University of Otago, University of Otago, New Zealand
University of Otago Management BandPerformance and Development Review Form 2021This form is to be completed by the reviewer with the employee as part of the PDR, and signed off by the employee, reviewer and Head. Please refer to the PDR website for more information: otago.ac.nz/humanresources/pdrName:Employee No:Position Title:Department:School / Division:Date of Review:228600-2540 100 1154940-4445 200 2194945-44453003234950-4445 400 4160020-4445 500 5198120-4445 600 6Reviewer and employee prepareReview performance with outcomes and competenciesAgree on expected outcomes and development opportunities Reviewer completes form in agreement with employee and both sign formHead completes salary section and signs the formAll parties add commentsSection A – Reflection (to be completed by reviewer)Refer to the previous PDR and progress updates, expected outcomes and job description. Use the PDR competency descriptors in PDR guidelines as a guide to help describe and assess the performance levelOutcomes and competencies: Assessment of performance level and summary of PDR discussionSection B - Overall assessment of performance level (to be completed by reviewer)Performance LevelDefinitionOutstandingConsistently achieves all their outcomes as described in the ‘outstanding’ performance descriptions. The key outcomes are recognised as exceeding the normal expectations for the role.Exceeds expectations Achieves some outcomes that are recognised to be beyond the requirements of the role as described in the ‘outstanding’ performance descriptions for key competencies, and balanced with outcomes achieved at the ‘fully competent’ level for other competencies.Fully competentAchieves all expected outcomes to a high standard as described in the ‘fully competent’ performance descriptions. Performance assessed at this level is considered as meeting normal expectations for the role.Working satisfactorily towards full competenceAchieves some expected outcomes and demonstrates full competence in some areas as described in the ‘working satisfactorily towards full competence’ performance descriptions. Development is required in some areas of the role but progress towards ‘fully competent’ is evident.Requires ImprovementDoes not achieve some expected outcomes; performance is as described in the ‘requires improvement’ performance descriptions. Development is required in some key areas of the role but improvement is not evident.(Mark One in Bold or Circle)Requires improvementWorking satisfactorily towards full competenceFully competentExceeds expectationsOutstandingComments: Section C - Salary Review Management Band LevelFTE Salary at 1 August 2021$ Recommended FTE Salary at 1 February 2022$ THE SALARY RECOMMENDATIONS ARE SUBJECT TO REVIEW AND FINAL APPROVAL BY THE DIVISIONAL HEAD.ANYTHING ABOVE $2,000 IS SUBJECT TO APPROVAL BY THE VICE-CHANCELLOR. Name of employeeSignature DateName of reviewer Signature DateName of HeadSignatureDateThis is an accurate reflection of the PDR discussion Section D – Future planning and development (to be completed by reviewer)Alignment with relevant divisional / departmental priorities and University strategies is encouragedAgreed goals, objectives and expected outcomes for 2021/2022Development opportunities to support the achievement of the above goals, objectives and expected outcomes and opportunities for career growth. Which of the University values and behaviours are going to be the focus this year, both individually and as a team? Refer to the values and behaviours framework that can be found in the PDR website: otago.ac.nz/humanresources/pdrNotes from progress updates during 2021 / 2022Progress updates: Agreed dates to update on progress towards the above goals, objectives, expected outcomes and development over the next 12 months (every quarter / 3 months):Progress update 1: Progress update 2: Progress update 3: ................
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