ANU Focus - performance

ANU Focus

The ANU Focus performance cycle has been developed to replace the Performance Development Review (PDR) system over the course of 2024.

A soft launch pilot of Focus commenced in early 2024, allowing teams to opt into the new process or continue to use the PDR system until active processes are closed out. Feedback from this pilot launch will inform refinements to the process and approach. All staff will be expected to use the new ANU Focus process from 2025.

Moving to the ANU Focus performance cycle

An online version of Focus is being designed using the University's HRMS system and will be available from late 2024.

In the meantime, employees are encouraged to move to the new process using the Word template provided on this site. Separate Word templates have been created for Academic and Professional/Technical employees, and are available using the links at the right-hand side of this site. These Word templates use the same format which will be applied in the Focus online tool.

Also at the right, linked PDF documents show how the performance cycle will work for Academic and Professional/Technical employees, including consistent timing of cycles for all employees.

The online Focus tool is expected to be available from 1 December 2024. However, any change to this timing will be communicated and updated here. 

Information and Resources - ANU Focus SharePoint

A SharePoint site - Focus - has been created with relevant resources including a recorded information session.

Transitioning from PDRs

Between early 2024 and the end of 2024, employees will have the option of continuing to use the PDR system or moving across to using the ANU Focus Word template, until the online Focus tool is available. Following are some of the options available for different scenarios over this period:

Employees with an existing PDR in eforms

• Continue current PDR until finished, for the next cycle transition to the Word document until the online system is available. Note that when using the Word template there is no consistent way to save this, so please ensure that the document is securely saved on an ANU platform e.g. ANU Microsoft OneDrive, and that both employee and supervisor have secure access to the finalised Word document at every stage of the process. 
• If current PDR finishes late in 2024 (eg from October onwards) wait until December 2024 to commence the next cycle as part of the new standard online cadence.

Employees with no existing PDR

• Use Word document until the online system is available. Note that when using the Word template there is no consistent way to save this, so please ensure that the document is securely saved on an ANU platform e.g. ANU Microsoft OneDrive, and that both employee and supervisor have secure access to the finalised Word document at every stage of the process. 

Probation

• Use the existing PDR system in eforms for probation during 2024, with ANU Focus to be available online from late 2024-early 2025. 

Approach

The ANU Focus performance cycle has been designed around the following principles, informed by current best practice in performance management:

• Emphasis on regular feedback rather than once or twice-yearly performance discussions.
• Forward-looking with a focus on future development in addition to reflecting on progress against goals.
• Emphasis on goal-setting with support for how to do this effectively.

The aim is to keep the process as simple as possible, and emphasise equipping supervisors and employees to have effective feedback and development conversations. Training and other resources are provided to support employees to effectively manage their Focus discussions and process.

Why this change?

The March 2023 ANYOU survey highlighted opportunities to improve our performance development approach. In the survey:

• 65% of respondents agreed that their job performance is evaluated fairly;
• 58% of respondents indicated that they receive appropriate recognition for good work; and
• Only 28% of respondents agreed with the statement ‘When it is clear someone is not delivering in their role we do something about it’.

Survey respondents also provided relevant written comments, highlighting issues such as never having completed a PDR at ANU (or not for several years) and supervisors not being equipped to provide useful feedback. This feedback is consistent with findings and recommendations from an external review of the Performance and Development Review (PDR) undertaken in 2019.

Additionally, the current PDR form and process has to be replaced as the platform supporting the current form (eForms) will be discontinued at ANU from 2025 onwards.

Any questions can be directed to your local HR contact or the People and Culture team via HRD.development@anu.edu.au