Probationary ‘My Work Plan’

Academic Staff

NAME: / LEVEL:
POSITION TITLE: / FTE:
ACADEMIC ROLE: / Teaching and Research Scholar
Research Scholar
Teaching Focused/ Teaching Focused (Clinical and Professional)
FACULTY/CENTRE:
SCHOOL/ UNIT:
SUPERVISOR:

This template[1] facilitates a two-way conversation that will support clarity around performance expectations and workplace behaviour. Your contribution is defined by your work plan and your completed workload allocation which should both be mutually agreed. It does not replace actual dialogue that should occur regularly throughout the year. The completion of this process is in two stages:

Stage 1 – Planning (Sections A, B and C of this form) – TO BE COMPLETED NOW

Section A - Planning my Contribution
To define specific objectives, measures and outcomes that are linked to your work area’s operational plan and your academic role - refer to the Academic Staff Performance Expectations and Outcomes (ASPEO) Framework and your School’s current workload model. / Status
Section B – Workplace Obligations and Responsibilities
A reminder for staff to acknowledge and keep up-to-date on a number of important workplace responsibilities.
Section C – Planning my Development and Career
Refer to the Role Based Development Framework (RBDF) and identify the immediate and short-term modules required for your role, along with longer-term development modules to support your career plans.
Staff Member’s Signature: / Supervisor’s Signature:
Date: / Date:

Stage 2 – Review (Section D of this form) – TO BE COMPLETED TOWARDS THE END OF YOUR PROBATIONARY PERIOD

Section D – Reviewing my Performance
To assess outcomes for specific work objectives. You should complete the staff member assessment section as indicated (including rating performance outcomes against the rating scale) prior to meeting with your supervisor.
Staff Member’s Signature: / Supervisor’s Signature:
Date: / Date:

Section A: Planning my Contribution

When setting your objectives, consider your academic role, your individual workload allocation and the performance expectations for your level, as per the ASPEO Framework.

(Add or delete objectives as required)

1. Objective (what) / Strategy (how)
Expected Outcomes (including evidence and measures)
This objective aligns to:
ECU Strategic Priorities Faculty/Centre Plan School/Operational Plan
Other: (Please Specify)
2. Objective (what) / Strategy (how)
Expected Outcomes (including evidence and measures)
This objective aligns to:
ECU Strategic Priorities Faculty/Centre Plan School/Operational Plan
Other: (Please Specify)
3. Objective (what) / Strategy (how)
Expected Outcomes (including evidence and measures)
This objective aligns to:
ECU Strategic Priorities Faculty/Centre Plan School/Operational Plan
Other: (Please Specify)

Section B: Workplace Obligations and Responsibilities

For All Staff

The following items are reminders for all staff to acknowledge and keep up-to-date with:

ECU’s Values: Respect, Integrity, Rational Inquiry and Personal Excellence;

ECU’s Code of Conduct;

The online Equal Opportunity Training (refresher required every two years);

The online Health and Safety Induction(refresher required every two years);

Maintaining your general health and well-being; and

Managing your leave plans.

Workplace Health and Safety for Managers and Supervisors

In addition to the above, if you are a Line Supervisor:

You have an obligation to undertake the OSH Training for Managers and Supervisors (booked via staff kiosk). The following workshop dates have been scheduled for 2015. If you have not previously completed this, you are required to enrol and attend one of the following workshops:

Monday, 9 February; Thursday 9 April; Monday 10 August; Wednesday 14 October

CLD will be monitoring course demand and additional workshops will be available if required.

NOTE:Workplace health and safety is a priority focus in 2015. This is a requirement for ALL Line Supervisors including the following roles – Head of School, Associate Head, Director, Head of Centre, and Dean. You do not need to attend if you undertook this training in the previous year.

I am managing the leave plans for my team to ensure they maintain a work-life balance and reduce any excessive leave entitlements.

Section C: Planning for my Development and Career

Refer to the Academic Staff Performance Expectations and Outcomes Framework (ASPEO) to clarify role expectations for your position and identify development priorities for your career advancement.

In collaboration with your supervisor, refer to the Role Based Development Framework (RBDF) and identify the immediate and short-term development modules required for your role, along with longer-term development modules to support your career plans.

From this page, you can access the RBDF Web-Based Tool, which is designed to capture your development plans for each performance cycle as part of the MPS. You should login to the RBDF Web-Based Tool, schedule your development sessions (approximately, by quarter) and then submit the online form to your supervisor to approve BEFORE your MPS discussion. Both you and your supervisor should discuss and agree the development plan during the meeting.

I have accessed the RBDF Web-based Tool and scheduled my professional development for the coming year.

Once approved on the RBDF Web-Based Tool, you can print out the development summary sheet and attach this to the rest of your ‘My Work Plan’ as a record.

Section D: Reviewing My Performance – TO BE COMPLETED TOWARDS THE END OF YOUR PROBATIONARY PERIOD

Use the table below to assess the staff member’s performance in relation to the objectives that was identified, planned and agreed earlier in Section A of this form.

Performance Rating – Staff Member / Supervisor’s Assessment
4 / Exceeds Expectations: Performance outcomes consistently exceed expectation of work objectives and are at a higher level than expected. The consistently high standard has earned recognition by others internal and/or external to the University. The level of performance has significantly improved a University process or outcome.
3 / Meets Expectations: Performance outcomes consistently delivered all of the agreed work objectives and operating at the expected level.
2 / Mostly Meets Expectations: Performance outcomes (in most areas) met the requirements of the work objective and only operating partially at the expected level. Capability development required.
1 / Below Expectations: Performance outcomes and/or behaviour falls short of the required standard and not operating at the expected level. Capability development required.
N/A / Not Applicable: There has not been enough time (or other factors) to assess the level of performance.

(Add or delete objectives as required).

Objective 1
Staff Member Assessment / Supervisor Assessment
1 / 2 / 3 / 4 / N/A / 1 / 2 / 3 / 4 / N/A
(Provide a written assessment regarding actual performance against work objectives and outcomes – please delete this statement) / (Provide a written assessment regarding actual performance against work objectives and outcomes taking into consideration the staff member’s assessment – please delete this statement)
Objective 2
Staff Member Assessment / Supervisor Assessment
1 / 2 / 3 / 4 / N/A / 1 / 2 / 3 / 4 / N/A
(Provide a written assessment regarding actual performance against work objectives and outcomes – please delete this statement) / (Provide a written assessment regarding actual performance against work objectives and outcomes taking into consideration the staff member’s assessment – please delete this statement)
Objective 3
Staff Member Assessment / Supervisor Assessment
1 / 2 / 3 / 4 / N/A / 1 / 2 / 3 / 4 / N/A
(Provide a written assessment regarding actual performance against work objectives and outcomes – please delete this statement) / (Provide a written assessment regarding actual performance against work objectives and outcomes taking into consideration the staff member’s assessment – please delete this statement)

GENERAL COMMENTS

By Staff Member (Optional) – reflections, future direction, recognition of voluntary roles (e.g. elected Health and Safety reps) / By Supervisor (Optional) – reflections, future direction, recognition of voluntary roles (e.g. elected Health and Safety reps)

1

[1]Individual staff members and supervisors each retain a copy of the My Work Plan. Refer to clause 4.5.2 and 4.5.3 of the Management for Performance Policy for further information.