Executive Communication pack for PDR Implementation

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Executive Communication pack for PDR
Implementation

• 2007 - 2008

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What is Performance Development Review?

• At age 50, Macquarie will be among the top eight
  research universities in Australia and among the
  top 200 in the world. MQ_at_50
• To achieve this goal, the plan called for
• increased research activity
• delivering the highest possible standard of
  teaching
• a new management structure
• new resource streams (such as fundraising)
• changes in the way we conduct our day-to-day
  operations.

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Performance Development Review Goals

• Create the ability to recognise and reward
  excellent individual contributions
• Facilitate the development of staff by
  identifying development needs with the process
• Individual performance objectives set in the
  context of their work area and the universitys
  organisational objectives and strategies for the
  coming year
• Create a transparent system where staff know
  clearly what is expected of them throughout the
  performance cycle not just at the end, so that
  staff know what they are working toward and there
  are no surprises at review time

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Background to Performance Development Review

• The new Enterprise Agreement (MQ EA 2007-2009)
  requires that performance and development reviews
  be conducted annually
• The performance development and review process
  provides a framework for identifying, evaluating
  and developing the performance of Academic and
  General Staff Members. Performance development
  and review is linked to the achievement of
  individual, work area and organisational goals.
• This will link to the planning cycle of the
  University.
• Pilots in ACES, Library, Human Resources
  Research Office/Higher Degree Research Office in
  2007

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At Macquarie, the PDR System will be an integral
part of the Performance Management Cycle
Individual Performance Plans Strategic Plans and
Exec Objectives Budgeting Operational
Plans Research and Teaching Plans Workload
Allocation Position Descriptions
Planning Performance
Rewarding Performance
Managing Performance
Reviewing Performance
Learning and Development Plans Ongoing Coaching
Annual PDR Probation Change in Role e.g.
Promotion
Counselling and Discipline
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Performance Development Review Approach

• Performance objectives reflect University
  strategy
• Developing a performance culture
• PD R documentation will be multi-purpose e.g.
  probationary reviews
• Academic portfolio will be integrated in to the
  PDR process. It provides consistent
  representation of achievements for a number of
  purposes e.g. probation, performance reviews,
  promotion, research grant input etc.

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Strategic Planning Performance Review
Framework
Output
Timeframe 2007
Strategic Plans Exec KPIs
End September
Research Teaching Plans
End October
Budget
End October
Division Departmental Plans
End October
Workload Model Allocation
End November
Ind. Performance Plans
Nov-Dec

• Portfolio has multiple applicationsContent to
  reflect operational plans
• Will include measures and targets

Portfolio of Achievement
LD Plan Pers and Prof
Reward development purposes
Nov-Dec 2008
Performance Review
January 2009
Remuneration
Increments bonuses relationship with market
loadings to be established
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Strategic Planning Process Example Only
Divisional/Departmental Level Example
Individual Performance Plans Depending on level
e.g. Deans, Director, Heads of Department may be
the same as the Divisional Strategic or
Departmental Operational Plan
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Roles Responsibilities

• Supervisor the person nominated by the
  university to whom the Staff Member is to report
  to with respect to work performance, duties and
  performance outcomes

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Training Communication

• All Supervisors will be provided with a series of
  workshops over the year to provide skills
  development in
• Discussing performance expectations
• Setting objectives performance measures
• Providing ongoing performance feedback
• Managing marginal performance
• Reviewing performance and achievement of
  objectives
• Coaching support will be provided

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Training Communication

• All staff will be have an opportunity to attend
  workshops on
• Developing performance objectives
• Preparing for your Performance Review
• Support materials will be available

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PDR resources

• MQ Strategic plans MQ_at_50, Research Plan,
  Learning Teaching Plan
• Division/Office Operational Plans
• Discipline Profiles/Job Descriptions
• PDR web site HR tools, forms, presentations,
  contact details
• Training workshops printed resources

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Proposed PDR Implementation Plan 2007 - 2008
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GOAL 1To increase the number of high quality
higher degree research (HDR) commencing
candidates and completionsGOAL 2 To ensure ICS
generates/attracts sufficient research income to
support a high level of research activityGOAL
3 To establish a pervasive research culture
within ICSGOAL 4Improve ICS research
productivity and impact
ICS Research Strategic Plan
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ICS Teaching and Learning Plan

• Goal 1
• To enhance the teaching culture within the
  Division
• Goal 2
• To make our offerings more attractive and
  relevant in order to increase the number and
  quality of students
• Goal 3
• To ensure that coursework students have the best
  possible learning environment

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ICS Support Plan

• Goal 1
• Through outreach, to grow student numbers at both
  undergraduate and postgraduate levels.
• Goal 2
• Through improved efficiency and effectiveness to
  reduce the overhead cost of administration.
• Goal 3
• Through outreach, to develop an engagement with
  Industry that enhances our curriculum and our
  research.

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NEXT STEPS

• HR Director to launch with all staff
• Executive communication forum with all staff in
  Division/Office
• Training modules for supervisors and managers
  specific to Division/Office
• Information sessions for all team members to
  attend and resources provided

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QUESTIONS?