4.8 Performance - Review and Planning at ACU

4.8 PERFORMANCE - REVIEW AND PLANNING AT ACU

Principles 

4.8.1 The performance review and planning process at the University provides a framework for identifying the required standard of work and evaluating performance. The process includes:

(i) the identification of a range of activities to be performed by the staff member and the expected outcomes and/or level of achievement to the required standard, and its links to work area and organisational priorities; and,

(ii) the identification of skills and/or competencies required and the associated professional development requirements.

4.8.2 All continuing and fixed-term staff members and their nominated supervisor will participate on an annual basis in the relevant performance review and planning process as established from time to time.

4.8.3 The performance planning and review process provides staff and supervisors with the opportunity to:

(i) determine work activities and their links to work area and organisational priorities and the expected outcomes and/or level of achievement expected over the next annual review period;

(ii) discuss knowledge, skills and competencies required and the associated professional development required to support performance excellence in the role;

(iii) discuss the staff member’s plans for taking annual, long service and other leave;

(iv) discuss academic career pathways and work patterns including the annual workload (academic only);

(v) discuss, as appropriate, any personal/work issues that may impact on work performance;

(vi) provide feedback in relation to individual performance also with reference to work area and organisational goals;

(vii) determine if the staff member is eligible for incremental advancement;

(viii) assess if the staff member is meeting probation requirements;

(ix) discuss and identify assistance and support that will be provided to improve performance where performance is assessed as requiring improvement.

4.8.4 The performance planning and review process will integrate with University arrangements in relation to probation, incremental progression and considerations for salary flexibility.

4.8.5 It is expected that supervisors will provide regular feedback on performance as part of the performance review processes at ACU and will deal promptly and fairly with issues relating to performance.

4.8.6 Principles for Managing Unsatisfactory Performance

This clause does not apply to staff members serving a period of probation whose employment will be managed in accordance with the University policies and procedures relating to probationary employment.

During any meetings to discuss possible unsatisfactory performance, a staff member may choose to be assisted by a person of their choice, including a staff representative, but not a practising solicitor or barrister.

Nothing in this clause prevents the relevant Member of the Executive or the Vice-Chancellor and President from referring a question of possible unsatisfactory performance to a supervisor or Member of the Executive for appropriate action.