(1) These procedures are intended to give effect to the uniform implementation of the Performance Management, Development and Review (PMDR) Policy.
(2) Supervisors should advise employees of the timing of the PMDR cycle for their Work Unit and inform those employees who will be required to participate in a PMDR meeting.
(3) Supervisors should be aware of the link between the PMDR process, Academic Promotion, Special Studies Leave, the Rewards Program for Professional Staff, Incremental Progression and the Procedure for Managing Unsatisfactory Performance.
(4) PMDR for academic employees is documented as part of their Academic Staff Portfolio (AP). In preparation for their PMDR meeting employees should:
(5) Employees are required to forward their updated AP to their supervisor at least two weeks before the agreed time for their PMDR meeting.
(6) PMDR discussion will focus on the employee's self-assessment, achievements, work performance, feedback from the supervisor, planning objectives and performance criteria for the year ahead.
(7) Following the PMDR meeting:
(8) If the PMDR summary is disputed by the employee, the matter is to be referred to the relevant Executive Member. If the Executive Member is the supervisor, the matter will be referred to the Vice Chancellor.
(9) Professional employees are to complete a draft PMDR plan each year in consultation with their supervisor. The draft should include:
(10) The PMDR discussion will include feedback on performance against the established goals, objectives and performance indicators and planning for the year ahead. Work expectations and performance criteria for the next 12 month period are to be set at each annual PMDR.
(11) Following the formal PMDR discussion, an agreed PMDR report is prepared, including:
(12) In preparing the PMDR report, supervisors should be aware of the link between the PMDR process, the Rewards Program for Professional Employees, incremental progression and the procedures for managing unsatisfactory performance.
(13) The employee must be provided with a copy of the supervisor's signed report and be given the opportunity to sign the original report and attach any comments. Should the employee not sign the report the matter will be referred to the relevant Executive Member. If the Executive Member is the supervisor, the matter will be referred to the Vice Chancellor.
(14) By the end of December each year, Head of Work Units are to provide HR with:
(15) Academic professional learning needs and opportunities, including training and professional activities, identified through the PMDR process are to be categorised and dealt with in the following manner:
(16) Professional employee professional learning needs and opportunities identified through the PMDR process may be addressed within the Work Unit or through activities coordinated centrally by HR Services.
(17) Where development and training needs cannot be met within the Work Unit through activities such as on-the-job training, the Head of Work Unit is to aggregate and prioritise the needs and communicate them to the HR Manager, Organisation Development by the end of December each year for inclusion in training plans for the following year. The aggregated corporate professional learning needs will be funded centrally subject to the availability of funds.
(19) Copies of completed PMDR reports and Academic Staff Portfolios are also retained in the work unit and are required for organisation development purposes such as Professional Staff Rewards, Classification, Academic Promotion and Special Studies Leave. Other access to these reports is restricted to the employee's line managers and HR Services staff.
(20) Work units are required to provide a completed Work Unit PMDR & Professional Learning Summary to HR Services by the 31 December each year.