Our People acknowledges the capability and capacity of our staff as a key strength and articulates the University’s aspirations for all staff and its deep commitment to their career development.
The University’s capacity to have an impact within our local, national and international communities depends on its ability to attract, retain, develop and value an engaged, committed and talented workforce- both as individuals and as collaborative colleagues.
In 2017 the new Academic Staff Career Development (ASCD) suite of documentation will be used for the first time for continuing and fixed term staff on appointments of 12 months or more (including part-time staff).
The primary objectives of the ASCD review are to:
- Support the continued high performance of staff and plan for career success and professional development;
- Enable staff and academic supervisors to engage in frequent and ongoing conversations;
- Review progress towards previously established objectives and outcomes and set specific annual objectives and outcomes;
- Review and assign an appropriate work allocation profile; and
- Review and approve leave plans for the following calendar year.
The new ASCD suite of documentation (ASCD Framework, ASCD Procedure, ASCD Plan) will replace the previous Academic Staff Review and Plan (ASRP) and has been developed to enable a more forward looking performance framework intended to encourage and enable high performance and support career success. Key changes are:
|Who completes the ASCD?||All staff employed by the University on a continuing or fixed term basis, including part time appointments of 12 months or more.|
|What if the staff memeber I supervise is on probation?||A probationary staff member's progress through the specified probationary period and goals that are to be met are managed through the Academic Staff Career Development (ASCD) cycle. For further information on probation please click here|
|What is the ASCD annual cycle?|
|What are staff required to do in 2017?|
The new ASCD plan will outline and document the staff member’s long term (2-5 years) and short term goals, progress towards objectives and professional development requirements.
Evidence in addition to the ASCD Plan should include:
You may request additional documentation to support the performance conversation along with an Academic CV that may assist when forming a new supervisory relationship.
|What do I need to do?|
Regularly discuss with the staff member:
The following resources are recommended to assist staff in gathering evidence:
|How do I review documents?|
|The ASCD annual discussion|
Anytime from December to February meet to discuss:
|Further information and briefing sessions||This presentation provides further information on the new ASCD performance framework.|
Briefing sessions are being held by each Academic Group and a series of campus briefings during October and November will be held to explain ASCD in further detail.
|Frequently Asked Questions||Coming soon|
Policy and process related enquiries should be directed to your relevant HR Adviser, HR Advisory Services.
Advice and support on performance related issues should be directed to your relevant Senior HR Business Partner/Business Partner.
For technical enquiries (systems, passwords etc), contact HR Systems Support on extension 54011 (option 4) or email email@example.com
For assistance with the Research Dashboard please contact firstname.lastname@example.org
Unsatisfactory performance and misconduct
Managing unsatisfactory work performance and allegations of misconduct/serious misconduct for Academic Staff.