Career Development

Performance and Career Development Process

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.

From early 2017 the new electronic ePerformance system should be live, and will be used for the 2017 PACD round.  This website will soon be updated with all the information you need to use the new online system.

To support you to achieve your personal and professional career goals that align with the UTAS vision the University has in place a Performance and Career Development process. Through this process you will have regular performance and career conversations with your line manager to develop a longer term career plan backed up with annual plans that support achievement of  longer term aspirations. The process requires an active partnership between you and your line manager.

Performance and Career Development Conversation

Planning your Career

There are limits to the time and finances available to invest in your development, so it makes sense to choose development activities that give you the highest return on your investment.

Professional Staff

Academic Staff

For Academic staff who have undertaken a Career Conversation and prepared a 3 year Personal Action Plan

  • Performance and Career Development Annual Review and Action Plan for Academic Staff (PDF 52KB) (Word 39KB)