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.

PRD focuses on providing staff with clarity as to what is expected of them, aligning individual and University goals, and identifying areas for staff learning and career development.

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


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.