Deakin University Enterprise Agreement 2009-2012
- 59 Performance Planning and Review
- 60 Performance Recognition
- 61 Incremental Progression
- 62 Staff Development
- 63 Academic Staff Supervision
Part 7 Performance Management, Recognition and Learning
59 Performance Planning and Review
59.1
The University operates a performance management system which provides a framework to assist staff members to contribute to the University's goals and their own personal and career development goals. This system involves a number of elements which are derived from University policy and various clauses of this Agreement including:
- clarity of roles and responsibilities through the use of position descriptions and provision of the induction process for staff members;
- probation processes in line with the requirements of academic probation in clause 17 of this Agreement;
- the setting of performance objectives and the provision of periodic feedback to staff members under the PPR process in clause 59 of this Agreement and the related University policy;
- provision of staff member development under clause 62 – Staff Development;
- provision of a range of reward and recognition mechanisms under University policy and as provided in clause 18 - Senior Staff Performance Contracts, clause 60 – Performance Recognition, clause 61 – Incremental Progression and clause 50 – Job Evaluation; and
- linking of clause 19 – Unsatisfactory Performance to deal with poor performance.
59.2
The PPR process forms the basis of the University's performance management process and provides a systematic and impartial means of ensuring that individual performance is aligned with the University’s strategic goals and assisting staff members to achieve individual career goals.
59.3
All staff, except casual staff engaged for less than 12 months, are required to participate in the PPR process.
59.4
Individual performance objectives and standards will be agreed at the beginning of each year. For academic staff members, this will include agreement on the duties and responsibilities for the forthcoming academic year. In addition, the PPR process will encompass:
- performance objectives and standards that are consistent with the substantive classification and individual career goals of the staff member;
- performance objectives and standards that are aligned with the strategic directions and goals of the staff member's Faculty or other area;
- identification of staff member development and career development needs;
- review and feedback based upon the agreed objectives and standards;
- recognition and reward of high performing staff members; and
- identification of agreed actions to address areas of concern with performance.
59.5
As part of the annual review, the performance of the staff member will be rated.
59.6
In circumstances where a supervisor forms a view that a staff member has persistent unsatisfactory performance the staff member may be subject to the disciplinary provisions in accordance with clause 19.
60 Performance Recognition
60.1
Where an academic or general staff member's performance as part of the PPR review process is of a consistently high standard, the staff member's performance may be recognised through the mechanisms outlined in the University’s Reward and Recognition Operational Policy or Performance Planning and Review Procedure.
60.2
Where a general staff member's performance as part of the PPR review process is recognised as consistently of a high standard, they may be eligible for a performance bonus. The performance bonus may be an amount of up to 5% of the current salary level for the staff member.
61 Incremental Progression
61.1
A staff member will proceed through the incremental scale of his or her classification level subject to the staff member's satisfactory performance, as assessed by the University.
62 Staff Development
62.1
All staff members will have access to opportunities for improving their performance through participation in relevant learning and development activities.
62.2
The PPR process provides the opportunity for staff members, in collaboration with their supervisor, to identify development needs and activities.
62.3
The University will, where funds are available, establish a staff member development program. Staff member development programs will offer staff members the opportunity to seek to develop their skills and effectiveness within the University and to promote improved performance and efficiency through staff member development.
62.4
Academic staff members are eligible to apply for Outside Study and Professional Experience Programmes (OSP/PEP) in accordance with University policy. The University will recognise prior, continuous, paid full-time service with other Australian higher education institutions as qualifying service when considering applications for OSP/PEP. The period of service will not be recognised if the break in service from when the staff member ceased employment with the other Australian higher education institution and commenced employment with the University is more than 2 months. If a staff member has previously undertaken an OSP/PEP, that period will be taken into account when the University is considering the application.
63 Academic Staff Supervision
63.1
Each academic staff member will have a nominated supervisor and will be advised in writing of the name and position of the nominated supervisor. The staff member may request the nomination of an alternative supervisor and the alternative supervisor so nominated will become the staff member's supervisor if the nominee is approved by the Vice-Chancellor, and meets the criteria set out in sub-clause 63.4 of this Agreement.
63.2
Supervisors will provide academic and administrative leadership and are responsible for monitoring the performance of the academic staff member and for providing assistance to staff members whose performance is assessed as requiring improvement. Wherever possible, supervisors will be competent in the areas of expertise of the staff members for whom they are responsible.
63.3
The supervisor will be responsible for following the procedures set out in clause 19 of this Agreement for dealing with the academic staff member’s unsatisfactory performance and in clause 20 of this Agreement for dealing with allegations of misconduct or serious misconduct.
63.4
The supervisor will be the head of the academic unit in which the academic staff member is employed, provided that the Vice-Chancellor may advise in writing that another academic staff member classified at Level C or above is to be supervisor of one or more staff member(s) or group of staff members.
63.5
Supervisors will receive appropriate training in staff assessment techniques and the related provisions of this Agreement, as detailed in sub-clause 63.7.
63.6
Nothing in this Agreement prevents an academic staff member who is head of an academic organisational unit which is not a sub-component of any larger academic organisational unit (such a unit may be called a "Faculty", "Division" or similar title) being made directly responsible to the Vice-Chancellor, in which case the terms of sub-clauses 63.1 to 63.5 will have no application to the staff member.
63.7
The University will provide supervisor training which will incorporate:
- induction programs for supervisors upon appointment;
- the development of an ongoing program of supervisor training;
- training directed towards assessment of job performance rather than individual characteristics;
- training which includes equal opportunity and affirmative action policies and guidelines; and
- training on academic staff assessment techniques and relevant provisions in this Agreement.
Upon request, the University will consult with the Deakin University NTEU Branch of the NTEU regarding the content of the supervisor training program.
