiency of the reception area by reorganising posters, brochures and leaflets before the start of the summer school so that visitors can find the information they are looking for more easily.
v Learn to use the centrifuge safely and effectively by end of the semester.
v Organise the computing and communication equipment required for the conference and provide effective IT support during the conference.
v Improve the accuracy of financial summaries by using Excel more effectively. Complete the Excel training course then work with financial services to implement appropriate tools by the end of quarter 1.
Expected outcomes, including staff development goals should be specific, measurable, agreed, realistic and to be achieved within a set timeframe. Expected outcomes may be reviewed throughout the year as part of the regular meetings to make sure they include any new outcomes and any changes to the previously agreed expected outcomes.
The competencies describe how outcomes have been achieved and how skills, knowledge and behaviours are applied at work. These are described in detail in the Performance and Development Review Guidelines. The competencies should be applied within the context of the content and level of the position. There are seven generic competencies:
· Knowledge and Skills
· Team Work and Co-operation
· Organisation, Planning and Self Management
· Problem Solving/ Decision Making
· Service to Customers
· Initiative and Innovation
· Leadership and People Management (where appropriate)
The reviewer and staff member should read the competencies and discuss ways that the staff member might demonstrate their level of performance within the context of their position. There may be specific ‘expected outcomes’ relating to the competencies.
Performance will be assessed during the annual performance and development review as one of the five levels of performance:
· Outstanding
· Demonstrating Improvement towards Outstanding
· Fully Competent
· Working Satisfactorily towards Full Competence
· Requires Improvement
A copy of the Performance and Development Review Guidelines is available from: www.otago.ac.nz//humanresources/pdr.
For more information please call 479-8255 or email: .
PD11-GoalsAndDevelopmentPlanforNewStarters.doc 27-May-2009 Page 1 of 2