Skip to Content

New PDR Developments

Completion of the 2010 PDR cycle

In 2010 74% of all eligible staff completed the PDR process and more than $550,000 was spent on staff development through the 2010 PDR funding.

We have undertaken an analysis of the final ratings from the 2010 cycle. Overall 48% of staff who completed the online process received a final rating of either '4 - exceeds expectations' or '5 - outstanding'.

43% of general staff who completed the online process were paid a performance bonus through the PDR reward component. Final reports on the 2010 process can be found at:
1) final 2010 ratings
2) gender analysis

As a result of past feedback the process for 2011 changed in a number of ways, including less steps in the process, a change from numerical to qualitative ratings and the behaviours objective is no longer rated.

Further information is available on this page which includes meeting notes, past and present reports and the 2010 survey results.

We remain committed to further improving the process and staff are encouraged to provide feedback. See the home page for contact details.

Report on the 2010 final ratings

Participation in PDR 2011/2012

2011/2012 PDR process

Click on the links to see changes for 2011/2012 PDR process.

 

LH Martin Institute Review of the Performance Development and Reward Process

PDR Feedback Survey Results

The University has been trialling and developing the PDR process over the last few years. As part of this ongoing process, we engaged Macquarie Voice to conduct the PDR feedback survey.  The Terms of Reference provided to Macquarie Voice for the survey called for the survey to be designed to collect frank, open and honest feedback from your experiences in the PDR process.  Approximately 550 staff completed the survey (an excellent 56% response rate) and the results have been analysed. 

The following report summarises the survey results: PDR Feedback Results Report 2010

You can also view the Text Responses Report

PDR Process for staff changing roles during the cycle

Upon conclusion of the initial role, the direct report and manager/supervisor will complete the end cycle review stage in the online tool for that initial role.  Upon commencement of the new role, the direct report and new manager will develop objectives relating to the new role in a new performance plan.  HR can provide administrative assistance where required.

Swinburne Behaviours Objective

The key to the success of our PDR process is to consider the means or ‘how’ we achieve our outcomes as a
benchmark of acceptable practices and expectations. The Swinburne Behaviours are the guiding principles that determine
how the University will conduct its business: how we interact with our customers and students, how we deliver our
services, how we treat each other, and how we operate in the external environment.

Swinburne Behaviours provide a framework against which people make decisions and take actions which ultimately affect
the performance of their organisation. Behaviours are an essential foundation and framework for guiding
individual and organisational behaviour.

Although the Swinburne Behaviours will not be included as a performance objective in 2011, the expectations should be discussed throughout the process.

Data Security in the PDR online tool

The PDR online tool is hosted by Success Factors.  Click here to read about data security in the PDR online tool.

PDR Resolution Process

The following process is available to staff where disagreement arises from the PDR process:

Report on the 2009 final ratings

PDR steering committee meeting minutes

PDR Working Party