Performance Review and Development (PRD)

Performance Review and Development is a collaborative, on-going process between a manager and staff to plan for, develop, and evaluate a staff member’s work.

We are dedicated to excellence in our people. We have committed to collaborating with our staff to empower them to develop and fulfil their potential by having meaningful career conversations.

All full-time and part-time staff in ongoing roles, or staff on fixed term contracts greater than six months will have access to enter their goals and perform yearly reviews in the PRD system, once they have completed probation.

PRD cycle
Setting PRD Goals Access online training module

Goal Setting

December to March

In the period from December to March, managers and staff set and agree performance and development goals.

  1. Managers set performance expectations with staff.
  2. Staff member reflects on performance expectations, career aspirations, leadership behaviours and drafts performance and development goals. Access training for Setting goals for your PRD.
  3. Staff member and manager (or PRD Advisor) meet face to face to review and agree performance and development goals and record them in the PRD system.
    SuccessFactors How To Guide: Goal Setting - ALL STAFF
    SuccessFactors How to Guide: Goal Setting - ACADEMICS
    SuccessFactors How To Guide: Cascading a Goal - MANAGER

Ongoing Conversations

March to October

In the period from March to October, managers and staff have ongoing conversations and feedback about progress towards performance goals and development and support for staff to achieve goals.

  1. Regular conversations and feedback regarding progress towards performance and development goals including any challenges or obstacles. These may be formal or informal. Access training for Ongoing Conversations during PRD.
  2. Throughout the year staff are encouraged to collate achievements and request feedback from others on their performance and record in the PRD system.
    SuccessFactors How to Guide: Ongoing Conversations - STAFF
    SuccessFactors How to Guide: Ongoing Conversations - MANAGER

Year End Review

October to January

In the period from October to January, managers and staff assess achievement of performance and development goals through year end review.

  1. Staff member reviews their performance and self reflects on achievements for the past year, entering ratings and comments in the PRD system. SuccessFactors How To Guide: Year End Review - Staff
  2. Staff member reviews their development goals and leadership behaviours, reflecting on progress for the past year, entering ratings and comments in the PRD system.
  3. Staff member and manager (or PRD Advisor) meet face to face to discuss and evaluate performance, development and leadership behaviours. Access training for PRD Year End Review.
  4. Manager (or PRD Advisor) enters ratings and comments in the PRD system and advises the staff member of their Overall Rating. Note: in cases where a PRD Advisor is utilised, the manager must have oversight and final sign-off. SuccessFactors How To Guide: Manager Year end Review - Manager

Please view the PRD ratings guide to understand how to rate Goals and Leadership Behaviours.

Resources to be used for the PRD process

Goal Setting resources:
Ongoing Conversations resources:
Year End Review resources:
Framework & documents:
Goal Setting resources:
Ongoing Conversations resources:
Year End Review resources:
Framework and documents:
Goal Setting resources:
Ongoing Conversations resources:
Year End Review resources:
Framework & documents:

Additional resources

Online Courses, Training and Tutorials on LinkedIn Learning. Learn business, creative and technology skills to achieve your personal and professional goals.

Goal Setting: Courses

Goal Setting: Videos

Setting Goals - Personal Goals, Setting Goals for your Team, Ongoing Conversations

>> Click here for bite size learning

The benefits of PRD

“The PRD discussion provides focused time for discussion about the development needs and future career aspirations that a member of staff may have. Through goal setting and staff development you can help staff build the experience, skills and confidence they need to progress in their career. It provides a great opportunity to also clarify role expectation, particularly important during a period of change. I always find it a very positive conversation where staff talk what has gone well during the year, it’s always great reminder of what they have achieved.”

Coral Black
University Librarian

"Through the SuccessFactors system, I can set up smart goals for Research, Teaching and Services to align with the university leadership framework. Regular checking makes it much easier for me to identify, maintain my goals and track my own progress efficiently. It is very helpful to talk/report to my manager/supervisor about how my performance is progressing over relatively periods of time and get his/her constructive feedback in terms of strengths and limitations. I feel being valued, supported and encouraged to continue to strive for excellence."

Helena Sit
Senior Lecturer

“Completing the cycle of Performance Review and Development with your supervisor is really important. These processes should be collaborative and are inevitably experienced in different ways by individuals. At its best, PRD can and should be a way to set yourself some milestones, to reach some new heights, and to engage your manager in what you need to be successful at work. The process is also an opportunity for you to see what your work area might need from you.”

Catharine Coleborne
Head of School of Humanities and Social Science

Online PRD system - SuccessFactors

At our University we use SuccessFactors to help staff and managers record and manage PRD discussions. While the key to successful performance review is regular quality conversations, a good system to support this is also important to record and track progress.

SuccessFactors login

For all HR enquiries please contact your area’s HR Key contact.

HR First Point of Contact

The University of Newcastle acknowledges the traditional custodians of the lands within our footprint areas: Awabakal, Darkinjung, Biripai, Worimi, Wonnarua, and Eora Nations. We also pay respect to the wisdom of our Elders past and present.