46. Career and performance development

46.1. The University seeks to enable staff to perform at their best through the creation of an environment which develops and supports individuals to achieve their work goals, reach their career potential and maximise their individual contribution to the University through:

1. establishing clear performance objectives and workload allocations;
2. supporting staff through appropriate development and career planning;
3. providing staff with career opportunities within the University; and
4. developing supervisors to assist them in carrying out their management and leadership responsibilities effectively.

46.2. The Minimum Standards for Academic Levels (Schedule 5) establish the minimum expectation of performance for academic staff. An academic staff member’s duties will take account of these standards applicable to the level of the position. The parties acknowledge the importance of leadership requirements of senior academic appointments at Level D and E. These capabilities will be reflected in the position descriptions, advertisements and promotion criteria for such appointments.

46.3. The Professional Staff Classification Descriptors (Schedule 6) establish the minimum expectation of performance for professional staff members. A professional staff member’s duties will take account of classification descriptors applicable to the level of the position.