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DeakinAchieve - Performance and Development Program procedure

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Section 1 - Preamble

(1) This Procedure is effective from 17 May 2019.

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Section 2 - Purpose

(2) This Procedure outlines the DeakinAchieve process for staff of the University.

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Section 3 - Scope

(3) This Procedure applies to all continuing and fixed-term staff. Managers of casual staff employed for more than 12 months may utilise the DeakinAchieve process for these casual staff.

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Section 4 - Policy

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

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Section 5 - Procedure

(5) Staff will participate in the University's DeakinAchieve process as specified in the Deakin University Enterprise Agreement 2017 (EA) and on the DeakinAchieve website.

(6) DeakinAchieve training is available to staff as part of the HRD Staff Development Program. New managers will undertake DeakinAchieve training within the first six months on their appointment. Current managers will undertake DeakinAchieve refresher training every three years.

(7) Managers will conduct the DeakinAchieve process with all their staff. They must provide staff adequate notice of DeakinAchieve meetings and hold the meetings in person. Where a manager has responsibility for more than 10 staff, they may nominate another senior staff member to conduct the DeakinAchieve process with some staff.

(8) DeakinAchieve managers will ensure that staff on probation have probation objectives documented and assessed as part of the DeakinAchieve process, in accordance with the Probation (Academic Staff) procedure or the Probation (Professional Staff) procedure.

(9) DeakinAchieve objectives and standards will be agreed between the manager and the staff member in writing, annually. The staff member will not unreasonably withhold their agreement.

(10) Staff must declare conflicts of interest in accordance with the Conflict of Interest procedure.  Any declared conflicts of interest must be documented in the DeakinAchieve Plan.

(11) Staff are required to satisfactorily meet the requirements of their position description and individual performance objectives and standards, in accordance with clause 61.3 of the EA.

(12) If there is disagreement regarding the performance of a staff member, and the staff member declines to acknowledge the DeakinAchieve review completed by their manager, the staff member may seek further assessment of their performance by the manager of their reviewer, or by the member of the Executive responsible for their area. Managers and members of the Executive may seek advice from their HR Partner as required. The decision of the manager of the reviewer or the member of the Executive is final.

(13) 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 DeakinAchieve process (in accordance with clause 61.5 of the EA).

(14) 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

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