Human Resources

Development and appraisal reviews

Further information

  • Employee self service

Training courses

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

The Performance Development and Appraisal Policy details the procedures, objectives and responsiblities of staff required to participate in the development and appraisal process.

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 review processes to ensure staff are clear about:

 

Commencing Performance Development Appraisal (CPDA)

The Commencing Performance Development Appraisal (CPDA) 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.

UWA CPDA Procedures [RTF, 4.0 MB]
Updated 31 Jul 2014


Performance Development and Appraisal (PDA)

The annual Performance Development and Appraisal (PDA) will be undertaken and recorded through the Employee Self Service Information on using the ESS to undertake the PDA is provided through the ESS User Guidelines.

PDA-Guide [DOC, 127.0 KB]
Updated 13 Oct 2014


PDA-Guide [RTF, 300.6 KB]
Updated 13 Oct 2014


 
 

Ratings and timeframes relating to Performance Development and Appraisal (PDA)

The PDA is linked to a number of University Policies and minimum performance ratings must be achieved for various actions or events from those policies to proceed. The table below summarises these links.

Action Minimum rating required Most recent PDA (or specific timing) Notification required
Prior to completion of probation (professional staff) Meets 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 the University's high expectations See policy for timing, 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 the University's high expectations Noted on form "Supervisor's Annual Report"
Academic Promotion Meets the University's high expectations 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 the University's high expectations Noted on HR Expiry Notification form
Applying for Sabbatical Meets the University's high expectations Noted on "Application for Sabbatical form 1"
Accelerated salary increments Rated outstanding in at least one performance category with no areas requiring improvement
Copy of "Section 2 - Assessment Against Indicators of PDA" accompanying application
Professional staff salary progression Rated outstanding in at least one performance category with no areas requiring improvement
Copy of "Section 2 - Assessment Against Indicators of PDA" accompanying application
Fast Track appointments Meets or exceeds the University's high expectations Noted on "Fast Track Nomination" form
Performance allowance Outstanding overall Copy of "Section 2 - Assessment Against Indicators of PDA" 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 Copy of "Section 2 - Assessment Against Indicators of PDA" appended to "Recommendation for Discretionary Allowance" form

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