The recent MPS review provided insights for opportunities where we can improve and strengthen the MPS process. Changes have been made in several areas:
MPS Themes
HRSC will continue to promote and support Faculties and Centres through the HR Account Managers, in conjunction with promotional online materials and training at MPS workshop sessions.
The focus for MPS in 2013 is Professional Development and identifying staff developmental needs. This would include an approach that would benefit both the you in your personal development, and the University in achieving business outcomes. Key elements for the performance planning and review discussion will be based upon:
- Planning: Aligning your objectives to operational planning and discussing broader outcomes (3 years);
- Reviewing: Reviewing and discussing achievement of past performance; and
- Identifying development opportunities: In collaboration with your supervisor, identify short term development activities or opportunities to assist you in achieving your work objectives and reaching your potential, with reference to the Role Based Development Framework (RBDF) located at;
The HRSC will work with the Centre of Learning and Development and other key stakeholders to promote this approach.
ECU Values
Each year the University will focus on an ECU Value that will form the basis for your consideration and reflection. The theme for 2013 is ‘Personal Excellence – Your Wellbeing’. You are encouraged to reflect on your personal commitment to your wellbeing that will have a positive impact on your work experience/environment, over the year.
Examples may include discussing your leave plans (e.g. annual or long service leave) for the upcoming year; or nominating and participating in the 'Live Life Longer' Health and Wellness program located at:
http://www.hr.ecu.edu.au/osh/html/live_life_longer.cfm
Academic Staff Performance Expectations and Outcomes (ASPEO) Framework
The Framework aims to provide greater clarity around what the University values in the key areas of academic work; Learning and Teaching, Research and Creativity, University Leadership and Service, and Engagement. It provides a structure by which individual Academic Staff can plan the balance and emphasis of their work in the context of their professional and career development aligned with ECU's expectations.
Role Based Development Framework
Each year as part of the MPS process, you and your supervisor, are to consider your professional development needs.
In 2011 ECU developed the Role-Based Development Framework (RBDF), which identifies the professional development that is required or relevant, depending upon the your role at the University. As part of MPS planning this year, you will be directed to a web-based tool that will enable you to identify recommended professional development offerings you wish to complete and the short-medium term timeframe in which you plan to do so.
The Role Based Development Framework (RBDF) will be reflected in the My Work Plan Form, which will ensure that you can identify professional development opportunities best targeted to your role.
Workshops
CLD with HRSC will offer a series of workshops for staff:
- Setting SMART work objectives aligned to faculty/centre's and ECU's strategic priorities; and
- Understanding the value of meaningful performance discussions.
You are strongly encouraged to attend these workshops and can enrol via the Staff Kiosk.
Future HR Initiatives
An efficient and effective performance management is reflected in the manner of recording & reviewing work plans and the delivery of development opportunities.
HRSC will be looking to acquire and implement an online performance management system over the next two years. In doing so, the project will form part of a set of projects that will enhance HR systems, processes and practices in alignment with the HR Service Delivery model. The focus is to strengthen leadership and management capability, improve productivity and efficiencies, and ECU’s overall organisational performance.
Reach Your Potential