7.5 Learning and Development Review Meeting

The objective of this meeting is to reinforce the need for the employee and the supervisor to meet formally at least once during the nominated period to review the individual's performance.  To enable employees to contribute work effort in a way that assists individual developmental needs, departmental needs and the University, there must be useful and timely feedback to employees.  The discussion may raise work-related issues. It is clearly expected that such issues will be discussed and worked through with the aim of achieving agreement.

7.5.1  Preparing for the Learning and Development Review Meeting

  • Prior to the Review Meeting, the employee should have completed an Activities Report and the preliminary self-assessments associated with the Learning and Development Review form and submitted them to their supervisor.  The failure to provide the meeting with an Activities Report reflects that neither party is taking an active interest in the appraisee's work and personal development.
  • The employee and the supervisor should discuss each attribute, goal and accountability and decide where on the continuum (ie "unsatisfactory", "competent", "excellent") each has been achieved during the year. 
  • In some instances persons outside the immediate work area may have a very good understanding of the appraisee's work.  In such cases their feedback may be sought.  Information collected by the supervisor from these third parties about an employee's performance must be confined to the agreed performance criteria.
  • If the employee and/or supervisor considers the work of the employee has been below the expected level, both parties should clarify and record respective perceptions of the performance and its causes.
  • Where a supervisor records that the overall assessment for an employee is less than "competent", this must be drawn to the attention of the relevant Category Delegate, which in most cases, is the supervisor's supervisor, and as soon as possible.  The supervisor must contact Human Resources for further advice and assistance, as the BUILD Program does not include procedures for managing poor performance.
  • It is possible as an outcome of the review, that an employee's performance meets or exceeds expectations on an overall basis but does not meet expectations on a particular attribute or attributes.  In such cases, it is mandatory for the employee's Future Activities Plan to outline an agreed process by which perceived development needs will be addressed.
  • The employee should be given the opportunity to discuss achievements, concerns and problems, including support and feedback in relation to performance and career development.

Ongoing informal discussions between the supervisor and employee, and the provision for feedback about performance is expected throughout the nominated period of review.  Neither interest is met where communication between supervisor and employee is limited to a yearly routine.  Such workplace arrangements reflect little interest in true development of the individual and are out of step with mainstream USQ work practices.

7.5.2 Signing off the Review Process

  • The Learning and Development Review document should be signed by the employee and supervisor and where applicable forwarded to the relevant Category Delegate for comments and recommendations.
  • A copy of the document will be provided to the employee and the original forwarded to Human Resources for administration purposes.
  • Feedback from the supervisor or other suitable and relevant party may lead to changes in the previously identified Future Activities Plan.  In such instances the plan must be revised or replaced and the changes recorded and signed by the employee and supervisor.