47. Performance and development process

Principles of the performance and development process

47.1. The University’s performance and development process will be undertaken in accordance with University policy and procedure, and is normally documented through the performance and development process.  The principal aims of the performance and development process are to build on and support a culture of excellence. Through the performance and development process, supervisors will work with staff to:

    1. establish and achieve agreed performance objectives and workload allocations;
    2. establish a career development plan to assist in career enhancement;
    3. acquire new skills, knowledge and experience; and
    4. meet performance expectations.

    47.2. The performance and development process is supplementary to the regular feedback and discussion between the supervisor and the staff member about the staff member’s performance or other workplace matters.

      Process

      47.3. The performance and development process applies to all staff holding continuing, continuing (contingent funded) and fixed term appointments of 12 months or more. The performance and development process will be used to inform the probation process for all relevant staff.

      47.4. In the case of an academic staff member, the performance and development process will take account of the particular research and education requirements of the staff member.

      47.5. In the case of a fixed term academic staff member, the performance and development process will consider strategies that aim to improve the potential of the staff member to obtain an ongoing academic appointment.

      47.6. If a supervisor and a staff member cannot agree on the performance objectives or workload allocations established as part of the performance and development process, the staff member may utilise the process set out in clause 77 (Dispute avoidance and settlement).

      47.7. The performance and development process is staff-in-confidence and the information contained may only be used in matters that are relevant to the staff member’s employment at the University. Relevant documents will be stored in accordance with the University’s records and archives management policy.

      47.8. Concerns about performance against the agreed performance objectives established in the performance and development process may lead to further action under clause 72 (Managing performance).

         

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