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The manager dashboard will populate with data as you and your staff complete Performance and Development. The landing page will provide a high-level overview of your team’s goals, performance reviews and probationary reviews.
Clicking on the hyperlinks will allow you to drill down to more specific data, the data can help you track progress and support you to have structured development conversations with your team.
This guide is for use by the Selection Committee to guide their tasks during the recruitment process.
The Selection Committee will have visibility over candidates during all stages of the recruitment process. Visibility is particularly important during the Review and Screen stages as this is when the Selection Committee will identify candidates for interview.
Once you have had an Annual Performance Review discussion and your staff member has submitted their Annual Performance Review, you will need to review it in Workday. You can ask up to two other managers to review the plan and you can add your own comments in the comment boxes provided. You can approve the plan or send back to staff to input additional information.
A manager should not make changes to their staff members’ Annual Performance Review. If changes are required, send it back to them to make the amendments. If substantial changes are required, we recommend a further discussion too.
For a video demonstration of this process, please refer to the video at the end of this help article.
Your Mid-Year Review will be ready for you to complete in Workday on 1st June each cycle year. Your mid-year review conversation with your manager should inform the completion of your review.
The goals from Goal Setting and Career will appear in your Mid-Year Review.
Please note: Staff members returning from extended leave or who have recently completed probation and do not have a Mid-Year Review should follow the process outlined in the How to add Individual Goals (Casual Staff, Post Probation, Returning from leave) help article.
For a video demonstration of this process, please refer to the video at the end of this help article.
This help article provides guidance on how to view detailed information for a casual’s employment and work allocations.
This knowledge article will help you understand the process of applying for the PSDF.
This Goal and Career Development Plan is used to capture the outcomes of a performance and development conversation. When a staff member submits their Goal and Career Development Plan, you, as a manager, will be notified. Use this process to review and approve the Plan or return the Plan to the staff member to make any changes.
You can add comments to the Career Development Plan and seek input and feedback from two additional managers. Your staff member may be on secondment, as the substantive manager you will receive their Goal and Career Development Plan to approve and submit. Their current manager can contribute to the plan using the ‘additional manager’ function. Use the ‘additional manager’ function to get input if your staff will be working on a project or works closely with other teams.
We recommend having a conversation with the additional manager(s) so they know to expect the notification.
Managers must not edit a staff member’s goal without a discussion with them first. If you require a staff member to change their goal, then use the ‘send back’ feature.
This goals template should be used to support a performance development conversation at a mutually agreeable time.
If you have staff who finished Probation or came back from a long period of leave after the Goal and Career Development Plan was released, they will not have a plan appear in Workday. Staff members can set Individual Goals by following the steps in the How to create and edit Individual Goals (Casual Staff, Post-Probation, Returning from Leave) help article. These goals will appear in their Mid-Year Review.
Use this process to navigate the completion of your Goal and Career Development plan in Workday.
As a professional continuing or fixed term staff member you are required to complete and submit your goal(s) each year.
We encourage you to discuss your development goals for the coming year with your manager and use Workday to capture the details of this conversation.
You can start to capture your 5-7 (recommended) goals and your career development plan in Workday prior to the discussion with your manager. You can also update the information during or after this.
The Performance Planning and Development Process:
The University Performance Planning and Development (PP&D) process provides the opportunity for supervisors and staff to align on objectives, ensure the right support is in place for achievement, and to have regular conversations to learn, recognise success and support career development.
The University encourages regular and ongoing discussions between supervisors and staff, offering feedback and support.
Please note: Staff members returning from extended leave or who have recently completed probation and do not have a Goal and Career Development Plan should follow the process outlined in How to add Individual Goals (Casual Staff, Post Probation, Returning from leave) help article.
The below process is used for adding:
The OTA Allocator role is responsible for:
Note: Allocator role responsibilities may differ slightly based on your local area requirements