Human Resources

Development and appraisal reviews

Further information

  • Employee self service
  • PDR User Guide - ESS

Training courses

All staff of the University participate in professional development and performance appraisal reviews. An important strategy to achieve both staff and the University's goals is for staff to undertake regular reviews.

The reviewer and reviewee should be familiar with the University's expectations for the role under review:

Expectations of all UWA staff
Skills, attributes and behaviours that the University expects all staff to demonstrate in their work.
Expectations of staff in leadership and management roles
Skills, attributes and behaviours the University expects of staff with supervisory responsibilities.

Reviews

The University has three review processes to ensure staff are clear about:

 

Commencing Professional Development Review (CPDR)

The Commencing Professional Development Review (CPDR) is to be completed through the Employee Self Service by new staff within the first two months of employment or other staff taking up a new role.

 

Professional Development Review (PDR)

The Professional Development Review (PDR) is to be completed annually by all staff. This developmental process offers an annual discussion as to achievements, emerging work role changes or challenges, performance and role expectations and development strategies.

PDR Guidelines [RTF, 256.0 KB]
Updated 7 Jun 2013


PDR Guidelines [PDF, 132.5 KB]
Updated 7 Jun 2013


 

Performance Appraisal Review (PAR)

The Performance Appraisal Review (PAR) is to be undertaken at least once every three years. The PAR may also be triggered at key points of an employee's career including consideration for reward and recognition. The PAR is an assessment of performance outcomes based on all aspects of the individual's performance. We have videos that can assist you with your preparation.

PAR Guidelines [RTF, 313.8 KB]
Updated 7 Jun 2013


PAR Guidelines [PDF, 181.1 KB]
Updated 7 Jun 2013


 

Ratings and timeframes relating to the Performance Appraisal Report (PAR)

The PAR is linked to a number of University Policies and must be completed for various actions or events from those policies to proceed. These policies have now been revised to include specific reference to the PAR. The table below summarises these links.

PAR trigger event Minimum rating required Timing of PAR before trigger event Notification required
Prior to completion of probation (professional staff) Meets or exceeds the University's high expectations In the fourth month following commencement of employment Currently to be monitored retrospectively
Annually during the probationary period for academics Meets or exceeds the University's high expectations Annually until final year of probation
Level A - for  4 years
Level B  and above - for 2 years)
Noted on form "Supervisor's Annual Report"
Prior to application for tenure (academics) Meets or exceeds the University's high expectations Six months prior to end of probationary  period Noted on form "Supervisor's Annual Report"
Academic Promotion Meets or exceeds the University's high expectations Within three months prior to application for promotion Noted on form "Application for Academic Promotion, form 2"
Prior to renewal of fixed term contract if the new contract is of 12 months or more Meets or exceeds the University's high expectations Within three months prior to renewal Noted on HR Expiry Notification form
Applying for Sabbatical Meets or exceeds the University's high expectations At least six months prior to sabbatical in conjunction with sabbatical approval Noted on "Application for Sabbatical form 1"
Accelerated salary increments Rated outstanding in at least one performance category with no areas requiring improvement
Within three months prior to application (being submitted to HR) Copy of "Section 2 - Assessment Against Indicators of PAR" accompanying application
Professional staff salary progression Rated outstanding in at least one performance category with no areas requiring improvement
Within three months prior to application (being submitted to HR) Copy of "Section 2 - Assessment Against Indicators of PAR" accompanying application
Fast Track appointments Meets or exceeds the University's high expectations Within three months prior to application (being submitted to HR) Noted on "Fast Track Nomination" form
Performance allowance Outstanding PAR rating is prerequisite for application (being submitted to HR) Copy of "Section 2 - Assessment Against Indicators of PAR" appended to "Recommendation for Discretionary Allowance" form
Bonus Payment Either rated as outstanding overall or outstanding performance for completion of particular stretch outcome or task, and no areas requiring improvement PAR rating is prerequisite for application (being submitted to HR) Copy of "Section 2 - Assessment Against Indicators of PAR" appended to "Recommendation for Discretionary Allowance" form

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