Performance Management - Managerial Policy

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Performance Management - Managerial Policy


Approval authority
Vice-Chancellor and President
Responsible officer
Chief Operating Officer
Designated officer
Director, Human Resources
First approved
6 December 2005
Last amended
16 December 2015
Review date
14 December 2015
Related documents
Performance Planning and Review (PPR) - Managerial Policy
Probation - Managerial Policy
Staff Code of Conduct - Governing Policy
Staff Development - Managerial Policy
1. Purpose of the policy

This policy aims to affirm the University’s commitment to excellence by creating a positive and stimulating environment in which staff are able to: operate effectively, achieve success and satisfaction in their work, and contribute to the achievement of the University’s vision and strategic priorities.

The University provides a comprehensive and transparent performance management framework to support effective performance and encourage excellence while dealing fairly with underperformance, unsatisfactory performance and misconduct.

2. Application of policy

This policy applies to all staff employed by the University.

3. Policy

3.1 Performance comprises two components:

  • a staff member’s capacity to fulfill the requirements of the position, and
  • a staff member’s conduct while undertaking the requirements of the position

3.2 To operate effectively in any position, a staff member must:

  • have the required knowledge, skills, abilities, experience and qualifications, and
  • be prepared to behave in an appropriate manner, to follow instructions, not intentionally harm the business of the University, use skill and care while working and behave in accordance with the University’s Code of Conduct

3.3 The performance management framework comprises several key elements including: probation, performance planning and review, staff development, recognising and rewarding exceptional performance, dealing with unsatisfactory performance and serious misconduct, and managing ill-health.

3.4 The performance management framework aims to:

  • optimise the performance of individual staff and the University
  • align the work of individual staff with the strategic priorities of the University and the work area, and
  • manage underperformance and unsatisfactory performance, misconduct and serious misconduct, and ill-health fairly and effectively

3.5 The University is committed to supporting supervisors in the effective management of their staff and to foster a positive environment that is conducive to high levels of performance and engagement.


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