Performance review and planning (PRP)
What is PRP?
Performance Review and Planning (PRP) refers to the annual cycle of reviewing and discussing employee performance and careers. PRP is an ongoing process where employees and supervisors work together to:
- Identify and clarify work expectations;
- Develop goals and plans to guide the work of the employee;
- Discuss learning and development needs;
- Recognise achievements; and
- Plan for future individual and organisational growth and development.
All academic and professional employees with an employment contract in excess of 12 months duration participate in the PRP process with their supervisor. PRP meetings are held at least annually. The timing of the process is integrated with the Work Unit's annual planning cycle so that operational plans inform PRP discussions and decisions. PRP plans should be completed by the end of each year. Individual professional learning needs identified through PRP are collated in each work unit and copies of the final PRP plans are sent to HR Services.
How does the PRP process work?
Performance is not static, and in addition to ongoing and informal discussions, the PRP process is supported by key tools and steps to ensure the best outcomes for everyone. The main features of PRP meetings are:
- Focus on the conversation, not the form;
- Guiding points and discussion prompts to ensure important topics are covered;
- Reviewing the last 12 months with a view to setting goals for the next 12 months;
- Reference to behaviour, values and leadership (where relevant);
- Agreement on professional development needs and goals.
PRP plans are completed to keep records on what is important and agreed during the discussion, including professional learning needs. NOTE: The PRP process does not take the place of informal discussions between supervisors and employees that are necessary to carry out the day to day work activities of the Work Unit.