Direct Reports

• Review business unit plans, position description, 2015 vision and the university plan when setting performance goals
• Draft performance objectives and development plans to support short and long term career objectives
• Be realistic and honest regarding existing capabilities and identify early on any potential or existing obstacles to not achieving objectives
• Gather evidence of performance for discussion during mid and end cycle reviews

Managers

• Provide a supportive reality check re: performance goals, aspirations and expectations
• Understand how to make things happen, i.e. if an employee has a goal, what actions need to be taken to achieve that goal
• Assist in identifying objectives or alternative objectives where necessary – e.g. junior staff
• Ensure Direct Report’s personal objectives align with business unit and university goals
• Ensure academics core objectives are aligned with standard set of measures across teaching and research
• Regularly monitor performance informally during the performance year, not simply rely on mid and end cycle reviews to discuss performance
• Compliance – managers should be responsible for ensuring performance and development tasks are completed within agreed timelines and quality standards (these are to be determined) i.e. process compliance