PERFORMANCE REVIEW PLANNING & DEVELOPMENT PROCESS

1. PERFORMANCE REVIEW PLANNING & DEVELOPMENT PROCESS

2. PERFORMANCE REVIEW PLANNING & DEVELOPMENT PROCESS General Staff at CQU

3. Supervisory responsibilites • Initiate PRPD process • Prepare for the process for each staff member • Ensure process is positive • No surprises! • Motivating staff • Staff development happens

4. Supervisors • Planners • Leaders • Problem solvers • Set the tone • Ensure the culture is positive

5. and also • Policies and procedures are followed • Workloads are managed • Ensure a physically and psychologically safe workplace • Your work area adds value to the University

6. PRPD is not just a form to fill in! • Based on the quality of the interactions between the supervisor and staff member • Relationship building • 2 way communication • A collegial process • Open and honest

7. Session Objectives • Understand the purpose and value of the PRPD process for yourself and CQU • What is a PRPD? • Preparing for the PRPD • The PRPD document • Confidentiality • Go to it!

8. WHAT IS THE PRPD PROCESS? • Annual review process • A discussion of your job duties and goals • Planning for the coming year • Receive feedback on your performance • Career and staff development • Good feedback all year

9. PRPD FOR GENERAL STAFF Agreed to in EBA2 and is based on a mutually acceptable PRPD process and on the University’s Code of Conduct • designed to meet the needs of both the University and the individual staff member • enables supervisors to ensure that each staff member’s performance and work objectives (for HEW levels 5-10) align with University expectations and goals.

10. PERFORMANCE MANAGEMENT • “The process of identifying, evaluating and developing the work performance of employees in the organisation, so that the organisational goals and objectives are more effectively achieved, while at the same time benefiting employees in terms of recognition, receiving feedback, catering for work needs and offering guidance.” (Lansbury, 1991).

11. THE PROCESS SHOULD: • Be constructive and motivating • Be conducted over a period of time rather than only at a specific point of time • Provide progressive constructive feedback to the staff member • Be based on consultation and agreement between the staff member and supervisor concerning the procedures to be used • Give the staff member the right to comment on (and contest if necessary) both the process and the outcomes • Provide the University with feedback on institutional needs in areas such as supervision, inductions, evaluation, professional support or staff development and the fostering of a collegial academic community as outlined in the University’s Code of Conduct • Support the institution achieving its strategic goals

12. CQU STRATEGIC PLAN CQU STRATEGIC CYCLE Quality Process - Continuous Improvement - How well are we going? Budgeting Work Areas Strategic Plan PRPD Process - PD’s - Staff Development - Work Loads - Staffing Levels Annual Workload Plans

13. prpd is a single process with four (4) parts: • A review of a staff member’s performance (Performance Review) as in the relevant position description • The supervisor and staff member agreeing to targets for the next 12 month period (Performance Agreement) • A process of identifying appropriate developmental opportunities (Development Plan) that will assist the staff member in achieving individual and organisational objectives • Supervisor completes a report that is kept by both parties (Assessment Report) and most importantly signed off by Dean/Head of Division

14. staff development • Linked to skills development and career aspirations • How will it add value to your role and your work area? • Negotiate with your supervisor to take into account work area and operational plans and priorities and budgets • Be creative

15. value of the process PRPD gives staff an opportunity to: • understand the objectives of the work unit and priorities of their job • communicate with your supervisor about role and job duties • participate in planning and setting work objectives • discuss your performance with your supervisor • suggest improvements • ask for extra support

16. continued... • positions be recognised for your achievements • maintain a documented record of achievements which you may use when applying for other jobs; • identify development needs and the means to meet those needs • plan career moves and personal development.

17. prpd should Not be used: • during a staff member’s period of probation; or • for unsatisfactory performance as set out in the Enterprise Bargaining Agreement for general staff

18. getting ready for prpd • preparation by the supervisor and staff member - complete a draft of the pro-forma • a discussion to set the agenda • joint review meeting-quiet place with no interruptions? • what outcomes? • feedback and good communication throughout the year

19. PRPD PROFORMA

20. Performance Review, Planning & Development Process • The Performance Review, Planning and Development Process gives staff members the opportunity to: • understand the objectives of the work unit and priorities of their job; • communicate with their supervisor about their role and job duties; • participate in setting performance standards and objectives; • discuss their performance with their supervisor; • suggest improvements; • ask for extra support; • be recognised for their achievements; • maintain a documented record of their achievements which they may use when applying for other positions; • identify developments needs and the means to meet those needs; and • plan career moves and personal development. Name of Staff Member: __________________________________________________ Position Title:__________________________________________________________ School/Section:_________________________________________________________ Faculty/Division:_______________________________________________________ Name of Supervisor:_____________________________________________________ Beginning Date of Review Period:__________________________________________ Date of Interview:_______________________________________________________ Ending Date of Review Period:____________________________________________ Date of Interview:_______________________________________________________

21. PART A: EXPECTATIONS AND PERFORMANCE

22. CONTINUED...

23. B.1 Job skills and knowledge Complete at the end of the review period. The staff member uses job skills, normally identified in selection criteria, to achieve the job tasks and accountabilities. From the list of job skills below, select those which are more applicable to this position and add any others required for the job such as technical or computer skills. Assess them, and comment on how the staff member may improve performance.

24. B.2 Training and development plan Complete at the end of the review period. In light of performance and the level of job skills, review the staff member’s career expectations and identify training and develop requirements with respect to: 1. Performance Enhancement, to improve skills and knowledge in current role; and2. Career Advancement, to prepare for appointment at higher levels. Courses are available through Personnel Services. If training needs have been identified Personnel Services should be notified using the form Notification of Training Needs. Other activities for staff to improve skills and qualifications on the job include secondments, performance of higher duties, conferences and private study. Identify requirements and agree a plan for course attendance or other activity as follows:

25. PERFORMANCE REVIEW, PLANNING AND DEVELOPMENT PROGRAMGENERAL STAFFRECOMMENDATION FORM Complete this form at the end of the rating period. Staff member's name: ___________________________________________________________ Faculty/Division: ___________________________________________________________ Date: ___________________________ Overall assessment of achievement (put a tick in the appropriate box)

26. PART C: COMMENTS Complete at the end of the rating period. C.1 Supervisor's overall comments on Performance and Planning C.2 Comments by staff member (optional) Attach a separate page if necessary. C.3 Comments by Dean/Head/Director

27. PERFORMANCE REVIEW, PLANNING AND DEVELOPMENT PROGRAMGENERAL STAFFNOTIFICATION OF TRAINING NEEDS This part is for the identification of training needs. The supervisor in consultation with the staff member should complete and sign this form. A copy of this form should be forwarded to the Organisational Development Unit in the Division of Staff and Student Services. This information will be used as part of ongoing training needs analysis to help ensure that relevant and sufficiently comprehensive staff development courses and activities are available. 1. Tasks and skills for which training is required(List the tasks to be done and the training needed to acquire the required job skills.) Example: 2. Position title(s) for which this training is needed

28. PRPD web addresses • The PRPD policy can be found at: • http://www.cqu.edu.au/ppmanual/staff/prpdgeneral/policy.pdf • The PRPD document can be found at: • http://www.cqu.edu.au/ppmanual/staff/prpdgeneral/procedures.rtf