B/9.1 Probation and career planning, development and performance expectations for professional staff

Policy Owner	Vice-President (People) and Chief People Officer
Approval Date	14/03/2023
Approval Authority	Vice-Chancellor and President
Date of Next Review	31/03/2028

9.1.1 Purpose
9.1.2 Application
9.1.3 Roles and responsibilities
9.1.4 Probation
9.1.5 Career planning, development and performance expectations
9.1.6 Supporting procedures
9.1.7 Exceptions to policy
9.1.8 Delegations
Related Documents
Modification History

9.1.1 Purpose

The policy establishes the principles and processes which the University uses to support performance expectations, development, career planning, outcomes and metrics for the relevant probation milestones. The University strives for a culture where giving and receiving feedback in a constructive and respectful manner is a part of all staff members’ duties.

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9.1.2 Application

This policy applies to all staff covered by the QUT Enterprise Agreement (Professional Staff).

Career planning, development and performance expectations for casual staff is undertaken at the discretion of the University with an approach appropriate to casual working arrangements.

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9.1.3 Roles and responsibilities

Position	Responsibility
Vice-President (People) and Chief People Officer	approves supporting procedures under this policy provides relevant resources, training and development to ensure professional staff can successfully participate in this process
Supervisors	provides guidance and coaching to staff for whom they are the designated supervisor actively participate in regular communication with staff members on career planning, development and performance expectation to ensure staff have clear goals, ongoing feedback and support for professional development oversees a staff member’s period of probation
Professional staff	participate in regular communication with supervisors on career planning, development and performance expectation seek feedback from supervisors and other stakeholders including additional reviewers, peers, external stakeholders and students regarding contributions and performance actively participate in the probation process

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9.1.4 Probation

The performance of a staff member during the probation period will be assessed as part of a probation plan.

A probation plan will outline the relevant performance expectations, outcomes and metrics for the relevant milestones during the probation period.

The outcomes of the probation plan will form the basis of the final review.

The probation process is confidential and should only be disclosed on a need to know basis.

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9.1.5 Career planning, development and performance expectations

Ongoing and fixed term staff are expected to participate in regular communication with their supervisor to discuss, where relevant:

career planning
training and development requirements and opportunities
performance expectations
leave
workload
annual workplan
renewal of fixed-term appointment.

A request for feedback or performance planning can be initiated by either the staff member or their supervisor.

Feedback should be focused both on opportunities for future capability and development and reflection of past successes and learnings.

A template Career planning, development and performance expectations form, has been developed for use by staff members and supervisors. This form, or part thereof, is only mandatory to the extent that it is requested by either the staff member or supervisor.

The University will relevantly take into account, the impact of COVID-19 on the working environment, personal lives, and performance of staff when discussing career planning, development and performance expectations.

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9.1.6 Supporting procedures

Templates for probation plan and career planning, development and performance expectations are available from the Human Resources department.

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9.1.7 Exceptions to policy

The Vice-President (People) and Chief People Officer is authorised to approve variations to this policy in exceptional circumstances. Any such variation will be recorded by the Human Resources Department.

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9.1.8 Delegations

Refer to Register of Authorities and Delegations (VC099, VC143) (QUT staff access only).

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Modification History

Date	Sections	Source	Details
14.03.23	All	Vice-President (People) and Chief People Officer	Periodic review – policy revised to reflect change to the industrial instruments – effective 31.03.2023
27.01.22	B/9.1.4	Director, Human Resources - Centres of Expertise	Revised policy to align with revised HR delegations and to remove references to the EA COVID-19 Schedule
09.12.21	All	Vice-Chancellor and President	Revised and renamed policy - formerly 'Performance planning and review for professional staff'
20.08.20	B/9.1.3, B/9.1.9(a)	Associate Director, Human Resources (Workplace Relations)	Revised to reflect the Enterprise Agreement Variations relevant to social justice and probation
21.12.10	All	Human Resources Department	Periodic review - Minor editorial changes only
18.04.09	B/9.1.7	Vice-Chancellor	Revised policy regarding probation
27.04.06	B/9.1.2, B/9.1.6, B/9.1.7, B/9.1.9, B/9.1.10	Vice-Chancellor	Revised policy consistent with current probation provisions
17.11.05	All	Vice-Chancellor	Revised policy to comply with Higher Education Workplace Relations Requirements (HEWRR)
31.01.01	All	Human Resources Department	Updated

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