6. The BUILD Cycle

  • The first step is for the individual employee and supervisor to discuss and agree on performance objectives for the review period, normally twelve months, which align individual performance objectives with the desired objectives of the Section/Faculty/Division and University. This activity is intended to give employees and the employer confidence that work endeavour and organisational effort are directed towards similar ends.  The Future Activities Plan is used for this purpose.
  • The employee and supervisor both have a responsibility to monitor progress in meeting objectives.  Some revision of these objectives may be necessary.  This monitoring requires from both parties vigilance and regular communication, formal and informal, and some coaching and guiding by the supervisor is expected as part of the supervisory role.  The Activities Report is used for this purpose.  This interim review can be done more than once per year, at the request of either party.
  • Towards the end of the review period employee and supervisor separately prepare for the Learning and Development Review, deciding in advance on any points to raise and noting these.  The employee and supervisor discuss work performance during the review meeting.  This review is based on reliable performance indicators, developed for the position being reviewed.  Once agreement is reached on the employee's performance the cycle is repeated with the setting of new objectives, action plans etc It is expected that developmental and training needs will also be identified and discussed here, if not earlier through the interim Activities Report.
  • The cycle of goal-setting, checking progress towards these goals and reviewing performance at the end of the review period is mandated also for probationary employees.  However, requirements for probationers regarding their involvement with reviews of supervisors and review of team performance are less stringent.  Further details about probationary employees and forms usage can be found in Section 7.
  • Where the supervisor is about to have their own performance reviewed by their supervisor, the supervisor's supervisor will arrange for the supervisor's subordinates to complete the appropriate form.  At this time the employee is required to complete a review of their supervisor, against criteria which are set out in the Annual Review of Supervisor Performance form.  This review form must be sent direct to the supervisor's supervisor to form part of the supervisor's own review.
  • Where appropriate and useful, there is provision for persons operating in teams to carry out a review of their team's performance.  The intention is to look at ways to improve team functioning.  The Annual Review of Team Performance is used for this purpose.
  • Further detail on forms and their use can be found in Section 7.