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Performance and development

Setting expectations, reviewing performance and supporting team growth.

Great work happens when you and your team talk regularly. The University’s approach to managing teams focuses on building supportive partnerships through ongoing coaching. Together, regular check-ins and the annual review create a safe space to speak honestly about progress, celebrate success and support individual growth.

The annual review

Guidance to help you prepare for the yearly performance and development review (PDR). This high-level checkpoint is an essential time to step back, evaluate the big picture and map out the overarching goals for the year ahead.

Annual PDR overview

An overview of the PDR process and what to expect.

Coordinating reviews in departments

Timelines and processes for managing whole teams.

Frequently asked questions

Confidentiality, links to other processes and more.

Regular check-ins

How to hold effective everyday conversations, set objectives and drive continuous growth. This guidance helps you use regular one-to-ones to keep you moving towards the big-picture goals set in annual reviews.

  • Setting expectations:
    How to establish clear goals, agree on objectives and align with departmental plans or job descriptions.
  • Reviewing progress:
    Guidance for having an effective one-to-one, discussing progress throughout the year and identifying development needs.
  • Giving effective feedback:
    Best practices for delivering constructive, supportive and growth-focused performance feedback. 
  • Supporting career development: 
    How to discuss long-term career ambitions and connect staff with practical opportunities for development. 

Performance outcomes