Background and Objectives

The Performance Management Schemes have been developed as part of the Enterprise Bargaining process. From the resulting Monash University Enterprise Agreement (Academic and General) 2005, the University has two separate but linked performance management schemes covering the majority of its staff, one scheme for academic staff and one scheme covering general staff.

What is Performance Management?

Performance management is an ongoing process whereby supervisors and staff communicate throughout the annual planning cycle, to:

• provide opportunity for increased understanding of the goals of the University as a whole, and those of the Faculty / Division and the specific work unit;
• set the staff member's own work goals, and ensure they fit within and are part of the broader University goals;
• identify the staff member's development and career goals and how these might be pursued through developmental strategies;
• assess how the staff member has performed against the goals of the previous cycle, and ensure the staff member has enough feedback to understand his/her performance, celebrate his/her achievements, and maintain or improve performance in the future; and
• complete a range of related University human resource management processes (e.g. probation, incremental progression, work redesign, etc).