Current staff

Annual Performance and Development (APD) - Post-Implementation Review (PIR)

The Annual Performance and Development (APD) process was introduced in October 2021 with three main intentions:

  • To increase the quality of appraisal conversations and performance feedback.
  • To provide increased recognition of citizenship and behaviours aligned to UQ’s values.
  • To improve focus and support for staff with respect to their career and development aspirations.

Following the conclusion of the second end-to-end APD cycle in February 2024, we are now seeking staff and supervisor/manager feedback, from both academic and professional cohorts, regarding their experiences and reflections on the APD process.

    This feedback will inform areas of focus and continuous improvement for future cycles. This may include refinements to the APD process itself, training and development for staff and supervisors, and other activities as appropriate.

    Have your say 

    We recognise that there are many at UQ who engage with the APD process both as a staff member (appraisee) and supervisor/manager (appraiser). Separate surveys have been developed for both staff and supervisors/managers to ensure these perspectives are accurately captured. Each survey can be accessed via the buttons below:

     

    Staff Feedback Survey

     Supervisor/Manager Feedback Survey

    Key information

    • The surveys will be open from Monday 8 April until 5pm on Friday 26 April 2024.
    • Each survey will take approximately five minutes to complete.
    • Your responses will be anonymous – please see our APD Post-Implementation Review feedback survey ethics charter.
    • Supervisors or Managers may complete one survey or both depending on the feedback or perspective they would like to share.
    • Those who complete the survey will also be provided with a link to nominate for 1 of 8 consultation groups sessions to be held during May to provide further qualitative feedback.

    Scope of Review

    The APD PIR plan has a defined scope which will focus on the following four areas:

    1. Staff member and supervisor experience of the APD conversation and quality of feedback and development support.
    2. Communications and cascade of messages relating to the APD process.
    3. The application of the APD process and performance metrics, and
    4. The overall impact of the APD process.