Manual of Policies and Procedures

B/9.1 Performance and probation for professional staff

Policy Owner

Vice-President (People) and Chief People Officer

Approval Date

9/12/2021

Approval Authority

Vice-Chancellor and President

Date of Next Review

01/12/2024

9.1.1 Purpose
9.1.2 Application
9.1.3 Roles and responsibilities
9.1.4 Principles
9.1.5 Supporting procedures
9.1.6 Delegations
Related Documents
Modification History

9.1.1 Purpose

The policy on professional staff performance and probation establishes the principles and processes which the University uses to support performance expectations and achievements, professional development, continual learning and career progression for professional staff.  

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9.1.2 Application

This policy applies to all staff employed under the professional staff enterprise agreement.

Ongoing and fixed term staff are expected to participate in performance planning and review (PPR-PS) processes.  Participation in PPR-PS is required for ongoing appointments and fixed term contracts of 12 months or longer, and recommended for fixed term contracts of less than 12 months.  The PPR-PS process is designed to assist with setting clear expectations of performance and development by supervisors, which also applies within shorter fixed term contracts.

Performance and development 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
  • leads in the implementation of the performance, probation processes and guidelines
  • 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 champion and use the performance planning and review processes to ensure staff have clear goals, ongoing feedback and support for professional development
Professional staff
  • participate in the career planning and performance planning and review (PPR-PS) processes
  • seek feedback from supervisors and other stakeholders including additional reviewers, peers, external stakeholders and students regarding contributions and performance

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9.1.4 Principles

QUT is committed to enabling fulfilling careers for professional staff and will ensure that University processes support achievements and sustained high performance through the following principles:

  • professional development, ongoing feedback and coaching are considered important elements of career development
  • professional staff strive towards excellence and engage in life-long learning
  • career planning and performance planning are a shared responsibility of the staff member and their designated supervisor
  • achievement relative to opportunity will be an important consideration within all QUT performance and probation decisions and will be applied whenever relevant by decision makers and committees
  • performance planning and review (PPR-PS) is an annual process to support and encourage ambitious goal setting, clarify expectations, review performance, provide feedback and participate in developmental conversations
  • demonstrating active and constructive participation in the performance planning and review (PPR-PS) process is a requirement for all professional staff. 

Enterprise Agreement COVID-19 Schedule

The University will take into account, including beyond the life of the Enterprise Agreement COVID-19 Schedule, the impact of COVID-19 on the working environment and personal lives, including performance relative to opportunity, of all staff when undertaking any performance evaluation or managing performance of any staff member.

Probation targets will, where necessary, be adjusted to reflect any disruption caused by the impact of COVID-19. This can be initiated by either the staff member or the University. Any changes to targets must be agreed to by the authorising officer.

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9.1.5 Supporting procedures

Procedures for conducting professional staff performance planning and review processes and probation processes supports the implementation of this policy:

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9.1.6 Delegations

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

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Related Documents

QUT Enterprise Agreement (Professional Staff) (QUT staff access only)

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Modification History

Date

Sections

Source

Details

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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