PerformanceDevelopment Online (PDO)Information Session

2009

2

Introduction

3

The best people through a commitment to career goals and professional development

Individual goals and plans aligned with that of the faculty and the University and transparent documentation

Principles of the Performance Development Process (PDP)

Individual performance development plans

University academic and campus plans

Effective working relationships between supervisors and academic staff based on constructive feedback

Growth

Feedback

Accountability

4

Today is about . . .Today is about giving you some high level signposts to help you start using the performance development online system (PDO). We will talk about . . .

What What is the PDO system and how it links into the Performance Development Process (PDP)

Who Who will use the online system

When When will you need to access the PDO system

Where Where can you find the key elements of the PDO system

How How to access the system, and some quick guides to help you get going

5

By end February

By end August

By end July

The online system (PDO) is used as the main repository and management system to support the PDP

Performance Development Process (PDP): Academic Staff

Ongoingadditions

6

Individual PDP plans are aligned to support the plans and overall strategic direction of the University

My Plan

MY Career Development

Research Education Service

University, academic

and campus plans

3 Year Career Aspirations

3 Year Goals(Research, Education, Service)

3 Year Strategies

Annual Achievement indicators

• Your plan is a combination of your own career goals, and goals in the three key categories of Research, Education, and Service.

7

Who will use the online system (PDO). . .Staff

• End of Year - record and submit a self-review of performance and achievements against goals for discussion with Supervisor

• Acknowledge final plan and submit

• Prepare and submit plan for discussion with Supervisor

• Post evidence of achievements on ongoing basis

• Mid-cycle - record and submit a self-review of progress against goals for discussion with Supervisor

Supervisor

• End of Year – review and add comments against achievement of goals and yearly performance for discussion with Staff Member

• Submit to Unit Head for comments

• Review the final plan and submit for Staff Member acknowledgement

• Access and review the submitted plan

• Approve and submit the agreed plan

• Mid-cycle - provide feedback and submit comments on progress against goals

Unit Head

• End of Year - review and provide end of year feedback

• Submit plan

8

Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9

Plan Mid-cycle feedback End of year review

Staff memberprepares

performancedevelopment

plan

Supervisorreviews

performancedevelopment

plan

Staff membercompletesmid-cycleself review

Supervisorprovidesmid-cyclefeedback

Staff membercompletes end of yearself review

Supervisorreviewsannual

performance

Unit headadds

comments

Supervisor views

final plan

Staff memberacknowledges

reviewcompletion

• Prepare plan

• Submit plan

• Arrange meeting with supervisor

• Review plan

• Meet with staff member

• Submit plan

• Review progress against agreed goals

• Provide comments

• Discuss with supervisor

• Step is compulsory forprobationary staff

• Submit plan

• Provide feedback against agreed goals

• Document progress

• Step is compulsoryforprobationarystaff

• Submit plan

• Add comments against individual goals

• Summarise yearly performance

• Submit plan

• Arrange meeting with supervisor

• Add comments against individual goals

• Summarise overall yearly performance

• Meet with staff member

• Submit plan

• Review staff and supervisor comments

• Provide end of year feedback

• Submit plan

• Review finalplan andcomments

• Submit plan for staff member’s acknowledgement

• Acknowledge plan

• Submit plan

To Do To Do To Do

Performance development process

See quick reference guide Steps 1 & 2 on website

9

Career aspirations

3-year goals, strategies & annual

achievement indicators

Annual achievements

Staff member information

The main tabs of the online system reflect the headings of the performance development form:

• Overview (staff information)

• Career Aspirations• 3 Year Goals• Leadership• Workload Allocation

10

Benefits of the PDO system . . .• Web-based so easy access off-campus• Single sign on through Monash portal• Access to previous performance development plans and reviews• Attach evidence of achievements (portfolio attachments)• Saves notes and comments• Auto-populates SAP and ROPES info as well as the career aspirations,

goals & strategies from previous years’ plans• Autosave prompts• Links to many tools (e.g. sample plans, checklists, policies) • Print reports • Outlines the tasks in the process and maintains a ‘To Do’ list for you• Submits and requests feedback to the next person in the process

Let’s have a look at the PDO system . . .

11

Access via Monash portal . . .

12

Click on Academic Performance Development Online

14

Click to enter the plan

15

Main tabs

16

The Overview page has three important functions:• Illustrates what step you are up to• Scroll down to see your employee information from SAP• Scroll down to attach portfolio documents

Overview tab

17

Overview tab – Employee info

18

Documents can be added and viewed or deleted

Overview tab – Portfolio attachments

19

Completing the plan

Copy and Paste data from Existing plan

Career Aspirations tab

20

This is the

• goals, • strategies• achievement indicators

section of the system where you will spend most of your time.

You can add a goal with the Add Goal button

3 Year Goals tab

21

3 Year Goals - sub-categories

22

Workload Allocation tab

23

Submit

24

For more informationGo to:

http://www.adm.monash.edu.au/human-resources/performance-development/ for:

– Quick reference cards– Browser help– PDO manuals– Links to other training– PDO support contacts– Online training (available December)

For general support or generic enquiries call HR on 99020400

25

How can we help you further?Questions and answers?

What else might be helpful to you?

26

FAQs 1

I am a research-only staff member. Do I have to complete a performance development plan?

All continuing and fixed term academic staff must complete an annual performance development plan. As a research-only staff member, your plan can contain research and service goals only. A minimum of two goals must be included in the performance plan.

I am on a one-year fixed-term contract. Do I need to complete a performance development plan?

All continuing and fixed-term academic staff must complete an annual performance development plan. As a fixed-term staff member, your plan should include goals commensurate to the requirements of your employment contract. A minimum of two goals must be included in the performance plan.

27

FAQs 2How can the new Performance Development Online (PDO) system be used to

monitor the probation process?

Academic staff on probation must have a mid-cycle review meeting with their performance development supervisor. A record of the mid-cycle review meeting must be kept in the relevant sections of the performance development online (PDO) system. Supervisors can identify if a staff member is on probation by checking staff details recorded in the Overview tab of the PDO system.

How is the new performance development process for academic staff aligned to the promotion and probation processes?  

The new performance development process is based on 3 year performance and career goals, strategies and annual achievement indicators for each of the three key areas of academic activity, namely research, education and service. The evidence of achievement recorded by staff in these three areas can be used to support a case for promotion. The mandatory mid-cycle review for probationary staff ensures a timely review of the new staff member’s progress.

28

FAQs 3

When does the performance planning cycle take effect?  

The annual performance development review and planning process commences in September/October each year, however it may start as late as February/March depending on the operational timelines and planning cycle of the relevant faculty, campus, portfolio or research centre.  

What if I have a number of supervisors?  

You will need to identify your primary supervisor, who will then consult with your secondary supervisor(s) prior to providing any feedback or review. For example your primary supervisor could be a line manager and a secondary supervisor may be a discipline supervisor. Where there is any question, you should talk to your head of school or department for guidance on who would be the most appropriate supervisor.