Performance Development Process

The framework supports all continuing and fixed-term staff to develop to their full potential to achieve personal and professional goals, which are congruent with the strategic and operational objectives of the University. The performance development process is a dual responsibility between the supervisor and the staff member.

The following information provides an overview of the performance development cycle. For further information please refer to the guide (.pdf) and the skills sessions provided by HR.

Performance Development Framework Cycle

The Performance Development Cycle consists of four components:

• Performance Development Planning
• Ongoing Discussions
• Performance Development Review
• Reward and Recognition

Performance Development Planning

Performance Development Planning is the first component of the cycle. During the planning stage the supervisor and staff member discuss the elements of a Performance Development Plan. At this discussion the following items are addressed:

• performance expectations;
• objectives and indicators;
• development needs and timeframes.

These aspects should be aligned with the staff member’s position description, the operational plan of the department and the University’s strategic plan and goals.

Ongoing Discussions

Discussions about performance should be regarded as an integral part of the continuing process of performance development. Frequent discussions will help ensure that staff receive ongoing guidance, support, coaching and encouragement.

The following items should be included in Ongoing Discussions:

• Discussions on progress of the objectives;
• Provision of support and coaching to staff member where needed;
• Updating objectives where necessary;
• Adjustments of development activities where necessary;
• Provision of feedback on performance.

Performance Development Review

The Performance Development Review is the basis for assessing overall performance of the performance review period. The structured performance development review relies on a formal discussion and performance rating. The discussion should take into account all of the following:

• the whole range of the performance objectives set for the review period;
• factors which influenced performance;
• performance over the whole review period;
• the relevant position description;
• revision of the role and/or responsibilities;
• comments from significant clients or, if the staff member reported to another supervisor during the period under review, comments from the previous supervisor;
• development activities undertaken;
• career aspirations; and
• the overall performance rating.

The discussion should take into account such issues as overall research plans and/or teaching goals, quality of service, resource management and behavioural capabilities. Staff and supervisor should collect evidence to support their discussions.

Reward & Recognition

Supervisors are required to enter the performance rating for staff members in Themis before the end of the performance development cycle. The rating will determine if eligible staff will be awarded an increment. Any rating of 'Satisfactory' or higher will automatically award increments to eligible staff from the increment date.

Outstanding performance can be recognised in a variety of ways. The University of Melbourne has a suite of reward programs, ranging from both organisational level and local level reward initiatives.