46 Performance Planning, Development and Review

  1. Academic and ELC Teaching Staff Collective Agreement 2014–2017
    1. The University is committed to providing all employees with the opportunity to be involved in the planning process within their work unit and to develop personal skills that complement their work unit’s goals.
    2. The University is also committed to providing all employees with career development opportunities when they are available.
    3. The Performance Planning, Development and Review System applies to all employees (excluding casual employees).
    4. The Performance Planning, Development and Review System is designed to provide all employees with an opportunity to plan and discuss career and development options with their supervisor.
    5. The UNE Performance Planning, Development and Review System will:
      1. enhance the flexibility, performance and efficiency of employees in all required skills, while encouraging innovation and diversity, and in particular develop and build leadership, management and supervisory and technical skills;
      2. provide effective and fair processes for the assessment of employees performance, including the opportunity for employees to contribute fully to the process, respond to comments and suggestions;
      3. provide appropriate career development and training, and encourage and facilitate professional growth, skills acquisition, job satisfaction and career planning;
      4. ensure performance expectations and workload are reasonable, transparent and appropriate to the employee’s classification level, experience and University practices, and that relevant information and support is available;
      5. align individual employee performance with their position, the University’s strategic goals and the goals of the work unit, and develop appropriate professional development for employees, taking into account differences in work unit practice and culture;
      6. provide a mechanism for constructive recognition, support and feedback within a supportive and collegial working environment.
    6. A supervisor who identifies unacceptable performance by an employee and wishes to take disciplinary action must follow clause 50 Unsatisfactory Performance of this Agreement.
    7. The Performance Management System applies to all employees (excluding casual employees), and includes assessments of employee performance for the purpose of:
      1. Professional and career development (“formative appraisal”);
      2. Incremental progression;
      3. Probation;
      4. Performance;
      5. Cyclical performance review; and
      6. Promotion.


    8. Each employee will be advised in writing of their nominated supervisor. Employees may make a case to the relevant Senior Executive for an alternative supervisor to be designated for the purpose of performance management.
    9. Supervisors are responsible for implementing the Performance Planning, Development and Review System for all employees who report to them. In addition, each supervisor will regularly meet with all employees who report to them, both on an individual and group basis. The supervisor will support their employees in thinking innovatively and creatively about their future direction and that of their work unit or discipline.
    10. They will discuss with their employees the following matters:
      1. workplace and external developments that affect the employees and their unit;
      2. opportunities for initiatives, innovation and engagement that would directly involve the employees, including realignment of their activities and priorities to best support University strategies;
      3. review of problems or issues that have arisen in the past and solutions that can be implemented by the employees to prevent or mitigate future problems/issues;
      4. training and professional development needs of the employees;
      5. any other matter that any employee raises.
    11. Employees should discuss career development opportunities with their supervisor.
    12. A written record will be kept of such discussions and held by the supervisor for future discussions with affected employees if required.
    13. Career development opportunities that may be appropriate through the Performance Planning, Development and Review System may include, on-the-job coaching, internal temporary transfers, attendance at training and professional development courses, networking and mentor relationships, job rotation or project work, researching, secondments, higher duties, additional leave, including professional development leave and career break leave, involvement in internal or external committees, and work or study fellowships.
    14. All supervisors will undertake training in relation to Performance Planning, Development and Review. This training will be completed prior to the Performance Planning, Development and Review System process being initiated by the supervisor. It is the expectation that all employees will familiarise themselves with the University Performance Planning, Development and Review policy and processes.
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