Career and performance planning for academic staff is essential to achieving the University’s strategic goals and to supporting the Mission. The Performance Review and Planning (PRP) process provides a framework for academic staff and their supervisors to align staff performance with the University’s strategic priorities, to incorporate probation criteria into performance planning, review and acknowledge the staff member’s work performance and achievements and to support their professional development and career aspirations.

The PRP cycle

The PRP cycle is normally twelve months in duration with an annual conversation held between the staff member and the supervisor from July and December. The annual PRP conversation builds upon the regular discussions between staff and their supervisor during the year. The outcomes of the annual PRP conversation are recorded on the PRP form. Further guidance about the process and submission of the PRP form is contained in the conversation guides (see links below).

  • The Capability Development Framework (CDF) has been integrated with the Objective Setting and Career and Development Planning sections of the Academic PRP form.
  • The Academic Performance Matrices and Evidence (APME) Framework informs all aspects of the PRP process, including performance review, setting of performance objectives, and career and development plans.

Conversation Guides for staff and supervisors provide hints and tips about how to use the CDF and APME Framework in performance review and planning.

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