Information for Staff

Performance Management

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The university is committed to an ongoing appraisal process. Within the performance management system, all ELC staff (full and part-time) are assessed on an annual basis. The system for part-time staff is considerably simpler than that for full-time staff. However, all staff are welcome to take advantage of the various professional development and planning opportunities which the performance management system provides.

Normally, appraisals of full-time staff are done in Semester A and appraisals of part-time staff are done in Semester B. The results of individual appraisals are used to inform future employment decisions: contract renewal and award of salary increments for full-time staff; contract renewal and number of hours offered to part-time staff.

• Appraisal Cycle for full-time Staff
• Appraisal Cycle for part-time Staff

The performance management system is designed based on a number of principles

a) a clear specification of what is required of staff

• job description for teaching staff
• job descriptions for various areas of responsibility (full-time staff only)
• description of duties for invigilators and chief invigilators
• the ELC mission statement
• the ELC teaching philosophy
• an agreed job plan (full-time staff only)

b) the collection of evidence of performance

• full-time staff submit an annual self-report supported by a portfolio of evidence. This portfolio must follow specified guidelines and is evaluated using this criteria
• the evidence collected for part-time staff consists of an observation rating by a senior staff member, teaching feedback questionnaire results and feedback on whether course administration has been completed in an accurate and timely way

c) support for continuous professional development

• full-time staff are required to include a professional development plan in their portfolios
• part-time staff are also expected to be involved in some sort of professional development, and in particular to ensure that they develop the skills and knowledge required to teach assigned classes
• all staff are expected to take part in the peer observation system, where each year they observe and are observed once by a peer.
• there are a number of professional development opportunities offered through the department

d) a final appraisal based on an initial self-assessment by staff

• full-time staff write an annual self-report
• part-time staff complete a self assessment using the Performance Rating Chart
• all staff will have a meeting with their appraiser before an assessment is produced
• after this discussion, for full-time staff, the appraiser writes an assessment using the same headings as the self-report, which the staff member has a chance to comment on before signing
• for part-time staff, the appraiser completes an Performance Rating Chart, which the staff member has the chance to comment on before signing.

You can find further details of the performance management system in the Handbook of Performance Management.

For more information on ELC policy and organization, please refer to the ELC student handbook or the relevant sections on the ELC website.