MACQUARIE UNIVERSITY 
PERFORMANCE DEVELOPMENT AND REVIEW (PDR) 2008
ACADEMIC STAFF

The Performance Development and Review form is used to record the annual Performance Review and Development discussions between a staff member and their supervisor. This form is also used for conducting mid-year reviews, probation reviews and personal development plans.
		
The Performance Development and Review consists of five parts:

	Part A 	Individual Performance Plan (looking forward exercise)
	Part B	Learning and Development Plan (looking forward exercise)
	Part C	Performance Review based on Individual Performance Plan (looking back exercise)
	Part D	Behavioural Indicators (looking back exercise) 
	Part E	Performance Development and Review Summary (overall comments and sign off)

The Performance Development and Review is to be completed annually.  Please refer to the Performance Development and Review Support Guidelines for support on how to conduct the performance discussions.

Name:
	Staff Number:	
Position:
	Department:	
Supervisor Name:
	Date Review Conducted:	

 PART A – INDIVIDUAL PERFORMANCE PLAN 

This plan is a reflection of the discussion between a staff member and his / her nominated supervisor and is used to document the staff member’s performance objectives for the upcoming performance review cycle.  

TEACHING AND LEARNING 	

Objective
What will be achieved?	Tasks 
What will I do to achieve this objective?	Performance Indicator
What is the expected level of achievement and how will it be measured?	End Date
When will it be completed?	

				

RESEARCH 

Objective
What will be achieved?
	Tasks 
What will I do to achieve this objective?	Performance Indicator
What is the expected level of achievement and how will it be measured?	End Date
When will it be completed?	

				

OUTREACH

Objective
What will be achieved?	 Tasks 
What will I do to achieve this objective?	Performance Indicator
What is the expected level of achievement and how will it be measured?	End Date
When will it be completed?	

				

SERVICE AND ORGANISATIONAL SUSTAINABILITY  	

Objective
What will be achieved?	Tasks 
What will I do to achieve this objective?	Performance Indicator
What is the expected level of achievement and how will it be measured?	End Date
When will it be completed?	

				

Staff member signature:						Date:

Supervisor signature:						Date: 

PART B - LEARNING AND DEVELOPMENT PLAN 

The Learning and Development Plan is a development and career progression tool for the up coming year and beyond.  The staff member and supervisor will work together to develop the plan and review progress against the plan both intermittently and in the annual Performance Development and Review process.  Learning outcomes are designed to support staff development to more effectively contribute to achievement of their current role and operational plans, and their personal and professional growth.  All learning outcomes should be reviewed in view of budget guidelines. 

Areas of Strength
Current strengths displayed in achievements	Development Areas
Attributes, skills and knowledge sets to be further developed	

		

Learning Outcomes
What skills and / or knowledge sets will be developed?	Learning Strategy  
How will the outcome be achieved? What actions will be taken?	

		

Career Intentions
Staff member interests and career aspirations	Strategies to Pursue Career Aspirations
Potential mid to longer term strategies to realise career aspirations	

		

PART C - PERFORMANCE REVIEW 

PERFORMANCE RATINGS
The following descriptors are to be used for the overall performance rating in Part E. These definitions may also guide you in your performance review discussions. 

Descriptor	Definition	
Excellent	Consistently exceeds performance expectations 	
High Achievement	Regularly exceeds performance expectations. 	
Proficient	Meeting performance expectations and objectives	
Partial Achievement	Occasionally delivers on performance expectations. Improvement is required	
Unsatisfactory	Not meeting performance expectations 	
Progressing	If in position for less than 6 months, may rate as “progressing as expected”.  	

Performance OUTCOMES
The following outcomes are expressed as objectives in your Individual Performance Plan (Part A – Planning Documentation).
	
TEACHING AND LEARNING

Outcome
What was the desired outcome? 	Achievement
What was achieved and how was it measured? 	Staff Member Comments
	Supervisor Comments

				

				

RESEARCH

Objective
What was the desired outcome? 	Achievement
What was achieved and how was it measured? 	Staff Member Comments
	Supervisor Comments

				

				

OUTREACH

Objective
What was the desired outcome? 	Achievement
What was achieved and how was it measured? 	Staff Member Comments
	Supervisor Comments

				

				

SERVICE AND ORGANISATIONAL SUSTAINABILITY

Objective
What was the desired outcome? 	Achievement
What was achieved and how was it measured? 	Staff Member Comments
	Supervisor Comments

				

				

UNPLANNED OUTCOMES
Please capture below any outcomes and achievements that were not planned for in the beginning of the cycle and not captured in Part A – Individual Performance Plan.

Outcome
What was the desired outcome? 	Achievement
What was achieved and how was it measured? 	Staff Member Comments
	Supervisor Comments

				

				

PART D - BEHAVIOURAL INDICATORS

Below is a set of behaviours linked to the university’s values. You will need to discuss how you use these behaviours to achieve your performance outcomes. 
BEHAVIOURAL DEFINITIONS	
Behaviour	Definition	
Communication
Openness	Organises and presents information, views and concepts in a timely, concise, and appropriate format for a variety of audiences. 
Determines the most appropriate format and vehicle for delivering information (eg oral, written email) to maximise audience understanding of both the message and its intent. 	
Relationship Building
Nurturing, compassionate, openness	Identifies and develops positive working relationships with students, staff and external stakeholders that are built on honesty and trust. 
Creates opportunities for staff and students to develop new skills
Responds to changing needs. Clarifies and manages expectations on an ongoing basis. 
Invites feedback, considers and incorporates multiple perspectives in all decisions and actions. 	
Teamwork and Collaboration
Co-operation, nurturing	Works cooperatively with others in accomplishment of joint tasks and common objectives. 
Understands team dynamics, fosters collaboration, 
Provides a tangible support to team members and contribution to team output
Listens and responds to the input of others in a manner that creates an environment of mutual trust.	
Accountability
Responsibility, excellence	Achieves job and University success by demonstrating initiative and a focus on set objectives. 
Balances and prioritises efforts within the context of multiple and changing responsibilities.
Maintains commitment to achieving outcomes and takes ownership of final outcomes.
Follows tasks through to completion 
Displays personal responsibility for delivering to standards within set timeframes. 
Utilises financial resources prudently	
Flexibility and Adaptability
Curiosity, courage, openness	Is open and receptive to change. 
Demonstrates flexibility in managing shifting priorities, incorporating new ideas and approaches in response to changing University needs. 
Challenges the status quo, provides valuable input in change efforts and continually looks for better ways of doing things.	
Integrity and Ethics
Acts with conscience, just, honesty, courage, independence	Builds trust and integrity amongst fellow staff and students by developing people’s confidence in                                                                                                                                                                                                                                                                                                                         one’s intentions and those of the university. 
Ensures transparency in communications and commitments and applies ethical principles at all times. 
Values and consistently displays integrity when dealing with others.
Assesses each matter fairly and on its merits.	

Behaviours Identified
Comment on how the application of these behaviours has impacted on the achievement of your performance objectives. Comment on where any of the behaviours could be applied to achieve future objectives. Identify whether any behaviour needs further development.  Identified behaviours should then be documented in the Learning & Development plan for the next year with strategies for how they can be developed.

	

PART E - PERFORMANCE AND DEVELOPMENT SUMMARY
This section is a sign-off in recognition that both the staff member and supervisor acknowledge that the performance discussion has taken place and that a development plan and performance plan have been developed for the coming year.

Staff Member Comments

	

Supervisor Comments

	

Next Level Supervisor – Comments (Optional) 

Next Level Supervisor Name:                                                                                
	             Date:	Signature:	Date:	

Overall Rating: 	Signed: Staff Member 

	Date: 

	Signed: Supervisor
	Date: