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Performance Development Online (PDO) Information Session 2009. Introduction. University academic and campus plans. Individual performance development plans. Principles of the Performance Development Process (PDP).
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Development Online (PDO)
performance development plansPrinciples of the Performance Development Process (PDP)
The best people through a commitment to career goals and professional development
Individual goals and plans aligned with that of the faculty and the University and transparent documentation
Effective working relationships between supervisors and academic staff based on constructive feedback
Today is about giving you some high level signposts to help you start using the performance development online system (PDO). We will talk about . . .
What What is the PDO system and how it links into the Performance Development Process (PDP)
Who Who will use the online system
When When will you need to access the PDO system
Where Where can you find the key elements of the PDO system
How How to access the system, and some quick guides to help you get going
By end August
By end JulyPerformance Development Process (PDP): Academic Staff
The online system (PDO) is used as the main repository and management system to support the PDP
MY Career Development
Individual PDP plans are aligned to support the plans and overall strategic direction of the University
3 Year Career Aspirations
3 Year Goals
(Research, Education, Service)
3 Year Strategies
Annual Achievement indicators
End of year review
end of year
See quick reference guide Steps 1 & 2 on website
The main tabs of the online system reflect the headings of the performance development form:
Staff member information
3-year goals, strategies & annual achievement indicators
Let’s have a look at the PDO system . . .
Overview tab – Portfolio attachments
Career Aspirations tab
Copy and Paste data from Existing plan
This is the
section of the system where you will spend most of your time.
You can add a goal with the Add Goal button
Go to: http://www.adm.monash.edu.au/human-resources/performance-development/ for:
For general support or generic enquiries call HR on 99020400
Questions and answers?
What else might be helpful to you?
I am a research-only staff member. Do I have to complete a performance development plan?
All continuing and fixed term academic staff must complete an annual performance development plan. As a research-only staff member, your plan can contain research and service goals only. A minimum of two goals must be included in the performance plan.
I am on a one-year fixed-term contract. Do I need to complete a performance development plan?
All continuing and fixed-term academic staff must complete an annual performance development plan. As a fixed-term staff member, your plan should include goals commensurate to the requirements of your employment contract. A minimum of two goals must be included in the performance plan.
How can the new Performance Development Online (PDO) system be used to monitor the probation process?
Academic staff on probation must have a mid-cycle review meeting with their performance development supervisor. A record of the mid-cycle review meeting must be kept in the relevant sections of the performance development online (PDO) system. Supervisors can identify if a staff member is on probation by checking staff details recorded in the Overview tab of the PDO system.
How is the new performance development process for academic staff aligned to the promotion and probation processes?
The new performance development process is based on 3 year performance and career goals, strategies and annual achievement indicators for each of the three key areas of academic activity, namely research, education and service. The evidence of achievement recorded by staff in these three areas can be used to support a case for promotion. The mandatory mid-cycle review for probationary staff ensures a timely review of the new staff member’s progress.
When does the performance planning cycle take effect?
The annual performance development review and planning process commences in September/October each year, however it may start as late as February/March depending on the operational timelines and planning cycle of the relevant faculty, campus, portfolio or research centre.
What if I have a number of supervisors?
You will need to identify your primary supervisor, who will then consult with your secondary supervisor(s) prior to providing any feedback or review. For example your primary supervisor could be a line manager and a secondary supervisor may be a discipline supervisor. Where there is any question, you should talk to your head of school or department for guidance on who would be the most appropriate supervisor.