PDF cycle and responsibilities
The following information outlines the Performance Development Framework (PDF) cycle and responsibilities. Please click on the headings to download responsibilities for each phase.
Phase 1 - Planning
To commence no later than November 2012
The Planning for Performance phase provides for planning and information gathering at the individual level to occur within the context of the unit's planning through the consideration of its goals and objectives and resource requirements.
Phase 2 - Planning Discussion
To be completed by the end of February 2013
The Planning Discussion provides for the supervisor and staff member to discuss and share expectations about goals and development activities, and to develop a mutually-agreed Performance and Development Plan that will formulate the basis for the Review Discussions.
Phase 3 - Day to day Feedback and Progress Review
Onging
Throughout the PDF cycle, progress towards goals and development is facilitated by support and regular feedback. While staff and supervisors are encouraged to have as many Feedback and Review meetings and discussions as they feel is appropriate.
It is strongly recommended that at least one mid-cycle Feedback and Review meeting is held. It is not anticipated that a performance rating would be applied at this time. However, Goals and Development activities can be amended with the approval of both parties. Likewise, the Performance Diary can be updated by both the supervisor and the staff member.
Phase 4 - Performance Feedback and Review Discussion
To be completed by December 2013
The purpose of the Performance Feedback and Review Discussion is to review the level of achievement with respect to the agreed goals and development activity in light of the performance of the unit, and provide further feedback and recognition. The Review Discussion should occur at least annually.
For more detailed information, and a step-by-step guide see the PDF Online Guide.
Outcomes
- Alignment of staff member and University goals and achievements
- Ongoing discussions and feedback
- Development of staff
- Identification and resolution of performance concerns
- Staff recognition and reward
- Assistance with/facilitation of associated processes, eg incremental progression, promotion, equitable sharing of workload, job redesign, position review, unsatisfactory performance.
