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.
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.
9.1.3 Roles and responsibilities
Position |
Responsibility |
---|---|
Vice-President (People) and Chief People Officer |
|
Supervisors |
|
Professional staff |
|
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.
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.
9.1.6 Supporting procedures
Templates for probation plan and career planning, development and performance expectations are available from the Human Resources department.
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.
9.1.8 Delegations
Refer to Register of Authorities and Delegations (VC099, VC143) (QUT staff access only).
Related Documents
QUT Enterprise Agreement (Professional Staff) (QUT staff access only)
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 |