(1) For the purposes of this policy the following definitions apply:
(2) This policy sets out the responsibilities of staff and supervisors and specifies the processes for enhancing organisational performance through the management, development and review of employee performance.
(3) The aims of the Performance Management, Development and Review Policy are to facilitate and promote improvement in organisational outcomes through the effective management of employee performance, to enhance the job satisfaction of employees, and to advance and support the career development of employees.
(4) This policy applies to all non-casual employees.
(5) The process of Performance Management, Development and Review (PMDR) formalises effective management practices.
(6) Managing and reviewing employee performance and fostering staff development are critical elements in achieving the University's priorities and its overall success. As a tool to assist in the review of performance, supervisors and employees engage in a PMDR process appropriate to the employee's work responsibilities.
(7) PMDR is a joint responsibility between an employee and their supervisor. PMDR provides an opportunity for employees and supervisors to work together in a structured way to review performance, identify and describe work expectations, discuss learning and development needs, recognise achievements, provide feedback and plan for future individual and organisational growth and development.
(8) PMDR enables employees and their supervisors to:
(9) The employee's responsibilities are to:
(10) The supervisor's responsibilities are to:
(11) The Head of Work Unit's responsibilities are to ensure that appropriate PMDR processes are carried out in accordance with this policy.
(12) PMDR processes are to be timed so that the Work Unit's operational plans inform PMDR discussions and decisions including the identification of any learning and development needs.
(13) Staff development plans should be forwarded to HR Services by the end of December each year.
(14) At the time an offer of employment is made, prospective eligible new employees are to be made aware of the University's Performance Management, Development and Review Policy and how to access it.
(15) The work expectations and performance criteria established during induction will inform the new employee's first PMDR process.
(16) Where an employee is on probation for a period of 12 months or more, probationary reviews will replace the PMDR process during the probationary period. Annual PMDR processes will commence following successful completion of a probationary period.
(17) Where an employee has completed a PMDR review and the plan indicates performance has been satisfactory, the employee will progress to the next increment level in their salary classification on the due date.
(18) Outstanding performance in this context refers to performance that extends beyond normal job requirements and may involve, but is not limited to, one of the following elements:
(19) Information derived from the PMDR process informs the development of the University wide Professional Learning Calendar and priorities.
(20) Professional learning needs identified in the PMDR process should be linked to the Work Unit's and the University's operational and strategic plans and should consider the range of professional learning options available e.g. on the job and online training.
(21) Supervisors should not wait until the end of the annual PMDR cycle to address underperformance issues.
(22) Where underperformance is identified, the supervisor sets objectives and reasonable timeframes within which improvements are to be achieved. The supervisor will closely monitor the work and communicate frequently with the employee. The employee will be provided with the opportunity and assistance to address underperformance.
(23) Where there is evidence that underperformance has not been remedied through this process, the relevant formal Procedures for managing unsatisfactory performance are to be followed.
(24) Supervisors are required to be trained in the PMDR process.
(25) Induction programs will include information on the PMDR policy and available training.
(26) Supervisors are responsible for ensuring all employees in their Work Unit are made aware of the PMDR process for the Work Unit.
(27) Where relevant, an employee's responsibilities in relation to risk management in the context of the University's Risk Management Plan are to form part of the PMDR discussions, and access to appropriate training should be facilitated.
(28) Applications for academic promotion must be accompanied by copies of the signed PMDR plans normally for the previous two years and, depending on the timing of the call for applications, the plan for the current year.
(29) Information provided in PMDR plans for the three years prior to the call for applications for special studies leave will inform special studies leave decisions.
(30) The PMDR process is to be consistent with equity principles and policies.