Frequently asked questions

I have issues with the BUILD process - where can I go for help?

First contact your supervisor.  If you require further details or have other questions about BUILD, please direct your enquiry to Janelle Martin by emailing build@usq.edu.au.

How do I know which forms to use?

The Performance Management and Development Review Form (Form C) is required to be completed by the end of February each year.  There are separate forms for academic and professional employees.  The following provides a guide to form completion.

*These files are in Portable Document Format (PDF) which require the use of Adobe Acrobat Reader. A free copy of Acrobat Reader may be obtained from Adobe. Users who are unable to access information in PDF format should contact Trudi Davidson, telephone +61 7 4631 2981 to obtain this information in an alternative format.

What happens to the forms at the conclusion of the review?

For Probationary Appointments, all forms are to be retained by the Faculty/Section until the conclusion of the probationary process when all forms are to be forwarded to Human Resources.

For all other appointments, the Performance Management and Development Review (Form C) only is to be forwarded to Human Resources.

What are my responsibilities regarding BUILD?

Employees are primarily responsible for:

  • continuous self-review aimed at the achievement of a high level performance and continuous personal and professional development;
  • demonstrating and evaluating the quality of their performance;
  • highlighting work achievements in the last 12 months;
  • identifying and resolving problems or concerns encountered during the year which might have interfered with their agreed Goal Setting Plan;
  • clarifying and pursuing their own learning and development needs;
  • acting on constructive feedback

Where can I find assistance in learning how to rate myself against each of the generic attributes listed in the Performance Management and Development Review?

Examples of what could typically be considered as unsatisfactory, competent and excellent for each of the generic attributes can be found in the Guide to Performance Ratings section of the User's Guide.

What happens when my supervisor does not agree with my ratings?

The Performance Management and Development Review form provides for separate employee and supervisor ratings for each attribute.   Employees are to provide evidence in support of their ratings and discuss these achievements with their supervisor.  In cases where an employee and supervisor disagree over their allocated ratings and where the variance is minimal, no further action is required.  In cases where the disagreement is significant and in particular if the rating is less than competent, then this must be drawn to the attention of the relevant Category Delegate for further action.  

Writing goals is not my strength.  How should I decide on my goals and strategies for the year?

Tips for writing goals and strategies:

  • A goal defines the outcome you expect to achieve in a certain time period.  Prioritise your activities for the year ahead through establishing goals.
  • Your goals will reflect the role you fulfil in your position. You should base them on those activities you understand to be relevant to your role in the year ahead.  You should also refer to the previous year's goals in case some are ongoing or not fully achieved.  Also refer to the expectations of you that are set out in your position description and you may wish to further refine these through informal discussion with your supervisor to align your activities with the needs of your section and the University.
  • Translate your goals into strategies by breaking them down into achievable actions and timeframes.
  • Strategies should be SMART (specific, measurable, achievable, result-orientated, and time-frames)

I can't remember the last time I had a review.  What do I do now?

University policy states that each employee will participate in an annual review at least once each year.   All reviews are to be conducted by the end of February each year.  Should your annual review be overdue, you may choose to discuss a consultation time with your Supervisor.