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.

This year we have introduced a new Performance Development Planning Procedure and Performance Development Plan for both Academics and Professional staff. For more information please contact Organisational Development Team at organisational.development@nd.edu.au.

Resources and guides

Frequently Asked Questions

  • What is a Professional/Performance Development Plan (PDP)?

    A PDP is a structured document that outlines your professional goals, development activities, and performance expectations for a set period. It helps align individual career growth with the strategic priorities of UNDA while ensuring continuous professional improvement.

  • How do I align my PDP with the strategic plan if my school/faculty/division does not have an Implementation or Operational Plan?

    If your area does not have a specific Implementation or Operational Plan:

    • Refer to the University’s Strategic Plan and identify broad themes that are relevant to your role.
    • Align your goals with key institutional priorities, such as research excellence, teaching quality, student engagement, or operational efficiency.
    • Discuss with your supervisor or leadership team to understand informal priorities that may guide your planning.
    • Focus on areas of professional development that contribute to the overall success of your team or department.

  • How do I ensure my goals are SMART goals?

    SMART goals are Specific, Measurable, Achievable, Relevant, and Time-bound. Here’s how you can write them effectively:

    • Specific: Clearly define what you want to achieve (e.g., "Improve my leadership skills by attending a coaching program").
    • Measurable: Identify how progress or success will be tracked (e.g., "Complete a coaching certification and apply techniques in mentoring sessions").
    • Achievable: Ensure the goal is realistic given your current role and resources (e.g., "Attend one coaching course per semester").
    • Relevant: Align with personal career growth and organisational priorities (e.g., "Develop leadership capabilities to support succession planning").
    • Time-bound: Set a clear deadline (e.g., "Complete the program by December 2025").

  • How do I write success measures for my PDP?

    Success measures indicate how you will determine whether you have achieved your goal. Consider the following approaches:

    • Quantitative measures: Data-driven indicators (e.g., "Deliver three workshops with at least 80% positive feedback").
    • Qualitative measures: Descriptive assessments (e.g., "Demonstrated improvement in team leadership as noted in performance reviews").
    • Milestones: Specific checkpoints or progress markers (e.g., "Complete two professional development courses by mid-year").
    • Feedback and reflection: Evaluations from peers, supervisors, or self-assessments (e.g., "Apply new skills in project management and receive constructive feedback from my manager").

  • What if my role does not have a direct link to the university’s strategic priorities?

    Even if your role is not explicitly mentioned in strategic documents, you can still align your PDP by:

    • Identifying how your work supports broader institutional goals as an Enabler (e.g., enhancing student experience, improving administrative efficiency, or fostering a positive workplace culture).
    • Focusing on skills and competencies that contribute to your effectiveness and career growth.
    • Seeking input from your supervisor on how your role fits into the bigger picture.

  • How do I balance Current role versus Future role when filling out the Development Section?

    • Current Role: Relates to your current job responsibilities and expectations.
    • Future Role: Focuses on skill-building, career progression, and personal growth.
    • Ensure a balance by setting goals that improve your effectiveness in your current role while also preparing you for future opportunities.

  • Where do I load my PDP?

    As we do not currently have access to PeopleSoft, we have created a new system this year where your PDP can be uploaded to a SharePoint site- please reach out to organisational.development@nd.edu.au to discuss.

  • Can I update my PDP throughout the year?

    Yes, PDPs should be dynamic documents that evolve based on progress, feedback, and changing priorities. Regularly review and adjust your goals and success measures as needed. The new process where PDPs are loaded into a SharePoint site, allows Managers to be able to access PDPs multiple times a year.

  • Who should I consult when developing my PDP?

    • Your supervisor or manager to ensure alignment with team and UNDA priorities.
    • The Organisational Development team organisational.development@nd.edu.au for guidance on professional development opportunities.
    • Peers or mentors who can provide insights and recommendations for career growth.

  • What are common mistakes to avoid when writing a PDP?

    • Setting vague or unrealistic goals.
    • Failing to define clear success measures.
    • Not aligning goals with UNDA or personal career development priorities.
    • Treating the PDP as a one-time document instead of reviewing and updating it periodically.

Contact

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