Staff Development, Performance and Promotions

The University aims to build the knowledge, skills and capabilities of its staff in support of the University's world class research and excellent student experience; enable all staff to be and perform at their best; and ensure that development, performance and promotions processes are inclusive, fair, respectful of diversity and promote equitable access for staff.

 

Frequently asked questions

Below you will find all frequently asked questions relating to development, performance and promotions procedures. 

 

Reward and recognition

The purpose of these FAQs is to provide supervisors and managers with a framework for the reward and recognition of outstanding achievement and performance. This information should be read in conjunction with the Staff Development, Performance and Promotions Policy, Remunerations and Employment Benefits Policy and Loadings, Allowances and Performance Bonus Procedure (as amended or replaced).

Printable Version

  • Why does the University of ÑÇÖÞ²ÊƱ¹ÙÍø reward and recognise outstanding achievement and performance?

    The University of ÑÇÖÞ²ÊƱ¹ÙÍø believes its staff should work in an environment where they are valued and where outstanding achievement and performance is recognised. Such an environment provides for greater job satisfaction, increased staff motivation and productivity, and improves attraction and retention rates. Reward and recognition reinforces the University’s strategic vision by recognising contributions or behaviour that supports its goals and objectives.

    Reward and recognition mechanisms at the University of ÑÇÖÞ²ÊƱ¹ÙÍø fall into three categories:

    • Informal reward and recognition
    • Formal reward and recognition
    • Formal University-wide reward and recognition

  • Who is eligible to receive a reward and/or recognition?

    All staff members are eligible to be rewarded for evidenced and consistent outstanding achievement and performance. Teams and groups, as well as individuals, can be rewarded.

  • What guidelines should a supervisor or manager consider when applying a reward?

    The following guidelines should be considered when applying rewards: The reward and recognition process should be equitable, transparent and merit-based.

    • Where appropriate, there should be evidence-based data to support reward and recognition decisions.
    • The level of the reward should be commensurate with the achievement, level of performance or impact on the University.
    • The reason for the reward should be clearly communicated firstly to the individual or team,