Academic Staff- Annual Performance and Development (ADP) Process

Enhancements to the Annual Performance and Development (APD) process for Academic Staff are underway with full implementation scheduled for 2022. For further information about the expectations for staff and supervisors during the transitionary process in 2021, as well as for information about the new Annual Performance process, please visit Academic Staff - Annual Performance and Development (APD) Process.

At UQ, performance and development is an ongoing process between a staff member and their academic supervisor that includes:

goal-setting
regular conversations, and
an annual review/appraisal process.

All continuing and fixed-term academic staff employed for more than 1 year (including continuing staff on a 3-year probationary period) are required to have their performance and development assessed through an annual review/appraisal.

The process supports you in your performance and career progression by:

focusing on your career and professional development goals and needs
clarifying work priorities and expectations
reflecting and assessing your performance and academic contributions through a range of different mechanisms
exchanging of feedback
recognising your contributions and efforts.

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

Performance development process

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.

Individual Activity Profiles

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)

Supervisor and manager responsibilities

Performance recognition

Staff development

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.