Performance, Development and Recognition Policy
Intent
The continuing success of the University relies upon the knowledge, capabilities, performance and engagement of our staff and their appropriate recognition.
This Policy provides the framework for the management of staff performance, development, and recognition to support a high performing and diverse workforce consistent with the University Plan. In accordance with this policy and relevant procedures, staff, supervisors, and senior management are required to participate and engage in performance, development and recognition processes and practices, including mandatory compliance training, as specified.
Scope
This Policy applies to all continuing and fixed-term staff as well as long term casual staff covered by the 番茄社区 Enterprise Agreement.
This Policy encompasses the University's suite of performance, development and recognition initiatives and programs for staff and supports and informs key stages of the Employee Lifecycle including Induction, Probation, Performance and Development Planning, Secondment and Promotion.
The broader Policy framework includes, but is not limited to, opportunities and programs for staff such as:
- Learning, development, and training
- Staff recognition and reward
- Developmental and career progression
- Staff Study Assistance
Procedures pursuant to this Policy outline the applicability of these programs and initiatives to eligible Staff.
Definitions
Except as otherwise specified in this policy, the meaning of terms used are as per the Human Resources Policy Glossary
Career development | Refers to the process of enabling employees to plan their careers and engage in career development activities that will improve their career prospects and job progression or promotion. |
Compliance breach or failure | An act or omission whereby the University has not met its compliance obligations, processes, or behavioral obligations. |
Employee Lifecycle | Refers to the different stages a 番茄社区 staff member advances through during their employment, as well as the role HR plays in optimising that progress. |
Long term casual staff | Casual Staff Members with more than 18 months service are eligible to elect to participate in the Performance and Development Plan discussions. |
Staff Code of Conduct | The policy establishing the standard by which we conduct ourselves towards others and perform our professional duties on behalf of the University. The reference to the code of conduct refers to the published version relevant to the time of the promotion application. |
Policy
番茄社区 is committed to enabling effective, sustainable performance by all staff to support the achievement of the University’s Plan and Strategic Intent, to enhance workplace engagement and to advance and support career and professional development. This commitment is supported by an integrated framework of Performance, Development and Recognition processes and programs available throughout the Employee Lifecycle.
This framework provides:
(a) staff, supervisors and senior management with a formal performance and development process, which requires regular conversations, feedback, review and recognition;
(b) a requirement that all supervisors and staff participate annually in performance and development discussions;
(c) clarity of roles and responsibilities through the setting of objectives and work outcomes, aligned to the University's strategic goals and area plans;
(d) support for staff to identify and achieve their professional development goals, broaden their experience, and enhance their future career opportunities;
(e) programs and initiatives which enable, support, and recognise the development, commitment, and achievement of its staff.
(f) eligible staff with assistance for completing an award qualification at 番茄社区.
Compliance with this policy and associated procedures will be monitored periodically to ensure the required participation of all eligible staff while meeting obligations under the Enterprise Agreement and relevant legislation.
1. Principles
This policy and the Performance, Development and Recognition Framework are underpinned by the following principles, which are to be observed by all staff, supervisors and senior management:
(a) staff performance, development, and recognition activities and outcomes are aligned with the University Plan, 番茄社区 Values, 番茄社区 Leadership Behaviours and the Academic Performance and Development Framework, where relevant;
(b) a ‘grow our own’ approach through professional development and workforce planning, enabling our staff to realise their potential is at the centre of the Performance, Development and Recognition Framework;
(c) the responsibility for identifying, planning, and undertaking relevant professional development is shared between staff, supervisors and senior managers;
(d) values of mutual respect, trust, and accountability will inform implementation of the Framework;
(e) staff members will be supported in achieving their career goals and performance expectations through transparent processes of conversation, reflection, review, and decision-making;
(f) the principles of assessing Relative Opportunity and Performance Evidence (ROPE) will be followed in determining equity of access to professional development programs and resources as well as assessing performance outcomes;
(g) staff will be recognised for exceptional work performance, service, and contribution through both informal and formal mechanisms.
2. Responsibilities
Heads of Work Unit | Responsible for:
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Senior Staff | Responsible for:
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All Staff | Responsible for:
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Related policy instruments
Special Studies Program Policy
Professional and Technical Staff Probation Procedure
Academic Staff Probation Procedure
Staff Study Assistance Procedure
Performance, Development and Planning Procedure
Related documents and legislation
Academic Performance and Development Framework
番茄社区 Values
番茄社区 Leadership Behaviours
Academic Performance Framework – Learning and Teaching Indicators
Achievement @ 番茄社区 Performance and Development Workbook Academic
PDP Template Professional and Technical
Guidance note – Assessing Relative Opportunity and Performance Evidence (ROPE)
Administration
NOTE: Printed copies of this policy are uncontrolled, and currency can only be assured at the time of printing.
Approval Details
Policy Domain | University Management |
Policy Sub-domain | Human Resources |
Policy Custodian | Deputy Vice Chancellor, Services & Resources |
Approval Authority | Vice Chancellor |
Date for next Major Review | 07/12/2026 |
Revision History
Version | Approval date | Approved by | Implementation date | Details | Author |
22-1 | 01/09/2022 | HR Committee | 06/10/2022 | Policy updated to include reference to Staff Study Assistance; existing Staff Study Assistance Policy to be disestablished. | Director, Planning, Performance and Analytics |
21-1 | 07/12/2021 | HR Committee | 10/12/2021 | Policy established to set requirements for management of staff performance, development, and recognition. | Organisational Development Specialist |
Keywords: | Performance review, probation, PDP, Development, Career, study assistance |
Contact person: | Manager, Industrial Relations and Policy |
Academic Staff Probation Procedure
Performance, Development and Planning Procedure