Focus Frequently Asked Questions (FAQs)

When will Focus launch?

Focus first launched in early December 2024, for the inaugural 2025 annual cycle. 

2026 annual Focus has been created for eligible employees in early December 2025. Each December the annual Focus for the upcoming calendar year are bulk created for all eligible employees. 

Focus is accessed via HORUS. 

Is the annual cycle for both professional and academic employees?

Yes. The annual cycle applies to both professional and academic employees. All active employees with a continuing or fixed-term appointment (of 12 months or more) should complete a Focus document. 

What about probationary employees?

Probationary employees are on a probationary Focus document, aligned to the duration of the probation period. The Focus process remains conceptually the same, but the due date for each Focus step differs to the annual timing. If you are a probationary employee refer to your Focus document in HORUS to check when each step is due.

• Employees that have commenced at ANU (not an internal transfer) will be on probation, and in the onboarding process are allocated the relevant probation template (created in their HORUS account) for their type of employment. This probation template is the same content and approach for the annual Focus document, with the main difference being that the duration of the employee's template is aligned to their specific start date until the end of their probation period.
• Once the employee has their probation confirmed, during December-August, they would have an annual Focus template created on or around the 1st of the month following their probation date, to then be populated through the initial steps (can copy goals/content from completed probationary Focus), and then completed by end December in line with the annual timing. If the probation end date falls within September-November the employee would join the next calendar year annual Focus cycle, created in early December. 

Why did ANU introduce the annual Focus performance cycle?

The March 2023 ANYOU survey highlighted opportunities to improve the ANU 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, eForms, where PDRs are housed, have been discontinued at ANU from 2025 onwards.

Why is the Academic cycle the same as the Professional cycle?

The ANU Focus process is developed so that all employees have an equitable experience of role, performance and career discussions, and frequency of how these are recorded - Focus is a tool to record discussions and progress at least every six months, with emphasis on regular discussions outside of using Focus. 

Career goals and deliverables are often in the making over several years, which is the case for both academic and professional employees. An annual cycle for everyone helps drive a culture of meaningful conversations, development and accountability.

I am a supervisor with a large number of direct reports, how can I manage processes within the new cycle?

For supervisors each stage of the Focus cycle will be open for an extended period to give supervisors more time to conduct meetings with their employees:

• Goal Setting to be completed during 1 December-31 March (4 months);
• Checkpoint to be completed during 1 June-31 July (2 months); and
• Reflection and Evaluation to be completed during 1 October-31 December (3 months), with the ability to combine reflection for current year and Goal Setting for upcoming year during December as one discussion.

Note, there is an ancillary step to the Reflection and Evaluation step: Review Set Goals - this is the final opportunity to add any goals that may have occurred since the mid-year Checkpoint, before the final evaluation is completed and the Focus document completed overall by the staff member, then supervisor. 

Key things to keep in mind about the Focus process overall

• The Focus SharePoint site also has a wealth of relevant information and guidance resources, including short user guidance videos for each step of Focus.
• For supervisors: ensure you only complete each step within the ANU Focus timing for that step. Once a step is completed and any changes made (by staff or supervisor) it can not be reverted back to the previous step. If no changes have been made try ‘Reopen prior step’ in the three dot menu at the top right of Focus.
• Save your work frequently by clicking on the save icon at the top right of the screen, and ensure you click save before exiting the Focus document.
• Goals can be edited or deleted during the Goal Setting step only. Once the Goal Setting step is completed, existing goals can not be edited or deleted, only new goals can be added up to and including the Review Set Goals step.
• Commentary can be made in the free text comment boxes if a goal has changed or ceased since it was created in the Goal Setting step.

For the annual Focus cycle: 

• Step 4 is an optional, opt-in step (for input from prior ANU supervisor within same calender year) which is automatically skipped over where not applicable.
• The November due dates for steps 3 and 5 on the Focus document are for timing guidance only, and do not need to be followed exactly - step 3 and onwards just need to be completed during October-December overall, and by 31 December. 

How do I complete Goal Setting?

Goal Setting is the first stage of the Focus annual cycle. This should be led by both the employee and the supervisor, with an initial discussion between both parties to commence drafting goals, and a meeting before the Goal Setting stage is completed by the supervisor. The Goal Setting stage is a period of four (4) months from 1 December through to 31 March. 

There is key information on how to successfully set goals, including some short videos - a LinkedIn Learning module and a TED talk - under Goal Setting on the Focus Sharepoint site.

How much time should be allowed for the Goal Setting meeting?

It’s recommended that supervisors allocate an hour per employee to allow plenty of time for discussion and finalising goals. 

How should I input goals into my Focus document?

When adding a goal into your Focus document you’ll notice that there is a Goal, Description and Measurement section for each goal that’s added.

• Goal: add in a high-level title for the goal e.g. Commence and complete project X.
• Description: give a general description of what the goal is, and include any key details of the goal e.g. Project X is about - what, why, who, when, how, where?
• Measurement: detail of success indicators/measures (what does success of delivering project X look like?)

For Goal Description, include further detail as needed, specific to the goal that is being set. For academic employees an example could be:

• Research Goal: publications
• Research Goal Description: include the number and type of publications expected to be completed in that calendar year (or beyond)
• Reseach Goal Measurement: completion/acceptance of all intended publications in that calendar year

Can goals be copied over?

Yes, goals can be copied over from one document to the next. Supervisors also have the option to copy selected goals from their Focus or an employee in their team to another, in the event that these employees share common goals. 

Can goals be changed after the Goal Setting stage?

The Focus cycle is intended to be flexible with the ability to add goals up until the Final Reflection and Evaluation stage during 1 October-31 December. Already created goals in the cycle can’t be edited or deleted (after Goal Setting stage), but adding goals is possible up to and including the Review Set Goals stage. Both employee and supervisor also have the opportunity to provide comment during the Checkpoint stage and the Final Reflection and Evaluation stage. 

What is the difference between work goals and development goals?

Work goals are directly related to the priorities (i.e. projects, programs, courses, business as usual etc) identified by the work area to be achieved during the calendar year. These goals would normally be broken down into more detailed tasks and activities to be worked on by the employee on a daily/weekly/monthly basis.

Development goals are any activity (e.g. training, skill builders, experiences etc) identified by the employee to develop skills or improve their current and/or future work performance. These goals can also relate to future career aspirations (e.g. undertaking a course to gain qualifications in a particular skill or area).

What is a stretch goal?

Stretch goals are part of the Focus online system. A stretch goal is an additional goal that can be added as an aspirational goal, something that may be somewhat ambitious to achieve, but possible where an employee, and their team are already performing well. A stretch goal can help to inspire and motivate an employee.

It is ok if a stretch goal is not met, but in the case where it is, it is a great way to inspire an employee to get out of their comfort zone.

If there is a goal that is a priority or critical outcome this should not be recorded as a stretch goal, and instead needs to be recorded as a work goal. 

What is the difference between the academic and professional Focus template?

The academic and professional Focus templates are very similar. The main difference is that the academic template includes specific sections for academic workload distribution, research, education and service goals (all work goals), instead of the one work goals section that is on the professional template. 

Both templates include information about ANU Work Health and Safety (WHS) practices, the ANU Code of Conduct policy and mandatory training. Where applicable, there is the functionality to add in an additional WHS responsibility, for example, in the case where an employee might be working with hazardous chemicals. 

What happens after I have set and agreed my goals with my supervisor?

The next formal stage in the Focus performance cycle is the Checkpoint which happens during 1 June – 31 July.

Why does my preferred name show on Focus email notifications but my legal name shows on HORUS?

In developing the Focus templates there is functionality to send Focus email notifications using your preferred name (as indicated on your HORUS account). 

For the HORUS account overall, for many functions of HORUS, e.g. payroll information, leave requests, training registrations, the default is legal name. We are working towards your preferred name being displayed on HORUS. 

Relative to opportunity 

Where applicable, the outcomes for set goals should be considered relative to opportunity; comments may take into account all factors, which may have impacted upon the employee and whether or not the employee successfully acheived the agreed outcomes for the Focus performance cycle. For further information please refer to the Guideline: Assessing achievement relative to opportunity. 

Workplace adjustment - have your workplace flexibility arrangements changed?

Employees with disability may wish to consider any reasonable workplace adjustments in conjunction with setting Focus goals. Further information about this is within these guides:

• Workplace adjustments: Staff information guide
• Workplace adjustments: Supervisor information guide

If your workplace flexibility arrangements have changed or will change as a result of your Focus goals, talk to your supervisor and update the Individual Flexibility Agreement (IFA) on your HORUS account. 

What will happen with the University’s policies and procedures linked to PDRs?

The University’s policies and procedures which make reference to the PDR process will be steadily updated over the course of 2024 and into 2025. The key policies related to Focus performance ratings are updated and available here:

• Policy: Performance and development – Academic and Professional staff
• Procedure: Performance and development - Academic staff
• Procedure: Performance and development - Professional staff

Does the Focus system have functionality to send messages at key times?

Yes. 

Will there be reminders?

Yes, two (2) weeks out for Goal Setting and Mid-Cycle Check-In, and four (4) weeks out for Evaluation, for those who have not yet completed these steps. Prompts will also apply to probation templates.

Can the document be exported?

Yes, the document can be exported to PDF at any stage of the process. To export a copy click on the three dots on the top right of the Focus document in HORUS, selecting ‘Export’ and then save a copy.

To access a completed or cancelled Focus document in HORUS, go to the Focus tile, and click on ‘Include Historical Documents’, at the top left of the screen. 

What happens when an employee changes supervisor?

As the Focus online platform sits within HORUS (which is directly linked to the ANU HR management system), employment changes such as a permanent transfer or new substantive supervisor will take place automatically with no separate process required.

Where the change of supervisor is a permanent arrangement, the new substantive supervisor will have access to the employee’s Focus document for any employee reporting to them.

Where there is a temporary change of supervisor (for example as part of a short-term transfer) the temporary supervisor will not be able to see the employee's Focus document for the transfer period. The substantive supervisor remains as the supervisor on the Focus document. 

If someone is acting in a role for the majority of the calendar year (i.e. 6+ months) and the role has direct reports, then a request can be made to transfer a direct report's Focus document. Requests are considered on a case by case basis and should be made via HRD.Development@anu.edu.au 

Will a previous supervisor be able to comment in the document?

Yes, during a current Focus cycle, and if the previous supervisor is still at ANU, the current supervisor may invite the previous supervisor to provide comment. This should only be done in consultation with the employee. 

Will the employee be able to view comments from the former supervisor?

Yes.

What if an employee is on extended leave for most of the calendar year?

In the case of someone being on extended leave for the majority of the calendar year, for the majority of the Focus cycle, the Focus document may be cancelled. In this case contact HRD.Development@anu.edu.au. The team will then review the approved extended leave instance/s for the employee, and once verified, will cancel the employee's Focus document. 

How will Focus records be stored?

All Focus documents are accessible via HORUS. 

• For an employee a current Focus document will show in the Focus (Performance) tile within HORUS.
• For a supervisor, a current Focus document for an employee that reports to them will show in Focus – Team Performance tile.
• Completed Focus documents can be accessed by clicking on the Include Historical Documents section (and clicking Search) on the left hand side of the Focus home page within HORUS.

What will happen to old PDR eforms?

Old PDR eForms will continue to be stored in HORUS and subject to the University’s data governance and retention requirements. 

• Professional employees can access old PDRs via the Historical eForm PDRs tile on their HORUS account.
• Academic employees can access old PDRs via the Academic Workload Summary tile. Academic employees can also view and update their academic workload distribution via this tile in HORUS. 

How is workload distribution confirmed for academic employees?

Academic employees can view and update their academic workload distribution via the Academic Workload Summary tile in HORUS. There is also a prompt within the academic Focus document for the employee to review their academic workload distribution.

Any change to the academic workload distribution needs to be updated by the academic employee via HORUS, which will trigger an email to the supervisor for approval. 

Where can I find further information about Focus?

More information about Focus is available on the ANU Focus Peformance website and the Focus Sharepoint page.

What training is available for supervisors and staff?

Information about training and other resources is available on the Focus Sharepoint page.

How will we measure the impact of Focus on employees at ANU?

The ANYOU engagement survey conducted in March 2023 set a benchmark for employee experiences of the performance process at ANU, and highlighted opportunities for improvement. The same questions will be asked in future surveys to measure the impact of moving to Focus on the employee experience.

Questions can be directed to HRD.Development@anu.edu.au or your local HR Business Partner.