Document Feedback - Review and Comment

Step 1 of 4: Comment on Document

How to make a comment?

1. Use this Protected Document to open a comment box for your chosen Section, Part, Heading or clause.

2. Type your feedback into the comments box and then click "save comment" button located in the lower-right of the comment box.

3. Do not open more than one comment box at the same time.

4. When you have finished making comments proceed to the next stage by clicking on the "Continue to Step 2" button at the very bottom of this page.


Important Information

During the comment process you are connected to a database. Like internet banking, the session that connects you to the database may time-out due to inactivity. If you do not have JavaScript running you will recieve a message to advise you of the length of time before the time-out. If you have JavaScript enabled, the time-out is lengthy and should not cause difficulty, however you should note the following tips to avoid losing your comments or corrupting your entries:

  1. DO NOT jump between web pages/applications while logging comments.

  2. DO NOT log comments for more than one document at a time. Complete and submit all comments for one document before commenting on another.

  3. DO NOT leave your submission half way through. If you need to take a break, submit your current set of comments. The system will email you a copy of your comments so you can identify where you were up to and add to them later.

  4. DO NOT exit from the interface until you have completed all three stages of the submission process.


Reward and Recognition policy

Section 1 - Preamble

(1) This Policy is effective from 29 March 2004.

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Section 2 - Purpose

(2) This Policy governs the means by which service and performance by staff in the conduct of their duties may be rewarded and recognised.

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Section 3 - Scope

(3) This Policy applies to all staff of the University. This Policy is pursuant to the Employment of Staff policy.

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Section 4 - Policy

(4) The University values the service, positive performance, demonstration of behaviours aligned with the University's values and outstanding achievements of its staff and recognises and rewards staff in a range of ways.

(5) The University recognises staff who have maintained employment at the University for significant periods of time through service awards, as specified in the Staff Awards procedure.

(6) The University recognises staff for significant achievements and positive contributions to the achievement of the University's strategic, teaching and research goals through promotions, professional support and a range of professional development programs.

(7) All managers are responsible for identifying high performing staff, as assessed through the Performance Planning and Review process and, for Academic staff, through Schedule A: Principles for Applying and Assessing Achievement Relative to Opportunity of the Gender Equity in Research policy. Where appropriate, managers can nominate or support applications for awards, performance bonuses, accelerated salary increments, personal classifications, promotions and other non-monetary rewards.

(8) Human Resources Division will advise heads of organisational units annually of the eligibility criteria and processes relating to the University's performance bonus system.

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Section 5 - Procedure

(9) There is no attendant procedure.

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Section 6 - Definitions

(10) For the purpose of this Policy:

  1. Principles for Assessing Achievement Relative to Opportunity: provides a method for making merit based assessments while taking into account how circumstances can affect the productivity and the opportunities available (see Schedule A: Principles for Applying and Assessing Achievement Relative to Opportunity).