Academic staff performance development

The key steps involved in performance and development are:

• plan and agree goals for year ahead
• performance and feedback
• preparation for annual review meeting
• annual review meeting
• review and approval.

Watch: Performance development process overview – 6 minutes (staff login required)

Watch: Academic Performance Development session – 42 minutes (staff login required)

For further information on the process, read the Performance Appraisal for Academic Staff Policy and Procedures [5.70.15].

Annual review meeting

The annual review can cover:

• incremental progression in line with the Enterprise Agreement
• mid-term and final review for continuing staff on a 3-year probationary period
• Special Studies Program
• academic category transition.

Preparing for the annual review meeting

To prepare for the annual review, staff need to:

• read the Performance Appraisal for Academic Staff Policy and Procedures [5.70.15]
• review their Individual Activity Profile (staff login required)
• complete the Form A - Academic Portfolio of Achievement (DOCX, 69.3 KB) as a Word document or online through the Academic Portal, and provide it to their academic supervisor for review
• complete Form B - Achievements and Objectives Form (DOCX, 45.2 KB) and provide it to their academic supervisor for review.

At the annual review meeting, the staff member and academic supervisor should discuss Forms A and B.

After the meeting

After the meeting, the academic supervisor needs to:

• complete Form C - Appraisal Summary Report and Record of Assessment (DOC, 70.5 KB)
• provide Forms A, B and C to their Head of School or Institute Director for approval.

Once approved, it is provided back to the staff member, the academic supervisor and the local HR area to record the outcome.

The Individual Activity Profile (IAP) (staff login required) is a 'one-stop-shop' that provides each academic staff member with a suite of data articulating their academic contribution and output relevant to teaching, research and service/engagement.

From 2020 onwards, it is expected that continuing and fixed-term academic staff will use their IAPs in their academic performance annual reviews where practical. IAPs will not be used for promotion and confirmation processes.

Detailed training videos and FAQs have been developed to help staff members and academic supervisors understand the IAPs and how they can be used in the performance development process.

Using the IAP in appraisals (staff login required)

View your Individual Activity Profile (staff login required)

If you supervise or manage staff, it is:

• mandatory to complete the Academic Staff Performance Development – Supervisor training
• strongly recommended you watch the relevant training videos on using the IAP in appraisals (staff login required) before incorporating IAPs into the annual review process.

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, including the:

• Recognition and Reward framework
• Flexible Remuneration – Performance Payments Procedures [5.50.15]
• Senior staff performance payment guidelines (PDF, 400KB) as applicable.

Staff can choose to participate in a range of professional development options to enhance performance and support their future career progression. Staff and their supervisor should discuss these opportunities as part of regular conversations throughout the year.

Development opportunities include:

• Staff Development program
• Relevant academic career development training
• Special Studies Program
• coaching and/or mentoring
• involvement with networks
• professional associations
• other development activities.