MGSE Annual and Triennial Academic Performance Reviews

The Academic Performance Development Review (PDR) process has started.  Academic staff are invited to complete either an Annual or Triennial Performance Reviews online via Academic Careers @ Melbourne in accordance with established processes.  

You will have approximately three months to complete the process and all Annual and Triennial Reviews should be completed by Friday 30 April 2021.

If you have not done so already, can you please commence discussions with your staff/supervisor. The People & Culture (P&C) team will be available if any staff or supervisors need additional assistance.

To access Academic Careers @ Melbourne
Log in to the HR Services portal.

Below is a summary of the process for the Annual and Triennial Review Performance Review:

For assistance, please see the details below,
To access Academic Careers @ Melbourne

  • Log in to the Academic Careers @ Melbourne portal
  • Click on 'HR Applications' and follow the links to the Academic Careers dashboard of your choice.

How to Guides are located under the Performance Development Framework link including:

  • How to Guide for Academics
  • How to Guide for Supervisors and Department Administrators
  • Find answers to your questions by viewing the Frequently Asked Questions

Contact HR Assist using the General Enquiry form or call +61 3 9035 4000 (option 1.1)

Triennial Performance Review (TPR) process

Triennial Advisory Panel composition

The Triennial Advisory Panel comprises of a minimum of three (3) academic staff, including the staff member’s supervisor, with gender diversity represented.

The role of the Triennial Advisory Panel

Reminder about COVID-19 entitlements

A reminder that there are special leave and other COVID-19 entitlements available for staff who cannot work due to COVID-19. If you are required to self-isolate or become ill with COVID-19 and are unable to work from home, Special Paid Leave (Quarantine) is available for fixed term and continuing staff and a COVID-19 Special Payment is available for casual staff.

Pandemic Reset Program

The Pandemic Reset Program is now into the implementation period for Phase 1 changes. The final Phase 1 change plans, updated organisation charts and the position descriptions for open or new roles are available on the SharePoint site (via the Pandemic Reset Program website). The website includes an implementation timeline and information about the selection process.

Visit the Pandemic Reset Program website

2021 Melbourne Indigenous Professional Employment Program

Expressions of Interest are now open for the 2021 Melbourne Indigenous Professional Employment Program (MIPEP). MIPEP is an employment initiative that directly responds to the needs of the Indigenous Australian community, enabling skill development and broad work experience. MIPEP also provides capable and qualified staff to the workforce and makes a significant contribution to the overall targets for Indigenous employment. MIPEP is a two-year program providing meaningful work and on-the-job skills development; formal qualification; enrichment activities, professional development and dedicated pastoral support. Murrup Barak is seeking UoM 4.1 level positions across all divisions and faculties to support the University's ongoing commitment to work towards population parity of its Indigenous workforce.

Academic Promotions briefings

Presented by Professor Janet Hergt, President of the Academic Board and member of the University Appointments and Promotions Committee, the Academic Promotions briefings provide an overview of the University promotion process and speak particularly to the development of an argued case for promotion in the context of the University's Academic Performance Framework.

There will be additional Academic Promotion Briefing Sessions specifically for female academics interested in applying for promotion. Complementing the general sessions, Professor Hergt and Professor Marilys Guillemin will present on the promotion process, specifically with a focus on women applicants.

Prospective female promotion applicants are encouraged to attend one of the women's Academic Promotion briefing sessions as well as the general University Promotion briefing session commensurate to their academic level. All briefing sessions will be held virtually and all academics considering applying for promotion in 2021 are strongly encouraged to attend. The briefings will be recorded and uploaded to the Academic Careers @ Melbourne webpage after the briefing session. For times and registration click on 'Promotion'.

Academic Staff orientation

Date: Thursday 25 February
Time: 10am - 12.30pm

This is a formal welcome to the University that includes valuable information and advice on making a successful start to an academic career in a research-led University. Orientation also provides the opportunity to meet other new starters and create networks with colleagues. It is suitable for new academic staff.

Staff Development 2021

Please note there is no cost for the following courses, all courses are offered virtually, please enrol via TrainME:

Training for managers

  • Me, My Team and Change (2 x90 min) 17, 19 February
    Understand the psychology of change and transition and gain practical strategies to support individuals and teams.
  • Managing Conflict (2 x90 min) 4 March
    Understand the causes and effects, and how to resolve workplace conflict to build strong teams.
  • Managing with Emotional Intelligence (2 x 90 min) 11 March
    Use emotional intelligence to positively impact teams and help maintain morale and wellbeing.
  • Manager Essentials (1x1.5hr + 2 x 1hr) 22, 23 March
    Provides new managers with the fundamentals of managing at the University, strategies, priorities, manager role in the employee lifecycle and information to be successful.

Training for all staff

    • Working with Emotional Intelligence (2 x 90 min) 22 February and 16 March
      Use emotional intelligence as a tool to increase your impact and wellbeing in the workplace.
    • Navigating Change (2 x 90min) 19, 20 April
      Develop practical strategies and understanding of the emotional and psychological transition needed to manage self through change.
    • Managing My Work (Foundation) (3 x 75mins and 2 x 1hr) 16, 23 February and 2 March Equips staff with tools for managing work effectively through prioritisation and time management.
    • Responding with Resilience, Hope, Optimism and Efficacy
      (2 x 1 hr) 31 March and 26 April
      Builds understanding of psychological capital, providing strategies to build resilience.
    • LGBTI+ Awareness Employee Briefings (2hr) 12 March and 5 May
      Why LGBTI+ inclusion is important, gain familiarity with terminology and explore challenges often faced by LGBTI+ employees.
    • Pride in Action Ally Training (2hr) 18 March
      Explores the role allies play and how they can make a difference, how to respond to negative commentary, address questions, concerns and experiences as an ally.
    • For any enquiries contact: