|
|
|
International Services | Corporate Services | Psychological Services |
||||||||||||||||||||||||||
|
Performance Development Review
Overview: University of Canberra PDR Pilot This document can be downloaded as a PDF from the Materials section. February 2006 Introduction Development of a Performance Development Program has been in discussion for some time. In addition, both AUQA and Employer of Choice responses support the value of such a program. As a result, McPhee Andrewartha was appointed to commence investigation and development of a University of Canberra Performance Development and Review (PDR) Program in 2004. The project to this point The consultants conducted a series of interviews and focus groups with academic and administrative staff of the University in 2004. A report was prepared on the basis of this consultation with staff and this report was posted on an internet site accessible to University staff before Christmas 2004. The Vice Chancellor sent an email to all staff inviting them to read the report and to respond to a small number of online questions to further define the approach staff would prefer be taken. As a result of this process and taking account of the extensive information provided by staff, a Trial Model for PDR has been developed. It is now the intention to pilot this model with four nominated pilot sites in the University. The sites are: · International and Marketing Division · Financial Services Unit · School of Creative Communication (C&E) · Sports Studies discipline (School of Health Sciences, HDS) · Library Pilot methodology and timetable
22 February 2005 Briefing of Reference Group and Pilot site
Heads on the University’s program (Graham Andrewartha). April PDR training program for members of VCAC April/May McPhee Andrewartha conduct PDR training sessions (1 day) for managers/supervisors (Heads) of staff in the pilot sites McPhee Andrewartha conduct PDR information sessions (3 hrs) for staff in the pilot sites May Vice-Chancellor holds his first PDR meetings with the PVCs of the pilot sites May PVCs and EDs hold their first PDR meetings with their Heads and Directors. June/July Managers/supervisors hold their first PDR meetings with their staff. July/August McPhee Andrewartha review PDR first sessions conducted in the four areas by the managers/supervisors. April/November Regular access to McPhee Andrewartha consultants and the reference group via email/telephone to support managers/supervisors and any staff who may require it. October/November Vice-Chancellor, PVCs, EDs, Heads and Directors conduct the concluding review PDR meeting with their staff. November McPhee Andrewartha conduct small coaching clinics with supervisors after the November sessions. November/December McPhee Andrewartha conduct evaluation/review of the process by: · individual interviews with selected participants · conducting a focus group · online confidential survey. The trial PDR model The Performance Development Review (PDR) model has been developed in response to the extensive contributions of University staff. Its focus is on the process of planning, discussing, recognising and reviewing normal and good performance in the context of School and Unit plans and objectives. It is not the mechanism to use in dealing with disciplinary issues. The University has established disciplinary procedures that are available for this purpose, and these are not a part of this process. It is also not the process to use to identify or control poor performance. Poor performance is addressed through other processes. The basis of the PDR model is an annual discussion between a staff member and their supervisor. The discussion has two parts: · A first meeting that defines plans and documents (briefly) the work goals for the year ahead. · A second meeting that reviews the accomplishments and difficulties of the year and identifies completed goals, goals to continue and new areas to be developed. These two parts are reflected in the structure of the PDR Forms. The main points in this model are to review and reflect, with a broader view, on the achievements of staff, and assume that other communication and contact between staff and their supervisors is occurring on a regular basis. The meetings will be confidential between the staff member and their supervisor. The supervisor and the staff member will jointly hold the documents that accompany the meetings. No one else will have access to this documentation without the explicit approval of both parties. The consultants will establish a phone or email ‘hotline’ to call on if there are queries or difficulties about the process. There is an established grievance procedure for staff to use if there is dispute over the content or tone of discussions. In 2005 the PDR pilot was successfully completed in four Divisions in September and the final PDR policy and process has now been completed, incorporating extensive contributions from University staff. The information and training materials and a schedule to complete the implementation of PDR for all staff is now prepared. For more information on the PDR process for staff and supervisors, including the necessary forms, go to the Human Resources website, at: http://www.canberra.edu.au/hr/development/pdr/ The recently released Federal Government Higher Education Workplace Relations Requirements (HEWRRs) require us to have in place: a fair and transparent performance management scheme which rewards high performing individual staff and must include efficient processes for managing poor performing staff. There must be an explicit linkage between the PDR and how we address both high performance and low performance. These practices have always existed in the University, and were implicit in the PDR model piloted in 2005, but the HEWRRs require these be stated as part of the PDR policy. The Federal Government has tied compliance with this to significant Government funding of tertiary education. This new requirement accounts for most of the visible changes from the pilot PDR to the final PDR. In particular, we need to incorporate in the PDR a focus on the HEWRRs regarding identification, recording and reward of high performers and also of identification, recording and response to underperformers. This will require the addition of some elements associated with the PDR implementation, especially the implementation and management of a performance improvement plan (PIP), and a summary recording process for the University to report against. Nothing has changed about the PDR that was piloted, but the University now needs to identify these processes in relation to it. Workshops to prepare supervisors for PDR are being held from 14 to 22 February 2006, and staff information sessions will follow in February to April. Supervisors will then contact staff following their attendance at information sessions to make time to conduct the first PDR meetings in March to May. A provisional timetable for the rollout is provided below.
Emailed questions will be posted here with a response.
The below files are in Acrobat PDF format and available for you to
view/download. Guide to using PDR Template(s)
PDR Form Academic (ecopy) (Word version) PDR Form General (ecopy) (Word version) University SA Performance Management Review (Synopsis) University of Melbourne Performance Development Framework (PDF) Overview If you have any questions about the process please email us. We will answer your questions and post a response to the FAQ section of this document. Your question will be anonymous.
|
||||||||||||||||||||||||||
|
©1999 - 2005.
McPhee Andrewartha Pty Ltd. All Rights Reserved. |
UNIVERSITY
OF CANBERRA