Introduction
The key priority of the University’s Strategic Plan is “to recruit, develop and retain the highest quality staff”.
Through reflection, feedback and discussion, the Professional Development Review (PDR) supports the career development of staff. The PDR aims to:
- Review the past year’s performance;
- Recognise the achievements of the reviewee;
- Clarify any changes to the reviewee’s role;
- Plan for the coming year and identify goals;
- Equip individuals to meet the immediate and future challenges of their position;
- Assist individuals to achieve their goals and those of the School/Unit and the University; and
- Provide guidance on career development
Professional Development Review Process
Who is involved
All staff, other than casual staff, will participate in an annual Professional Development Review.
For general staff the immediate supervisor will be responsible for conducting the review. Reviewees, however, may request another reviewer and reviewers will have the option of declining to review an individual. Where an alternate reviewer is negotiated the formal supervisor remains the official supervisor. Wherever possible, staff should have the same reviewer from year to year. Reviewees may also ask that a third person be involved in the review process.
For academic staff, the review will normally be conducted by the Head of School. In larger Schools the Head of School/Unit may choose to delegate this role to one or more senior academics, with pairings arranged through negotiation with the Head. Ordinarily there will be no third party invovlement. Heads remain the official supervisor and they should, as far as possible, ensure that the reviewee has the same reviewer from year to year.
All reviewers must participate in a training program before conducting a PDR. All reviewees will have the opportunity to access training.
When and how does it happen?
The University expects that every staff member has a clear understanding of their role and priorities/goals. For new staff this will be clarified during the induction process, and should be recorded within two months of appointment. For current staff this may be defined at the first formal PDR discussion. Details of the Induction process are available at New staff at UWA.
The Professional Development Review process should then be ongoing with regular feedback to the staff member, rather than a once a year event. It does, however, incorporate a formal discussion.
This formal discussion should take place annually, at a time most convenient at the local level.
Supervisors are encouraged to engage in a minimum six-monthly informal 'follow up' in which expectations and needs are discussed.
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