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Performance Planning and Review procedure

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Section 1 - Preamble

(1) This Procedure is effective from 5 September 2017.

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Section 2 - Purpose

(2) This Procedure outlines the processes involved in the performance planning and review process for all staff of the University.

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Section 3 - Scope

(3) This Procedure applies to all staff, except casual staff engaged in employment at the University for less than 12 months.

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Section 4 - Policy

(4) This Procedure is pursuant to the Performance Management policy.

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Section 5 - Procedure

(5) Staff will participate in the University's Performance Planning and Review (PPR) process as specified in the Deakin University Enterprise Agreement 2017 (EA) and on the Performance Planning and Review website. PPR training is available to staff as part of the HRD Staff Development Program.

(6) Managers, supervisors, or team leaders, as appropriate, will conduct the PPR process with all staff they manage. They must provide staff adequate notice of PPR meetings, hold the meetings in person, and attend PPR training as appropriate, approximately every three years. Where a manager has responsibility for more than 10 staff, they may nominate another senior staff member to conduct the PPR process with some staff.

(7) PPR reviewers will ensure that staff on probation have their probation goals assessed as part of the PPR process, in accordance with the Probation (Academic Staff) procedure or the Probation (Professional Staff) procedure.

(8) PPR objectives and standards will be agreed between the supervisor and the staff member in writing, annually. The staff member will not unreasonably withhold their agreement.

(9) Staff must declare on their PPR form any conflicts of interest, including any outside work they wish to perform.

(10) Staff are required to satisfactorily meet the requirements of their position description and individual performance objectives and standards, as per clause 61.3 of the EA.

(11) If there is disagreement regarding the performance of a staff member, and the staff member declines to sign their PPR form, the staff member may seek further assessment by the manager of their reviewer, or by the Executive Director, Human Resources. The decision of the manager of the reviewer or the Executive Director, Human Resources is final.

(12) Where a staff member has serious and/or persistent unsatisfactory performance, they may be subject to the disciplinary process in clause 65 of the EA at any stage of the PPR process (as per clause 61.5 of the EA).

(13) Heads of Organisational Units will recognise and reward staff whose performance is of a consistently high standard as specified in the Reward and Recognition policy.

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Section 6 - Definitions

(14) There are no definitions arising under this Procedure.