Macquarie University Bulletin

Macquarie University Bulletin 20 March 2009
REVIEW OF PERFORMANCE DEVELOPMENT AND REVIEW PROCESS
MACQUARIE UNIVERSITY
Feedback from CPSU members on the PDR process made it clear that they are extremely concerned
with the process so far and are disconcerted about the moving of the goal posts mid process to
include behaviour and rating factors.
CPSU members support setting goals, objectives and performance development and review, so long
as it assists a staff member to develop, to set objectives and identify their training needs. A review of
these goals, achievements and identifying areas that the staff member may need assistance to
achieve their goals and objectives is also supported.
The CPSU contends that pay for performance, rewards such as bonuses, ratings and behaviour
assessments defeat team building, create divisions and lower morale.
The CPSU is opposed to measures ratings and behaviour assessments.
These create individual anxiety and lead to staff working extra hours to ‘look productive’ thereby
creating a culture of “presenteeism” and create artificial and unnecessary pressures on staff.
Rewards and higher pay rates are usually offered to staff at higher levels and do not filter through to
general staff employed at lower levels or staff with equity issues, such as single parents, staff with
disabilities, and staff who have carer responsibilities. Rewards are dependent on the funding in a
faculty or department and are not evenly distributed across the University.
The CPSU believes that the system introduced at Macquarie University is inequitable and not suited to
the type of work and roles carried out by any University.
PROCESS REVIEW
CPSU delegates and organisers along with other participants supervisors and staff attended the
review of the PDR process at Macquarie University on 17 March 2009. While it is generally considered
as productive to focus on what worked well, the CPSU considers that the review agenda was biased
toward the positive focus and that the process was constructed in a way that stifled debate and made
it difficult for your concerns to be aired and responded to.
However, the CPSU ensured that matters were raised and have requested that copies of all notes and
resolutions from the process be made available.
The view from the participants in the review was that parts A and B of the PDR were valuable; staff
had the opportunity to set goals and objectives and discuss these with their supervisor through a
process that was supported throughout the University.
Most agreed that there were gaps in training process that needed to be amended.
A large percentage of the participants put forward that behaviour assessment and rating
measurements have a demoralising effect on staff. Most agreed there are very few people in the
University who are properly qualified to assess behaviour. It is also extremely difficult to introduce a
fair work rating system.
KPI’s and bonus payments for individual performance was not supported. It was preferred that such
funds are better directed ensure proper staffing levels across work units and equitable payrises.
Concerns were raised about confidentiality, who will see the reviews and where will they be stored.
Equity issues were consistently raised; there was concern that staff with disabilities and health or
equity issues were not considered in the development of the PDR’s
OUTCOMES
Tim Sprague the Human Resources Director stated they will look at the outcomes from the meeting
and the survey responses which overwhelmingly opposed the use of behaviour indicators and rating
measurements. Mr Sprague stated that behaviours will no longer form a part of the PDR process.
The CPSU will continue to monitor the PDR process in order to ensure the best outcomes for all staff.
DO YOU HAVE ANY CONCERNS YOU WANT TO RAISE?
If you do please contact your local delegates or your CPSU Organiser.
Branch President
Greg Stark 9850 7527
(EEO Officer OH&S Officer)
Branch Secretary
Phoebe Dangerfield 9850 9703
(Treasurer)
Vice President
Lachlan Morgan 9850 7362
Contacts
Delegates
Sondra Wibberley 9850 7498
(Disabilities Officer)
Ted Davies 9850 7584
(HERC Rep, Assistant Sec)
Lorraine Francke 9850 9747
(Committee member)
Keith Maxwell 9850 8145
(Committee member)
CPSU MACQUARIE
UNIVERSITY BRACH
OFFICE W5C 231
CPSU Campus Organiser
Rowan Salomon 9850 6759
CPSU Organiser
Rowan Salomon 9220 0976
Caroline Staples 9220 0976
CPSU Industrial Officer
Daney Faddoul 9220 0976
www.thegeneralstaffunion.org.au Branch Fax 9850 6908

Macquarie University Bulletin 20 March 2009

REVIEW OF PERFORMANCE DEVELOPMENT AND REVIEW PROCESS

MACQUARIE UNIVERSITY

Feedback from CPSU members on the PDR process made it clear that they are extremely concerned

with the process so far and are disconcerted about the moving of the goal posts mid process to

include behaviour and rating factors.

CPSU members support setting goals, objectives and performance development and review, so long

as it assists a staff member to develop, to set objectives and identify their training needs. A review of

these goals, achievements and identifying areas that the staff member may need assistance to

achieve their goals and objectives is also supported.

The CPSU contends that pay for performance, rewards such as bonuses, ratings and behaviour

assessments defeat team building, create divisions and lower morale.

The CPSU is opposed to measures ratings and behaviour assessments.

These create individual anxiety and lead to staff working extra hours to ‘look productive’ thereby

creating a culture of “presenteeism” and create artificial and unnecessary pressures on staff.

Rewards and higher pay rates are usually offered to staff at higher levels and do not filter through to

general staff employed at lower levels or staff with equity issues, such as single parents, staff with

disabilities, and staff who have carer responsibilities. Rewards are dependent on the funding in a

faculty or department and are not evenly distributed across the University.

The CPSU believes that the system introduced at Macquarie University is inequitable and not suited to

the type of work and roles carried out by any University.

PROCESS REVIEW

CPSU delegates and organisers along with other participants supervisors and staff attended the

review of the PDR process at Macquarie University on 17 March 2009. While it is generally considered

as productive to focus on what worked well, the CPSU considers that the review agenda was biased

toward the positive focus and that the process was constructed in a way that stifled debate and made

it difficult for your concerns to be aired and responded to.

However, the CPSU ensured that matters were raised and have requested that copies of all notes and

resolutions from the process be made available.

The view from the participants in the review was that parts A and B of the PDR were valuable; staff

had the opportunity to set goals and objectives and discuss these with their supervisor through a

process that was supported throughout the University.

Most agreed that there were gaps in training process that needed to be amended.

A large percentage of the participants put forward that behaviour assessment and rating

measurements have a demoralising effect on staff. Most agreed there are very few people in the

University who are properly qualified to assess behaviour. It is also extremely difficult to introduce a

fair work rating system.

KPI’s and bonus payments for individual performance was not supported. It was preferred that such

funds are better directed ensure proper staffing levels across work units and equitable payrises.

Concerns were raised about confidentiality, who will see the reviews and where will they be stored.

Equity issues were consistently raised; there was concern that staff with disabilities and health or

equity issues were not considered in the development of the PDR’s

OUTCOMES

Tim Sprague the Human Resources Director stated they will look at the outcomes from the meeting

and the survey responses which overwhelmingly opposed the use of behaviour indicators and rating

measurements. Mr Sprague stated that behaviours will no longer form a part of the PDR process.

The CPSU will continue to monitor the PDR process in order to ensure the best outcomes for all staff.

DO YOU HAVE ANY CONCERNS YOU WANT TO RAISE?

If you do please contact your local delegates or your CPSU Organiser.

Branch President

Greg Stark 9850 7527

(EEO Officer OH&S Officer)

Branch Secretary

Phoebe Dangerfield 9850 9703

(Treasurer)

Vice President

Lachlan Morgan 9850 7362

Contacts

Delegates

Sondra Wibberley 9850 7498

(Disabilities Officer)

Ted Davies 9850 7584

(HERC Rep, Assistant Sec)

Lorraine Francke 9850 9747

(Committee member)

Keith Maxwell 9850 8145

(Committee member)

CPSU MACQUARIE

UNIVERSITY BRACH

OFFICE W5C 231

CPSU Campus Organiser

Rowan Salomon 9850 6759

CPSU Organiser

Rowan Salomon 9220 0976

Caroline Staples 9220 0976

CPSU Industrial Officer

Daney Faddoul 9220 0976

www.thegeneralstaffunion.org.au Branch Fax 9850 6908