Review of the Performance and Career Development (PACD) process and implementation of the ePerformance module in the MyHR system
We are committed to supporting our staff to achieve in their career and professional development - we can only ever be as good as the people who choose to work with us.
Why are we reviewing our approach to PACD?
To ensure we have an improved process that provides a structure to align performance expectations with the University’s strategic direction.
The guiding principles include:
- Development of the PACD process as a supporting pillar to build management and leadership capability;
- Develop a more focused process that brings together existing performance standards (such as The UTAS academic), workload allocation, leave management and career development into the one discussion;
- Greater transparency around staff performance to ensure our higher performers are acknowledged and recognised and where gaps are evident we provide support to address them;
- Simplify and streamline the logistical elements of the discussion to focus on the key aspects of the conversation - giving/receiving feedback that helps your performance and career development.
For more information, including detail on the proposed changes and introduction of the online system ePerformance click here.
What does this mean for you as you finalise your 2016 PACD discussions?
The review of your 2016 PACD plan should be completed on the current paper-based template.