Testimonials

“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