Development, Performance and Review

Development, Performance and Review

Set goals, track your progress, build skills, and plan your career.

The Development, Performance, and Review (DPR) process is the main process through which you will set, review and track your performance and developmental goals. All staff who have completed probation will participate in the Development, Performance, and Review process.

Three stages of DPR

The Development, Performance, and Review process has three stages that span across the year. You will find the steps to completing each stage of your DPR below:

1.  Plan and set goals in January/February

1. Together with your manager, agree to a date, time and place for your DPR meeting.

2. Prepare or review your performance goals and expectations.

3. Think about your development goals and activities that will assist you to meet your performance and career goals. You may like to review workshops and learning resources and development schemes and support.

4. Meet with your manager to review and agree on your performance goals and development plan and record them in the  online DPR system.

2.  Track your progress from March to mid-November

1. Together with your manager, regularly discuss and review your progress on your development goals and work goals and ask for feedback.

2. Identify and request any additional support you may need to achieve your development goals.

3. Update the status of your goals in Workday as they progress and are completed.

3.  End of year review in mid-November/December

1. Together with your manager, agree to a date, time and place for your end of year review meeting.

2. Review your performance and evaluate your achievements for the past year.

3. Review your learning and development goals and evaluate your progress.

4. Meet with your manager to review and evaluate your performance during the year. Sum up what happened, what was agreed and what else needs to be done, and to identify any further development needed. You may also start formal planning for the coming year, or set a second meeting to discuss these at a later time.

In this meeting your manager may ask you questions like:

  • Tell me about your main achievements in the last 12 months in relation to your goals?
  • What may have helped or hindered you in the achievement of your goals?
  • What are your performance and development goals for the coming year?
  • Is there any further support or training you may need to achieve these goals?
  • Do you have any feedback for me?

5. Update your performance review in the online DPR system and submit to your manager for review.

NOTE: For the 2023/2023 DPR, our timeframe is slightly altered. The DPR in Workday will open on 1 December 2022 to commence end of year reviews and planning. We anticpate that planning for 2023 will be finalised, at the latest, by end of  April 2023.

Setting performance and development goals

Performance objectives

Performance goals and indicators should be agreed jointly with your manager. You should be able to identify up to five performance goals that align with key strategies, with at least one goal related to health and safety.

Performance goals should be aligned to your department or team objectives and University goals. They should be outcome based, with clear indicators to measure success. Helpful information may include:

  • your position description
  • the University’s strategic priorities and those for your faculty or office
  • the operational objectives for your work area
  • workload models and academic promotion criteria (for academic staff).

Academic staff examples

Performance Goals


Improve quality of the XYZ program

  • Program materials reviewed and updated within agreed timeframes.
  • Feedback from students indicates the program helped them understand the key principles and theoretical underpinnings of XYZ.

Develop a new model for the relationship between A and B.

  • Literature review and data collection completed.
  • Model and application paper drafted.
  • Suitable opportunities for dissemination/publication identified.

Design, develop and implement a mentoring program for students.

  • Program materials developed and delivered within agreed timeframes.
  • Feedback from key stakeholders indicates they were informed and consulted.
  • Feedback from participants indicates the program helped them develop and increase their confidence.

Professional staff examples



Provide a high level of service and support to students, staff and other key clients.

  • Queries and requests from clients are actioned and followed up in a professional, responsive and timely manner.
  • Issues are identified and raised appropriately and in a timely manner.
  • Feedback from clients indicates the service and support met their needs and expectations. OR Feedback from clients indicates the service and support was efficient and relevant.

Review, evaluate and improve the application process for professional staff grants.

  • All materials (including the application form, information pack for the Committee, website and process map) are reviewed and updated.
  • Applications received are complete, indicating staff understand the new process and application form.
  • Feedback from committee members indicates the updated form makes it easier for them to compare and make decisions about applications.

Design, develop and implement a mentoring program for managers.

  • Project plan is developed and implemented according to agreed timeframes.
  • Program materials are developed and delivered within agreed timeframes.
  • Feedback from key stakeholders indicates they were informed and consulted on the development and implementation of the program.
  • Feedback from participants indicates the program helped them develop and improve their skills as a manager.

Development goals and activities

Development goals allow you to build knowledge, skills and capability so you can better perform in your current role and help you to prepare for future goals. You might decide a development goal linked to your aspirations, such as aspiring to move into management, or learning a new skill.

You should aim to set no more than three development goals and two to three activities per goal. Think about the 70:20:10 development approach when deciding on your development goals.

The  70:20:10  development approach

The 70:20:10 development approach

70%: What learning and development can I get through experience?  

  • Acting in a higher role
  • Taking on additional responsibilities
  • Secondments

20%: What development can I achieve from exposure to situations, people and environments? 

  • Work shadowing
  • Professional membership events (e.g. seminars)
  • Mentoring or Coaching

10%: What development might I need from structured courses and programs? 

  • Professional development programs provided on campus -  Development workshop calendar
  • Linkedin Learning
  • Formal education /training courses
  • ‘Study for Staff’ program
  • Conferences

Academic staff examples

Development goal 

Development activity 

Improve project management skills

  • Develop and seek feedback from a senior colleague on a large scale research project plan.
  • Lead a collaborative research project.
  • Attend the Managing Projects workshop.

Build HDR supervision skills

  • Seek feedback from past HDR students.
  • Develop a network of and regularly meet with other HDR supervisors to share insights and learnings.
  • Attend the LIH Supervising to Completion workshop.

Professional staff examples

Development Goal 

Development Activity 

Improve project management skills.

  • Write and get feedback on a project plan for improving our team's administrative processes.
  • Work as part of the project team for the upgrade of the system.
  • Attend the Managing Projects workshop.

Increase knowledge of health and safety legislation

  • Review the Health and Safety website.
  • Identify and recommend ways to address potential hazards within the office.
  • View recent incident reports to understand what actions have been taken.

MQ Training 

As well as the DPR resources and webinars within the above topics, other DPR-related development for managers and DPR supervisors include:

  • Having Coaching Conversations’ workshop - improve your effectiveness having coaching and developmental discussions
  • Giving Effective Feedback’ workshop - recognise the importance of giving constructive feedback, and the need to adopt the right mindset to help achieve desired outcomes
  • ‘A Situational Approach to Leadership’ workshop – for goal setting, identifying stages of skill development as well as leadership styles

Visit the Learning & Development page for more information on these courses and log in to Workday to enrol.

Also available are a range of short LinkedIn courses. Please visit the LinkedIn Learning section on the Learning & Development page. Some of these courses are listed below;

Career Planning for Professional Staff

You may be interested in the following:

  • Resources for all staff
  • Resources  for people leaders of professional staff

Visit the 'Your Career Path' page for more information

Accessing a PDR file prior to the Workday system

Prior to Workday, the University held PDRs in a system called ‘Page Up’. These PDRs were archived when the Page Up system was replaced by Workday.

If you have a PDR previously in Page Up (ie from 2021 or previous years) and you require access to the information in it, please contact your HR Representative

Need more help?

Workday DPR system issues? Please raise a one help ticket.

Contact  your HR Representative if you have more questions and can't find what you need on this page.

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