Career and Performance Planning for Professional Staff
The Performance Review and Planning (PRP) process is important as it provides staff with an understanding of how their performance and development contributes to the University’s achievement of its strategic priorities. The involvement of all staff members is a key contributor to the University performing against new and emerging quality standards.
The PRP process benefits staff by providing an opportunity to reflect on work achievements and receive feedback from their nominated supervisor about these, as well as being a prompt for staff members to consider their professional development priorities. It also provides the opportunity for the nominated supervisor to provide guidance and support regarding the staff member’s career aspirations, if the staff member wishes to engage in a career planning conversation.
The Performance Review and Planning (PRP) Process for Professional Staff includes:
A principles-based, concise policy;
The linking of performance objectives with University and Organisational Unit Strategic Plans to clarify staff contributions to the University;
A behavioural competency assessment that acknowledges staff commitment to the Mission and values of the University, and provides the opportunity for this to be considered in the context of overall performance;
The integration of the Capability Development Framework (CDF) with objective setting and professional development. The CDF identifies the key behaviours and attributes of all ACU staff that will support the strategic direction of the University;
An optional discussion between staff members and their supervisors about their short and long term career aspirations. This is the opportunity for staff to focus on career planning and the identification of development needs.
Part A: The Annual Performance Review which involves the identification of achievements against the objectives identified in the previous year’s plan.
Part B: The Annual Performance Plan which involves the recording of performance objectives and professional development for the next 12 months.
Part C: The Career Plan (Optional) which involves recording outcomes of the staff members’ career conversation, including. career aspirations, goals, gaps and actions.
Note: The PRP cycle is normally twelve months in duration, with all forms for Professional Staff required to be completed during the period January to June each year. Training on the PRP process will be available to staff and supervisors from January to June each year. PRPs are still to be completed and submitted if they fall outside of the prescribed timeframe.