Academic Staff Performance Development Plan – 2015 cycle
For use by transferring Gippsland academic staff only
Instructions
The University requires all staff to participate in a performance development process.
The performance development process is intended to be part of a dynamic and interactive process between staff and supervisors, based on the three key principles of growth, feedback and
accountability.
You will need to refer to the relevant Academic Performance Standards when formulating your goals and you and your supervisor will comment on your performance relative to the standards at each
review stage of this process.
You are required to include this plan in any application for probation confirmation, Outside Studies Program or promotion.
You are encouraged to divulge any relevant personal circumstances to assist your supervisor in evaluating your achievements relative to opportunity. This information will be kept confidential by your
supervisor and will only be used for the purposes of making a holistic assessment of your achievements.
You are required to complete all sections of this form. Section 5 is only required to be completed if you hold a formal University leadership role.
Section 1 - Staff Details
Title
Surname
Contract end date (where applicable)
Given name(s)
Campus
Position title
Faculty / Division / Centre
Level
Step
Fraction
Probation end date (where applicable)
School / Department / Unit
Supervisor
Relevant Personal Circumstances
CRICOS Provider No. 00103D
Version 1: 1 March 2014
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Academic Staff Performance Development Plan – 2015 cycle
For use by transferring Gippsland academic staff only
Section 2 – Career Aspirations
What are your career aspirations over the next 3 years?
Summarise how you will contribute to your department / school / centre / campus plans over the next 3 years?
Section 3 – 3 Year Goals
Research:
[enter your work goal here]
Strategies
What are your strategies and what development and/or
support do you require to achieve your goal?
CRICOS Provider No. 00103D
Version 1: 1 March 2014
Achievement Indicators
What annual indicators will demonstrate that you
have achieved your goal?
Actual annual achievements
To be completed prior to the end-of-year review.
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Academic Staff Performance Development Plan – 2015 cycle
For use by transferring Gippsland academic staff only
Section 3 – 3 Year Goals
Education:
[enter your work goal here]
Strategies
What are your strategies and what development and/or
support do you require to achieve your goal?
Achievement Indicators
What annual indicators will demonstrate that you
have achieved your goal?
Actual annual achievements
To be completed prior to the end-of-year review.
Achievement Indicators
What annual indicators will demonstrate that you
have achieved your goal?
Actual annual achievements*
To be completed prior to the end-of-year review.
Section 3 – 3 Year Goals
Service:
[enter your work goal here]
Strategies
What are your strategies and what development and/or
support do you require to achieve your goal?
Note: please copy and paste more 3 Year Work Goal tables as required.
CRICOS Provider No. 00103D
Version 1: 1 March 2014
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Academic Staff Performance Development Plan – 2015 cycle
For use by transferring Gippsland academic staff only
Section 4 – Workload allocation
What is your workload allocation for the next 12 months? (Attach your workload allocation document or summarise below.)
Education
Research
For example, teaching improvement,
leadership, innovation, standing.
For example, outputs, grants and HDR supervision
Estimated % workload
allocation
Estimated % workload
allocation
Service
For example, internal, external, leadership.
Estimated % workload
allocation
Section 5 – Leadership (If you are an academic head, dean, pro vice-chancellor, deputy vice-chancellor, campus director or centre director you must also complete this section for your own plan)
Research Leadership:
[enter your work goal here]
Strategies
What are your strategies and what development and/or
support do you require to achieve your goal?
CRICOS Provider No. 00103D
Version 1: 1 March 2014
Achievement Indicators
What annual indicators will demonstrate that you have
achieved your goal?
Actual annual achievements*
To be completed prior to the end-of-year review.
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Academic Staff Performance Development Plan – 2015 cycle
For use by transferring Gippsland academic staff only
Section 5 – Leadership
Education Leadership:
[enter your work goal here]
Strategies
What are your strategies and what development and/or
support do you require to achieve your goal?
Achievement Indicators
What annual indicators will demonstrate that you have
achieved your goal?
Actual annual achievements*
To be completed prior to the end-of-year review.
Section 5 – Leadership
Service Leadership:
[enter your work goal here]
Strategies
What are your strategies and what development and/or
support do you require to achieve your goal?
Achievement Indicators
What annual indicators will demonstrate that you have
achieved your goal?
Actual annual achievements*
To be completed prior to the end-of-year review.
Note: please copy and paste more Leadership Goal tables as required.
CRICOS Provider No. 00103D
Version 1: 1 March 2014
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Academic Staff Performance Development Plan – 2015 cycle
For use by transferring Gippsland academic staff only
Section 6 - Comments
Mid-Year Feedback (Probationary staff only)
Discuss progress against agreed goals and targets.
Supervisors should take into account any relevant personal circumstances when considering the staff member’s achievements. For information on how to assess achievements relative to
opportunity, please refer to the Achievement Relative to Opportunity website.
Staff member’s comments
Supervisor’s comments
End-of-Year Feedback (all staff)
Discuss progress against agreed work and development goals and targets.
Supervisors should take into account any relevant personal circumstances when considering the staff member’s achievements. For information on how to assess achievements relative to
opportunity, please refer to the Achievement Relative to Opportunity website.
Staff member’s comments
Supervisor’s comments
CRICOS Provider No. 00103D
Version 1: 1 March 2014
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Academic Staff Performance Development Plan – 2015 cycle
For use by transferring Gippsland academic staff only
Section 7 – Outcome of performance development review meetings
MID-YEAR
Performance Development Plan Progress Outcome
Supervisor to tick relevant outcome
END-OF-YEAR
Performance Development Plan Progress Outcome
Supervisor to tick relevant outcome
SATISFACTORY
NOT YET SATISFACTORY
SATISFACTORY
NOT YET SATISFACTORY
Note: Salary Incremental Progression
FedUni uses an online system to facilitate salary incremental progression for academic and professional staff. Transferring Gippsland Campus academic staff will be included in the online system
which requires the Supervisor to make a recommendation on a staff member’s incremental progression (where applicable), and requires the Employee to acknowledge the recommendation, prior
to it being forwarded to HR/Payroll for processing. Emails are sent automatically from the online system to alert staff when they need to action this process.
The outcome of the performance development review meetings (Section 7) will be used by the Supervisor to support the recommendation made in the online system.
Further information on how to use the online system is available on the Human Resources > Performance Review and Development Program webpage.
Section 8 – Performance Review Completed
Supervisor’s signature
Date:
Staff member’s signature
Date:
Important note: A copy of the plan should be retained by the supervisor and the staff member.
CRICOS Provider No. 00103D
Version 1: 1 March 2014
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