Performance appraisal is an ongoing process that includes regular conversations between staff and their supervisor. All academic staff employed for more than 1 year must undergo a formal annual review.

The annual review can cover:

  • incremental progression
  • staff development courses
  • Special Studies Program
  • mid-term review
  • final review for continuing appointment
  • academic category transition.

Your performance is assessed against the Criteria for Academic Performance Policy [5.70.17].

Your supervisor will record your performance appraisal using the appraisal summary report and record of assessment (Form C) (DOC, 70.5 KB).

Preparing for your annual review

Read the:

Before your review, you must document your objectives and achievements using form A and form B.

The academic portfolio of achievement (Form A) can be completed in 2 ways:

If you use the online portfolio through Academic Portal, you can import your existing records from central data systems (including appointment history, grants and publications), and transfer awards and teaching activities stored in your academic profile. You can then add additional information as required. Whichever method you use to complete your portfolio, you'll submit a document with the same fields and format.

Complete achievements and objectives (Form B) (DOCX, 45.2 KB), which:

  • overviews your performance
  • assists in setting objectives for the next year
  • plans personal and professional development.

Academic career development

You should see if there are any relevant academic career development courses, so you can discuss your options and plan for the year ahead with your supervisor.

A Special Studies Program provides another avenue of professional development, giving you the opportunity to leave your regular duties and undertake a period of scholarly activity or professional experience that will contribute to your research and or teaching.

Incremental progression

You are eligible to progress within the salary range of the level of your appointment until you reach the top salary point within the level.

This progression is awarded based on satisfactory performance, defined in the:

Performance recognition

A staff member who has demonstrated a high level of performance during the performance cycle may be recognised through a number of informal and formal mechanisms at the University, including the:

Continuing appointment probation reviews

See probation for more information about mid-term and final reviews for continuing appointment, including requirements for Heads of School, Centre Directors, Executive Deans and Institute Directors. 

Transition of academic category

The Criteria for Academic Performance Policy [5.70.17] outlines the 4 academic categories:

  • Teaching and Research
  • Research Focused
  • Teaching Focused
  • Clinical Academic.

It may be possible to change categories over the course of your career, as outlined in the Academic Categories Policy [5.41.12].

To change categories you will need to: