Approach to career development

"The University’s future is directly linked to the contributions of its staff” (Our People Plan). This criticality of staff to the University’s future is highlighted by support for all continuing and fixed-term academic staff on appointments of 12 months or more, engaging in regular and meaningful conversations with their supervisors.

At a minimum, these conversations are to include: review and revision of the current periods plan, clarification where required as to role expectations, discussion of potential development opportunities and career planning. The annual Academic Staff Career and Development (ASCD) review is both the culmination of these discussions across the previous year and the basis for discussions moving into the new year.

The primary objectives of the Academic Staff Career Development framework are to:

  • Support the continued high performance of staff through regular discussions with their supervisors and to plan for career success and professional development;
  • Review progress towards previously established objectives and outcomes and set future relevant objectives and outcomes; and
  • Review and assign an appropriate work allocation profile.

What's new in 2019?

In 2019, academic staff and managers will be invited to complete a Word template version of either the following forms:

  • Academic Staff Career Development (ASCD)
  • Academic Staff Manager Review and Plan (AMRP)

All staff will be emailed the template ahead of the round opening in October 2019.

Staff and managers will complete the required sections and attach this form to the online system which has been simplified from that used in 2018.

Who completes an academic review?

All staff employed by the University on a continuing or fixed term basis, including part-time appointments of 12 months or more.

When do I submit my document?

By 15 November 2019, your draft ASCD/AMRP form should be uploaded to the system via the Portal > My Staff Page > Performance and Careers > My Performance Review.

Resources

The following documents support a forward-looking performance framework intended to encourage and enable high performance:

The following resources will assist you to gather evidence:

The following resources will assist you in using the online system:

What do I need to consider?

To complete the ASCD/AMRP, you will need to consider and document the following:

  • Long term goal/s (two-five) years in Learning and Teaching, Research/Scholarship and Service and Engagement
  • Document progress towards previously established objectives
  • Draft objectives for the forthcoming 12-month review period
  • Propose desired professional development requirements for discussion with your supervisor
  • Outline any Other Considerations that your supervisor should be aware of that may have impacted on your ability to achieve your established objectives.

How to get the most out of the career development conversation

The approach to ASCD and AMRP focuses on increased, regular opportunities to discuss career objectives and outcomes, supporting staff career growth whilst building/increasing capability.

Engaging in frequent and meaningful conversations about performance expectations and regularly discussing your career plan will help you to gain the most out of the ASCD. You should aim to have regular informal check-ins with your supervisor throughout the year. The ASCD/AMRP form (and documentation collated for the annual discussion, as requested) provides a basis to review progress against agreed expectations and discuss longer term career plans.

Learning and Development resources?

Academic Supervisor Workshops

  • This workshop is tailored for supervisors of academic staff to enhance their skills in navigating the ASCD performance framework, facilitating performance conversations and assisting your superviser to develop and achieve their career goals.

Manager as Coach

  • Manager as Coach aims to develop the ability and confidence of current managers and supervisors in providing supportive, developmental and impactful feedback that encourages high performance and professional development in others.

Women in Leadership

  • This program is part of the suite of leadership activities offered by Griffith to support its leaders and aspiring leaders. The Women in Leadership Program allows participants to learn from successful leaders and network with fellow aspiring leaders.

Talent Conversations

  • This workshop provides tools to prepare for and facilitate effective talent conversations by using CCL’s development frameworks.

Staff Career Development Workshops

  • Workshops to reflect on your performance, career and development goals in a general way, and explore a range of resources, tools and conversations that can help you gain clarity in your career planning.

Career Hub

  • A collection of resources and insights into the defining moments, tools and resources that can contribute to rewarding career choices.

Learning and Development

  • A range of learning and development resources, programs and events for all staff.

Learning Futures

  • An extensive array of resources, events and support for engaging and empowering pedagogies, curriculum design and development, learning and teaching with technology, academic leadership, recognising teaching excellence and fostering graduate employability.

Office for Research

  • Professional research support services with functions spanning grants, researcher development, ethics and integrity, policy, performance and reporting.

2019 timeline

By end September
  • Academic staff and managers will receive and email from HR Client Services containing information about the process and the relevant ASCD or AMRP form.
Mid October
  • The Senior Deputy Vice Chancellor will announce the commencement of the 2019 ASCD/AMRP Annual Review.
By 15th November
  • On the ASCD/AMRP form, academic staff and managers document their progress and outcomes for the current review period and draft their goals and objectives for the forthcoming review period.
  • The form is then uploaded to the online system.
  • See the Academic Staff Quick Guide for instructions on how to complete this step.
December/January
  • Staff member and supervisor have face to face meeting at this point.
  • Where a change of work profile is recommended, approval by the Head of Element will be sought.
  • Similarly relevant approvals are sought during this time for confirmation of appointment for probationary staff.
By end January
  • Supervisor uploads the final form to the online system and shares with staff member.
  • See the Academic Supervisor Quick Guide for instructions on how to complete this step.
By end February
  • Staff member reviews their supervisor's comments and acknowledges.
  • See the Academic Staff Quick Guide for instructions on how to complete this step.

What is the ASCD annual cycle?

ASCD Lifecycle diagram

What if I am on probation?

The Academic Staff Probation and Confirmation Procedures requires probationary staff members to be considered for confirmation during the ASCD/AMRP annual review period.

For further information on probation please click here or talk with your relevant HR Adviser, HR Client Services.

Completing your Plan

After you have met with your Academic Supervisor and finalised the ASCD/AMRP, your supervisor will attach the form to the online system.

Upon completing the Acknowledgement step, the document will be available in the Historical Documents panel.

More information

Policy and process related inquiries 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.

What’s new for Supervisors in 2019?

In 2019, academic staff and managers will be invited to complete a Word template version of either an ASCD or AMRP form which will be uploaded to the online system.

As the Academic Supervisor you will:

  • review this document and complete the supervisor evaluation sections,
  • conduct a face to face meeting with your staff member to provide feedback and discuss their career development,
  • finalise the form and attach it to the online system,
  • click Share with Employee.

The staff member will then review the final form, click Acknowledge, and the process will be complete.  The document will then be available in Historical Documents for both you and your staff member.

What’s new for Supervisors on the ASCD/AMRP form in 2019?

The Supervisor Comments boxes under each section have been consolidated into one box (called Final Comments) on the last page.

The Change to Work Profile section has been removed (see below for instructions).

What do I need to do?

  • Academic supervisors should conduct annual review meetings and provide regular feedback during the cycle.
  • Assess the staff member’s plans and performance based on the evidence contained in the ASCD Plan in the context of previously agreed objectives and University and School expectations of overall performance.
  • Discuss staff member’s career plans including their desire to apply for PromotionAcademic Studies Program or Academic Equity Development Program (ASEDP).
  • Consider staff member’s objectives for the forthcoming review period along with their desired professional development requirements.
  • Other considerations that may have impacted on the staff member’s ability to achieve the established objectives.

How do I change my staff member’s Work Profile?

Where a change of work profile is recommended, approval by the Head of Element (if not the academic supervisor) will be required, and the new profile provided via email to your HR Adviser to update the system. The effective date of any change should coincide with the commencement of a new trimester.

What if the staff member I supervise is on probation?

The Academic Staff Probation and Confirmation Procedures require probationary staff members to be considered for confirmation during the ASCD/AMRP annual review period.

All academic staff with confirmation dates in 2020 should be considered in the 2019 ASCD/AMRP cycle.

For further information on probation please contact your HR Adviser or click here.

Considering unsatisfactory performance?

Where performance may be considered unsatisfactory, you should contact your HR Business Partner to discuss next steps

How do I develop as an Academic Supervisor?

Academic Supervisors are encouraged to attend the workshops offered by People & Wellbeing.  For further information, visit the Academic Supervisors Workshop page.

Resources

Refer to Resources list under Academic Staff for useful material.  Other resources for Academic Supervisors:

Contact us

Academic career development general enquires

academicwork@griffith.edu.au

Common questions