Performance and Review Policy

Document type: Rule/Policy/Plan/Guidelines/Operating Procedures
Administering entity: Provost
Date approved: 02 Apr 09
Latest amendment date: 11 June 09
Approved by: (Academic Board / Principal)
Indicative time for review: Annual
Responsibility for review: Principal

1 Purpose

The TOP Education Group Pty Ltd recognise the strategic importance of maintaining a high quality human resource and facilitates professional development support in association with the Staff Recruitment and Review Policy. This policy forms part of the overall strategic staff development plan and is additional to statutory training in EEO, OHS and information systems and equipment upgrades.

2 Scope
All Institute full-time and casual/part-time staff.

3 Definitions

4 Responsibilities

4.1 The Institute recognises that responsibility for performance and development lies with an
individual employee and their supervisor.

4.1.1 The individual employee’s responsibilities are to:
(i) develop training and development goals that meets the institute’s and individuals needs in consultation with their supervisor;
(ii) assist with workplace training and development activities which may involve coaching others through on the job training.

4.1.2 The Directors of Programs and supervisors are responsible for:
(i) discussing development needs with individual employees;
(ii) influencing performance with coaching, mentoring and support;
(iii) providing feedback on performance and potential for career development;
(iv) identify training and development needs through the performance review and
development process.

5 Procedures

5.1 Types of Staff Development

5.1.1 Teaching, Learning and Research. Professional Development for Academic Staff will be provided in this area through the following:
(i) monthly academic meetings where updates to course units will be discussed with feedback from academic staff; all sessional staff will be paid to attend these meetings;
(ii) supporting further study opportunities of academic staff in higher qualifications such as PhD studies; support will be provided through study leave and financial assistance;
(iii) providing senior academics with opportunities for information exchange with visiting academics from world class institute’s linked to TOP Education, such as Tsinghua University and Fudan University in China;
(iv) encouraging and rewarding academic research;
(v) supporting academic staff to participate in external professional conferences and events.

5.1.2 Managerial and Administrative Leadership This type of professional development seeks
to improve supervision, resources management, administrative skills and leadership potential and includes sponsored attendance at executive training sessions in leadership and teaching and learning in higher education.

5.2 Planning for Staff Development

Staff Development planning is a consultative process between staff and their supervisors. Training and development needs are normally identified through the annual performance review process. The annual Performance Review will include the completion of a Professional Development Plan. The Academic Board will also recommend professional development opportunities for Academic Staff.

5.3 Record Keeping

The Administration, HR & Finance Manager and Director of Business Programs have responsibility for maintaining records of staff development activities.

5.4 Review

The operation of this policy will be reviewed across the Institute every 3 years by the Institute Council. It will be reviewed in conjunction with the staff recruitment and review policy.