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Annual Performance Appraisal of Academic Staff

The University expects that all academic staff members should benefit from having their performance reviewed regularly and appropriate professional development put in place.

The Annual Performance appraisal applies to academic staff members with employment agreements likely to last one year or more who:

• have not applied for promotion this year; or
• are not on confirmation path appointments; or
• are not undertaking a form of scholarship development; or
• are not subject to annual or biennial performance and salary reviews.

The performance appraisal generally is not linked to a salary review and includes staff members at the top of a salary scale.

Typically, staff members covered by the process will be:

• Confirmed Lecturers
• Lecturers on fixed term employment agreements
• College of Education Lecturers and Senior Lecturers (Teacher Education Fellows salary scale (Band 1)
• Research Fellows
• Professional Practice Fellows
• Teaching Fellows beyond the bar
• Teaching Fellows below the bar
• Senior Teaching Fellows
• Assistant Research Fellows beyond the bar
• Assistant Research Fellows below the bar
• Assistant Lecturers

Divisions have guidelines for performance expectations.

Process
Step 1	Staff members submit appropriate documentation* to their Head of Department.  It may be either: an up-to-date curriculum vitae in the standard format with changes since the last review highlighted (including the Schedule of Teaching Responsibilities) and a full set of teaching evaluations; or a statement of achievements (not more than one page long) noting any particular contributions by the staff member to teaching, research (and/or professional practice) and service to the University and the community in the past year; or alternative documentation, as required by the Deans (in Health Sciences) or the Pro-Vice-Chancellor.
Step 2	The Head of Department+ reviews the staff member's performance and holds a discussion with the staff member.  The discussion should include expected activities in the forthcoming year.
Step 3	The Head of Department discusses cases with the Divisional HR Manager and Dean (in Health Sciences) or the Pro-Vice-Chancellor if performance is other than satisfactory, to ensure that appropriate action is taken.

* All documentation shall be held by the Department. Copies are not required by the Deans' offices, Divisional offices or the Human Resources Division.

+ In some departments, the Head of Department may delegate this responsibility to other senior academic colleagues.
 

Timeline
October	Human Resources Division mails out to Heads of Departments lists of staff members who may be eligible for Academic performance appraisals.
December	Confirmation by Head of Department to the Manager, Remuneration and Promotions, Human Resources Division that the performance appraisals have been undertaken.