Performance Review and Development (PRD) process
Performance planning and review supports our commitment to being a world-class university. Our PRD is a collaborative, on-going process between you and your manager to plan, develop and evaluate your work.
The PRD aims to provide clarity around your role, performance and career, and to ensure that each of us is working toward achieving the strategic objectives of the University.
All ongoing staff on fixed-term contracts (of more than six months) are expected to have a PRD in place and hold regular performance conversations with their manager or supervisor.
What are the steps?
There are three key steps to completing the PRD process over the course of the year.
What happens when?
|November to February*|
In the period from November to February, managers and staff review performance over the previous year and agree goals for the year ahead. Templates are available for academic and professional staff to assist in preparing for and as a guiding tool for PRD conversations.
|May to June*|
To provide development planning with sufficient focus and attention, it is recommended that a separate development conversation is scheduled for May-June each year.
|Throughout the year||Regular conversations and feedback on progress|
* Where more practical, it is acceptable for managers to combine these two elements of the PRD cycle into one meeting.
- PRD conversation guide/template for professional staff (PDF, 262KB) and for academic staff (DOC, 75KB)
- Outline of what has changed in our performance planning process and why.