Performance review and development update

Information for General Staff and their supervisors

New documents, workshops/courses for General Staff Performance Review and Development and
Professional development courses for Supervisors (October 2007)

As you may be aware, work has been taking place over the last six months to develop documentation and resources to bring into full operation the General Staff Performance Review and Development Framework and the new training requirements for supervisors, both of which were introduced in the Collective Workplace Agreement 2006 – 2008.  This work has now concluded, resulting in new documentation for performance review and development (PRD) and new core (required) training courses for supervisors. In addition, elective courses/workshops for staff about aspects of the new PRD process have been developed.

Implementation of General Staff Performance Review and Development Framework

You will be aware that all general staff employed on a continuing basis or employed on a fixed-term appointment which exceeds 12 months are required to participate in a formal review of performance, to be conducted by the staff member’s supervisor, normally on an annual basis.
The General Staff Performance Review and Development (PRD) Framework, which provides the basis these formal reviews of performance and for regular feedback throughout the year, is now supplemented with:

• updated Procedures
• new Templates (replacing the  “Discussion Form” and “Record of Action” of the previous Review and Planning Program) and
• a comprehensive Performance Review and Development Users’ Guide
  

These documents may be viewed and downloaded from the Performance Management policies webpage (scroll down to the General Staff Performance Review and Development section).

All performance reviews should now be undertaken in accordance with the new Framework and associated procedures and templates. 
As your own performance review falls due, or those of staff you supervise, please refer to these documents.
Further advice about working with the new PRD process may be obtained from your area’s Personnel Consultant .

Professional Development requirements for staff who supervise General Staff

The Supervisors Policy and Procedures state that, “A staff member who is appointed to a position with supervisory responsibilities will be required to undertake appropriate training unless agreed otherwise on the basis that the staff member demonstrates evidence of recent equivalent training/experience.”

Two new core courses, concerning the knowledge-base and skills-base needed for effective staff supervision at Flinders have been developed for supervisors of general staff.

For information about the courses, dates and bookings, you can go to:

• Role and Responsibilities of a Supervisor of General Staff
•   (see also the Reference Manual for Supervisors of General Staff , which is the written component of this course)
• Managing the Working Environment

Please note that up until March 2008, there is an option for supervisors to undertake the two core courses in a single session (as indicated at the above links).

Requirement to complete the core courses:

For existing supervisors, the general expectation is that the two core courses will be completed by 30 March 2008.  For newly appointed supervisors, the expectation is that the two core courses will be completed within the first 6 months of appointment, which would normally be the probation term, or within such other period as specified in the staff member’s contract of employment. 
Relevant experience and training may be recognised in terms of the requirement to undertake these core courses.
Further information is available from the Staff Development and Training web page at Mandatory Courses for General Staff and Supervisors (scroll down to “Requirement to complete core courses”).

Elective courses / workshops providing specific skills development for PRD

An initial set of mini courses/workshops (up to 2 hours duration) have been developed to provide information and skills development that may be of assistance in moving to the new PRD process. These are open to supervisors and staff alike, and currently include: Making PRD Work for You (links to information about the course, dates and bookings); Writing Performance Objectives; and Giving and Receiving Feedback (these latter two from November 2007). 

Other courses/workshops relevant to performance review and development:

Additional workshops/courses that extend knowledge and skills are also being considered.  Your feedback about other topics you would like tackled is most welcome – please discuss with your supervisor or Personnel Consultant or with staff in the Staff Development and Training Unit, as appropriate.

HUMAN RESOURCES
4 October 2007