Career progress and appraisal for general staff
The University's policies supporting career progress and appraisal of general staff are closely aligned to its Mission Statement, which highlights organisational efficiency and effectiveness, achieved and maintained by appropriately skilled, experienced and motivated staff.
The general staff appraisal program, known as the Recognition and Development Program, gives supervisors the means for reviewing past performance and enhancing future performance. Supervisors can recognise staff for accomplishments and overall contribution to the University. In addition, development and training opportunities can be provided to assist staff in reaching their potential. The program gives individuals an opportunity to plan for their own personal success and job satisfaction by identifying development needs.
Incremental progression for general staff occurs on the anniversary of appointment to the particular position, provided performance is not rated as unsatisfactory. The supervisor recommends the salary increment as part of the recognition and development appraisal process.
The University's Staff Development Policy reflects the high value the University places on its staff. It aims to assist the development of each individual, thereby enhancing the University's performance. The University's Staff Development Program complements the Recognition and Development Program by providing a range of activities supporting the development and enhancement of staff performance.
Career progress may be enhanced through: formal study; attendance or presentations at formal conferences; visits to related institutions; secondment to other positions or organisations; and mentor programs. In particular, the Preparation for General Staff Managers Program provides an opportunity for staff to self-nominate or be nominated by supervisors so that they can undertake additional training and experience. The training is targeted at the provision of leadership and management skills and abilities. Staff in the program will be offered secondments and other on-the-job experiences to prepare them to take on more senior responsibilities. The program is co-ordinated by the University Staff Planning Committee (USPC).
Staff may achieve higher classification levels through: application and selection for vacant positions; designation to higher duties and payment of a higher duties allowance; or reclassification of a position where it is determined that the duties of a position have substantially changed and warrant a higher classification level.
Guidelines:
Policies:
Forms:
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FAQs on the Recognition and Development ProgramWhat date goes in the "beginning date of review period" section of the form? The beginning date would normally be a year before the date of the annual review appraisal interview (which is... |
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FAQs on outstanding performanceWhat is considered outstanding performance? Performance will be assessed as outstanding when: There is evidence of sustained exceptional performance over the whole year, not just in relat... |
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FAQs on increments and double incrementsWhen a staff member is on the third increment and is rated as "Outstanding", what happens? He or she is granted a performance allowance. Can a performance allowance be awarded to a person who is no... |
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FAQs on "not doing the review"If the staff member doesn't want an annual review, is it mandatory? University policy is that annual reviews will be conducted for all staff* to ensure that their supervisors: acknowledge their ach... |
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Preparation for General Staff ManagersThe University, for some time, has become aware of the increasing demands that have been placed on staff who are asked to take on managerial roles. The roles of School Manager or a Faculty Executive Officer or a manager in one of the cen... |
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University of Queensland Secretaries' and Office Professionals' AssociationInformation about the UQ Secretaries' and Office Professionals' Association |
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Career streamsCareer streams for general staff are organised within job families, using a hierarchical position titling scheme. An employee appointed to any particular career stream is not constrained from moving to other job families where their skills may be utili... |
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