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.
All continuing and fixed term academic staff on appointments of 12 months or more (including part-time staff) will be required to use the new Academic Staff Career Development (ASCD) documentation.
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 ) has been developed to enable a more forward looking performance framework intended 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 I am on probation?|
The new Academic Staff Probation and Confirmation Procedures require probationary staff members to be considered for confirmation during the ASCD/AMRP annual review period and not the anniversary date of appointment, as per the previous policy.
In transition to the new arrangements, staff with confirmation dates during 2018 will either be reviewed at the mid-year review or end of year annual review. All academic staff with confirmation dates post December 2018 will fall in line with the ASCD/AMRP cycle and will be reviewed for confirmation at the closest annual review point.
All staff affected have been advised by the Director, HR in 2018 of their transition. For further information on probation please click here.
|What is the ASCD annual cycle?|
|What do I need to do?|
To complete the ASCD plan will you will need to consider and document the following:
Gather evidence to support your ASCD Plan ready for submission to the University’s performance management system such as:
* Note: The ASCD writable pdf form will keep consistent formatting for ease of entering data. When downloading the form you should ensure it opens in Adobe and not your internet browser.
The following resources will assist you to gather evidence:
|When do I submit my documents?|
Submissions for the Academic Staff Career Development annual discussion are normally open from end of September and due for submission in November.
Please click the relevant link below for your Element or Research Centre/Institute to complete you personal details and attache all relevant documentation:
Submissions for the Academic Staff Probation and confirmation can be made via the links below.
|The ASCD annual discussion|
Anytime from December to February you will meet with your Academic Supervisor to discuss your:
|Uploading your completed and signed ASCD Plan|
After you have met with your Academic Supervisor and your ASCD Plan has been discussed, agreed, approved and signed, your supervisor will provide the original ASCD form to the Head of School for consideration and approval.
Email a completed and signed copy of your ASCD to email@example.com by the end of February. The original will be placed on your staff file.
|Further information and briefing sessions|
This presentation provides further information on the new ASCD performance framework.
Briefing sessions are normally held by each Academic Group during October and November each year to clarify expectations.
|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 firstname.lastname@example.org
For assistance with the Research Dashboard please contact email@example.com
Unsatisfactory performance and misconduct
Managing unsatisfactory work performance and allegations of misconduct/serious misconduct for Academic Staff.