Policy: Performance and development – Academic and Professional staff
To outline the guiding principles which underpin performance management practices at the University in accordance with the Career and Performance Development provisions within the Enterprise Agreement.
This policy seeks to enable staff to perform at their best, and strives to achieve this within a culture of continuing evaluation of performance and improvement.
All staff holding continuing; continuing (contingent funded); or fixed term appointments of twelve (12) months or more.
- ANU values the contribution of staff to the achievement of University goals and aims to provide an environment that nurtures and supports staff, enabling them to optimise their contribution to the University.
- ANU seeks to enable staff to perform at their best. The University strives to do this within a culture of continuing evaluation of performance and improvement through the following mechanisms:
- establishing clear performance objectives;
- supporting staff through appropriate development and career planning, including the opportunity to create career development plans;
- providing staff with career opportunities within the University through appropriate development; and
- developing managers and supervisors to assist them in carrying out their leadership responsibilities effectively. It is expected that supervisors should complete training in the career and performance development process and effective methods of giving/receiving feedback.
- Career and Performance Development discussions will be recorded within a Performance Development Agreement in accordance with the Enterprise Agreement. The Performance Development Agreement will herein be referred to as a Performance and Development Review (PDR).
- Effective performance and development processes require a dedicated time investment from supervisors. For the purposes of this process a supervisor will normally be responsible for no more than 10-15 staff.
- Performance objectives will aim to ensure each staff member:
- knows and understands what is expected of them in their position;
- has or has the opportunity to develop the skills and capability to achieve these expectations;
- is provided with an opportunity to discuss their career goals and establish a plan to achieve these goals;
- receives valid and constructive feedback on their progress and achievement;
- has the opportunity to contribute to individual and/or team goals which also contribute to the overall goals of their College/Division and the ANU; and
- receives appropriate recognition for their contribution and achievements.
- Formal review and progress discussions should complement, but not replace, regular timely and constructive feedback and discussion between the supervisor and the staff member about the staff member's progress in meeting defined objectives, resource requirements and development goals.
- Auditing of the Performance and Development Policy will be undertaken periodically to ensure that all eligible staff are participating.
|Printable version (PDF)|
|Title||Performance and development – Academic and Professional staff|
|Purpose||To outline the guiding principles which underpin performance management practices at the University in accordance with the Career and Performance Development provisions within the Enterprise Agreement.|
|Audience||Staff, Staff-Academic, Prospective Staff, Staff-Professional, Staff-Academic-Research|
|Topic/ SubTopic||Staff - Staff & Career Development|
|Effective Date||23 Aug 2016|
|Review Date||31 Dec 2017|
|Responsible Officer||Director, Human Resources|
|Contact Area||Human Resources Division|
The Australian National University Enterprise Agreement 2013 - 2016