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.

Note: All ASCD documentations, including the ASCD form and copy of the Academic Dashboard (PDF), should be submitted to supervisors (*via email as we are not using the ePerformance system this year).

How to get the most out of the career development conversation

Engaging in frequent and meaningful conversations about performance expectations and regularly discussing your career plan will help you achieve those career objectives and outcomes. You should aim to have regular informal check-ins with your supervisor throughout the year.

In having your career development conversation, you should consider the following:

  • Long term goal/s (two-five) years in Learning and Teaching, Research/Scholarship and Service and Engagement
  • Progress towards previously established objectives
  • Objectives for the forthcoming 12-month review period
  • Desired professional development requirements
  • Other Considerations that your supervisor should be aware of that may have impacted on your ability to achieve your established objectives.
TIP: Before you email the completed ASCD Conversation Form to your staff file via recopy, we recommend that you also keep a copy of the completed form to reference throughout the year and for future conversations.

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.

Frequently Asked Questions

What period is under review?

How often should I be meeting with my Academic Supervisor?

How often does the form need to be sent to file?

What if I am on probation? How does the probation process work or fit with this performance conversation?

How is the role of the academic supervisor different over the academic manager in this process?

I am an Academic Manager what form or template do I use to record my Annual Performance and Career Development conversation??

Do I need to provide a copy of my Academic Portfolio?

Do I need to provide a copy of my Academic Dashboard and how will this help inform the conversation?

Do I need to provide copies of my SET and SEC?

What should I do if a staff member I am Supervising is not likely to be satisfactory?

How will I know if my performance is Satisfactory?

What if I do not agree with my supervisor’s comments?

Can I access my previous ASCD documents?

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