Performance Development Planning

The work you do is essential for the University to achieve our organisational plans and priorities as well as your individual performance goals. The performance development process supports us to build a high-performance culture.

Your Performance Development Plan is designed to show how your contribution, personal development and career development aligns with the organisations plans and priorities. It also identifies your contribution and supports your career development and progression.

Watch our Performance Development Planning Webinar to learn more.

This year we have introduced a new Performance Development Planning Procedure and Performance Development Plan for both Academics and Professional staff. For information on how to complete your Performance Development Plan please access the Performance Development Planning Guides below.

All employee Performance Development Plans (PDPs) are due by the end of February 2024.

Performance Planning Cycle

Performance Planning Cycle

The desired timeframe to begin Performance Development Planning is between November to February, as seen in the diagram. This allows ample time to successfully plan key priorities and goals aligning with the University’s Strategic Plan and set a clear plan of action for the new year.

Download Planning Cycle

Performance Development Planning Yearly Process

There are three conversations that should occur throughout the year:

1

Develop PDP

1. Manager and Employee create PDP Plan

2. Employee uploads PDP Plan on PeopleSoft (Our People Hub)

2

Mid-year

1. Manager and Employee meet for Mid-year Review

3

End-of-year review

1. Manager and Employee meet for End of Year Review

2. Manager records rating in PeopleSoft (Our People Hub)

3. Employee acknowledges rating and finalises process

Frequently Asked Questions

When should I start my PDP?

After completing your End of Year Review, you and your manager can begin to discuss the following year’s Performance Development goals. Your PDP review discussions can begin from November, and your next Performance Development Plan should be completed by no later than February of the following year.

I have a technical issue or my PDP document is not uploading in eperformance (PeopleSoft)

If you are experiencing technical issues or an error message please log a ticket with IT via the IT Service Portal.

How and where do I upload my PDP documents?

A ePerformance link will be sent to you via email, once received you can click on the link and you will be directed to the Performance section of PeopleSoft (Our PeopleHub). Alternatively, you can log into Employee Self Service on Our PeopleHub and click on the Performance tile to access your ePerformance link. Please refer to the relevant Performance Development Guide for steps to the PDP upload process.

I didn’t receive an ePerformance link, what should I do?

If you did not receive an ePerformance link please email p&c@nd.edu.au and a link will be generated for you. Alternatively, you can follow the Performance Development Guide steps to access PeopleSoft and self-direct to the performance screen where you can upload your PDP document.

How many Strategic Priorities should I have in my Performance Plan?

The purpose of identifying your strategic priorities is to align your work with your department’s Operational Plan and the University’s Strategic Plan to give focus to the areas you as an individual will directly support or drive.

It is recommended that you have no more than three (3) or five (5) Strategic priorities. Strategic Priorities are just as they suggest - priorities, therefore any more than five (5) would reduce their achievability and success.

Can I have more than 2 Guiding Principles that I want to develop?

There is a minimum of two (2) guiding principles you should choose to focus on and develop. You are welcome to choose more if you’d like to develop more than two (2).

How many Performance Goals should I have?

You can have as many goals as you need to support a strategic priority. Like the example found in the relevant Performance Development Guide you might find you have 1 goal that breaks down into smaller sub-goals and so on.

What is a measure of success?

A measure of success can be quantitative or qualitative and should be accompanied by a timeframe. This can be as simple as setting a specific date for your achievement or reaching a desired target i.e. percentage increase.

Contact

For more information, please contact organisational.development@nd.edu.au