This process forms the basis of a systematic means of setting and reviewing expectations of general staff and ensuring that individual contributions are aligned with the University’s strategic goals.
- The expectations review process normally takes place over a 12 month period and consists of three main stages:
Reviewing the staff member’s role and responsibilities, setting of the expectations for the coming year; and identify any staff development or career development needs.
- Holding an informal mid-year discussion* to review progress against the objectives, where required.
- A formal discussion to assess overall progress and achievement against expectations including addressing progress towards staff development and career goals.
*While not mandatory, it is recommended that managers/supervisors conduct a mid term review to provide formal feedback and ensure satisfactory progress is being achieved.
It is expected that once the review cycle is established that stages 1 and 3 would normally be undertaken at the same discussion meeting, that is, the previous years expectations would be reviewed and new expectations for the following year would be developed.
It is also expected that regular, constructive feedback be provided to staff between formal assessments.
Review of Role/Responsibilities
At the beginning of each annual review cycle the staff member and the supervisor shall meet to ensure there is a clear understanding of present roles and responsibilities of the position and that the current position description adequately outlines these. Where necessary the position description will be reviewed and updated.
Defining Expectations
The supervisor will meet with each staff member to identify expectations in the form of a number of objectives and standards for the coming year that reflect:
- Their key accountabilities and goals for the review period (drawn from the area’s annual operational work plan)
- Key skills and attributes necessary for staff to achieve success in their position
- Specific expectations for all staff with a supervisory and/or resource management roles
- Identified career and development actions to assist the staff member achieve personal excellence and maximise their contribution to the University.
These expectations are to be summarised using the Statement of Expectations form.
Expectations (or objectives) describe the tasks and outcomes to be achieved by the staff member as a result of carrying out prescribed roles and responsibilities. These will include the manner in which work is undertaken to ensure consistency with the Code of Conduct, ANU Values and related behaviors.
Review of Progress and Achievement
At regular intervals during the year the supervisor shall informally meet with each staff member to review progress and achievement. These review sessions are an opportunity to provide feedback, support, direction and encouragement in relation to the progress and achievement of the staff member’s expectations and development objectives.
The review also provides the opportunity for the supervisor and staff member to discuss general work issues, including workload, and the operations of the College, School, Faculty, Division or area that affect an individual’s contribution. A summary of the outcome of the informal review discussion should be recorded in the Statement of Expectations form.
A formal annual review should be held at the end of the designated review period, which is usually a 12-month period. The supervisor and staff member should discuss the overall progress and achievements of the staff member, identify any critical factors and identify an overall rating having regard to the actual progress and achievement.
In cases where development is required or progress and achievement is unsatisfactory action to address possible under performance or misconduct should be taken at the earliest time possible once such issues are identified, such action should not be delayed until a formal review.
Outstanding Contribution
Where a staff member is assessed by the Supervisor as ‘outstanding’ the supervisor may consider whether this should be recognised through formal acknowledgment, local ANU recognition awards, personal development support or other rewards options available within their delegation.
Fully achieves Expectations
Where a staff member’ is assessed by the Supervisor as contributing consistent with the level of the staff member’s appointment, this should be acknowledged by the supervisor.
Contribution in need of improvement
Where a staff member is assessed by the Supervisor as needing development or improvement the Supervisor will either:
- Assist the staff member to address identified improvement areas through their career development plan: or
- Commence formal discussions with the staff member, which may lead to action in accordance with the Managing Underperformance Policy and Guidelines developed under the provisions of the ANU Enterprise Agreement.
Unremediated under-performance
Where a staff member does not take steps to improve to an acceptable level, in quality and/or commitment, the options available to the University include demotion to a lower Level or action that may lead to termination of their employment with the ANU.
For these purposes, the processes, including the appeal provisions, identified in the Managing Underperformance Policy and Guidelines developed under the provisions of the ANU Enterprise Agreement.
Disputes
Progress or achievement against expectations or subsequent judgment about the adequacy or otherwise will not always be agreed. It is important to the University as a whole, not only to the individual staff concerned, that such judgments be made fairly.
Where agreement is not reached between a staff member and a supervisor the matter will be referred to the Dean, Director or Head of Centre for resolution. If a staff member does not agree with the decision of the Dean, Director or Head of Centre, the staff member may request a review of Decision, under the University's Review of Decision policy.
Note: Storage of forms
The Statement of Expectations form is Staff-in-Confidence and the information contained may only be used in matters that are relevant to the staff member's employment within The Australian National University. The form should be stored appropriately (ie locked cabinet), and placed on the staff member's personnel file when completed |
