General Staff at CQU

Supervisory responsibilitesSupervisory responsibilites

Initiate PRPD processPrepare for the process for each staff

memberEnsure process is positiveNo surprises!Motivating staff Staff development happens

Supervisors Supervisors

PlannersLeadersProblem solversSet the toneEnsure the culture is positive

and alsoand also

Policies and procedures are followedWorkloads are managedEnsure a physically and psychologically

safe workplaceYour work area adds value to the University

PRPD is not just a form to fill in!PRPD is not just a form to fill in!

Based on the quality of the interactions between the supervisor and staff member

Relationship building2 way communicationA collegial processOpen and honest

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!

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

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.

“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).

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

CQU STRATEGIC

CYCLE

CQU STRATEGIC PLAN

Budgeting

Work AreasStrategic Plan

Annual Workload Plans

PRPD Process- PD’s- Staff Development- Work Loads- Staffing Levels

Quality Process- Continuous Improvement- How well are we going?

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

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

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

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.

during a staff member’s period of during a staff member’s period of probation; orprobation; or

for unsatisfactory performance as set for unsatisfactory performance as set out in the Enterprise Bargaining out in the Enterprise Bargaining Agreement for general staffAgreement for general staff

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

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:_______________________________________________________

PART A: EXPECTATIONS AND PERFORMANCEPART A: EXPECTATIONS AND PERFORMANCE

EXPECTATIONS

Complete this column at the beginning of the reviewperiod

State the primary purpose of the position in oneparagraph, and then list the main tasks andaccountabilities. (The annual review provides anopportunity to review the current position description.)

PERFORMANCE

Complete the columns below at the end of the reviewperiod.

Evaluate how well each of the main tasks of the positionwas performed during the reporting period, using thefollowing rating scale and comment as appropriate.

A.1 PRIMARY PURPOSE OF POSITION A. OUTSTANDING LEVEL OF ACHIEVEMENTPerformance far exceeds standards and/or objectives,both in quality and quantity.B. COMMENDABLE LEVEL OF ACHIEVEMENTPerformance meets more than the expected standardsand/or objectives, either in quality or quantity.C. SATISFACTORY LEVEL OF ACHIEVEMENTPerformance meets the expected standards and/orobjectives set.D. REQUIRES IMPROVEMENTPerformance is not meeting the expected standardsand/or objectives set.E. UNSATISFACTORY PERFORMANCEPerformance is unsatisfactory

CONTINUED...CONTINUED...

A.2 TASKS/ACCOUNTABILITIES (FOR ALLHEW LEVELS

RATINGA,B,C,D,or E - COMMENTS.

A.3 OBJECTIVES

(These should be consistent with mission and goals ofthe organisation.)

HEW Levels 5-10 only:

OBJECTIVES

Complete this column at the beginning of the reviewperiod.

List any mutually agreed objectives for the reviewperiod. Objectives should specify an activity or projectto be completed by a specific time and a specialisedstandard if relevant.

RESULTSComplete this column at the end of the review period.

Rating A,B,C,D or E - Indicate results achieved

Job Skills and Knowledge RatingS = shows STRENGTHE = is EFFECTIVED = requires DEVELOPMENT

Comment

Oral CommunicationIs clear, logical and convincing when expressing pointsof viewWritten CommunicationWritten work is presented in an accurate, concise, clear,logical and appropriate mannerInterpersonal EffectivenessInteracts effectively with others; works cooperativelywithin a team; builds trust and commitment in others.JudgementIdentifies and analyses problems and develops effectivesolutions.Application of KnowledgeTechnical knowledge or expertise allows for independentperformance of job duties.LeadershipMotivates individuals or groups towards a common goalResource ManagementEffectively manages financial, physical or humanresources.AdaptabilityResponds positively to change and adapts to differentsituations.

B.1 Job skills and knowledgeB.1 Job skills and knowledgeComplete 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.

B.2 Training and development planB.2 Training and development planComplete 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:

B.2.1 Performance enhancementKnowledge or Skill DevelopmentRequired

University Course or OtherActivity

B.2.2 Career advancement (where appropriate)Target HEW Level and Position(s) University Course or Other

Activity

A B C D E

OUTSTANDINGLEVEL OFACHIEVEMENT

Performance far exceedsexpected standardsand/or objectives, bothin quality and quantity

COMMENDABLELEVEL OFACHIEVEMENT

Performance meets morethan the expectedstandards and/orobjectives, either inquality or quantity

SATISFACTORYLEVEL OFACHIEVEMENT

Performance meets theexpected standardsand/or objectives set

REQUIRESIMPROVEMENT

Performance is notmeeting the expectedstandards and/orobjectives set.

UNSATISFACTORYPERFORMANCE

Performance isunsatisfactory

PERFORMANCE REVIEW, PLANNING AND DEVELOPMENT PROGRAMPERFORMANCE REVIEW, PLANNING AND DEVELOPMENT PROGRAMGENERAL STAFFGENERAL STAFF

RECOMMENDATION FORMRECOMMENDATION FORMComplete 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)

PART C: COMMENTSPART C: COMMENTSComplete at the end of the rating

period.C.1 Supervisor's overall comments on Performance and Planning

Supervisor's signature

Supervisor's name Date

Staff Member's signature

Staff Member's name Date

C.2 Comments by staff member (optional) Attach a separate page if necessary.

C.3 Comments by Dean/Head/Director

Dean/Head/Director's signature

Dean/Head/Director’s name Date

PERFORMANCE REVIEW, PLANNING AND DEVELOPMENT PROGRAMPERFORMANCE REVIEW, PLANNING AND DEVELOPMENT PROGRAMGENERAL STAFFGENERAL STAFF

NOTIFICATION OF TRAINING NEEDSNOTIFICATION 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.

TaskAct as a secretary for committee meetings.

Training RequiredInstruction on meeting procedures, the role of the secretary andminute writing.

Tasks and Skills Training Required

Position Title(s) HEW Level

Supervisor’s signature Supervisor’s name Staff name

Head’s signature Date

Head’s name Date

Staff signature Date

2. Position title(s) for which this training is needed

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:

PRPD web addressesPRPD 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