Academic Staff Career Development Plan
Period covered: ____/____/____ to ____/____/____
Completed by Staff Member:
Name: Griffith ID:
School/Department/Centre/Institute:
Member of Research Centre/Institute:
(please list as appropriate)
Current Level: Academic Supervisor:
Duration at this Level:
Current Mode of Employment is: (please mark appropriate boxes and enter profile percentages)
Continuing Fixed Term Full Time Part Time ( %)
Current Work Profile: _____% Teaching _____% Research _____% Scholarship _____% Service & Engagement
(refer to the ASCD online
page)
Are you currently on Yes No
probation?
FUTURE PLANNING:
If eligible, are you planning to apply for promotion within the next 1- Yes No
3 years?
If eligible, are you planning to apply for either the Academic Studies Yes No
Program (ASP) or Academic Equity Development Program (AEDP)
in the next 1-2 years ?
Leave planning: Recreation leave proposed:
Consider your plans for recreation and long service leave for the next 1-2
years. Seek agreement with your supervisor and/or Head of Element and
apply for the relevant leave via the ‘Staff Portal’ in ‘My Staff Page’.
Long service leave proposed:
Academic Staff Career Development Plan Last updated: August
1 2019
LEARNING AND TEACHING
Describe your long-term goal/s (2-5 years) that will enable you to create an engaging, inclusive, innovative
and intellectually stimulating learning experience for students. Articulate how you plan to align your learning
and teaching with the University’s Academic Plan and the strategic initiatives and priorities in your Group,
School or Degree program. Identify the objectives and activities that will enable you to progress towards
your long term goals/s.
Focus your objectives and outcomes on the following where relevant:
Contributing to strategic initiatives such as student success and retention, graduate employability
and technology-enhanced learning.
Enhancing course and teaching quality using data sources relevant to your objectives such as
student perceptions, SET/SEC, engagement and performance of students.
Designing, delivering and evaluating innovative curriculum and teaching practices.
Undertaking leadership in learning and teaching (as appropriate to your role and/or level of
appointment).
LONG-TERM GOAL/S
Describe your long-term goal/s (2-5 years) for learning and teaching.
LEARNING AND TEACHING – Completed Review Period
(Specific objectives for the completed review period that will enable progress towards your overall learning and teaching goal).
Objectives for completed review period Progress and Achievements
LEARNING AND TEACHING – Forthcoming review period
(In consultation with your Academic Supervisor, develop specific objectives and outcomes for the forthcoming 12 month review
period).
Objectives for forthcoming review period Expected outcomes
Academic Staff Career Development Plan Last updated: August
2 2019
RESEARCH / SCHOLARSHIP
Describe your key research themes and current research direction. What is your overall research plan for
the next 2-5 years and how will you build your quality and success?
Where applicable, outline the nature of your work and desired achievements in relation to scholarship and
your long-term goal/s for scholarship during the next 3-5 years.
Focus your objectives and outcomes on the following where relevant:
publications, creative works, patents, research grants and funding from external organisations;
commercialisation activities, conference and symposium organisation;
developing a national and/or international reputation;
leadership and innovation to improve systems or practices, including scholarship projects focussed
on teaching initiatives;
contributions as a member of teaching groups and committee;
applications for grants;
presentations at workshops, seminars and conferences;
HDR completions and quality of HDR supervision.
LONG-TERM GOAL/S
Describe your long-term goal/s (2-5 years) for research/scholarship. You may also include information on your overall research
plan.
RESEARCH / SCHOLARSHIP – Completed Review Period
(Specific objectives for the completed review period that enable progress towards your overall research or scholarship plan).
Objectives for completed review period Progress and Achievements
RESEARCH / SCHOLARSHIP – Forthcoming review period
(In consultation with your Academic Supervisor and where relevant, Research Centre Director, develop objectives and outcomes
for the forthcoming 12 month review period that also align with your overall research plan).
Objectives for forthcoming review period Expected outcomes
Academic Staff Career Development Plan Last updated: August
3 2019
SERVICE AND ENGAGEMENT
Outline your proposed direction for service and engagement activities in your discipline, profession, faculty,
the university and community for the next 2-5 years. Articulate how you will build your service and
engagement portfolio in line with the University’s Engagement Plan.
Focus your objectives and outcomes on the following where relevant:
leadership and development of new initiatives;
Group/School/Centre citizenship;
direct engagement with external partners that supports and enhances teaching and learning and
research; and
direct engagement with external stakeholders that increases the reputation and influence of the
university.
LONG-TERM GOAL/S
Describe your long-term goal/s (2-5 years) for service and engagement.
SERVICE AND ENGAGEMENT – Completed Review Period
(Specific objectives for the completed review period that enable progress towards your overall service and engagement plan).
Objectives for completed review period Progress and Achievements
SERVICE AND ENGAGEMENT – Forthcoming review period
(In consultation with your Academic Supervisor, develop objectives and outcomes for the forthcoming 12 month review period).
Objectives for forthcoming review period Expected outcomes
Academic Staff Career Development Plan Last updated: August
4 2019
OTHER CONSIDERATIONS
Is there anything your supervisor should be made aware of that may have impacted on your ability to achieve the
established objectives or outcomes for the current period. Summarise any potential barriers to achieving your
proposed objectives or outcomes for the forthcoming review period.
PROFESSIONAL DEVELOPMENT
List below any professional development activities proposed for the forthcoming review period. These may relate to
your professional discipline or be specific to Learning and Teaching, Research/Scholarship or Service and
Engagement. Consider and discuss with your supervisor any funding constraints or potential impacts on obligations.
What capabilities (e.g. knowledge, skills or strategies) might What specific activities do you propose to
you need to develop to achieve your objectives? undertake to develop these capabilities?
YOUR ROLE AS ACADEMIC SUPERVISOR
NOTE – PLEASE ONLY COMPLETE THIS SECTION IF:
you are a supervisor of academic staff but are NOT a Head of Element for the purpose of assessing staff in line
with the Academic Staff Career Development procedure.
In your role as Academic Supervisor, how have you supported positive relationships and assisted others to achieve
their objectives? Are there any development activities that would assist you in your role as Academic Supervisor?
Academic Staff Career Development Plan Last updated: August
5 2019
FINAL COMMENTS
Overall comments by Supervisor:
Provide overall comments on the staff member’s performance in the areas of Learning and Teaching,
Research/Scholarship and Service and Engagement along with progress towards their career goals.
NOTES:
Academic Supervisors should consult with relevant Institute/Research Centre Director, Dean (Research) and/or
Dean (Learning & Teaching) where applicable.
Where a probationary staff member is being recommended for confirmation of appointment, provide additional
comments on the staff member’s performance in relation to the probationary requirements. The relevant approvals
– Head of Element (where not the supervisor), Dean (Academic) for fixed term appointments, and the PVC for
continuing appointments, will need to be sought.
Where a staff member’s performance may be considered unsatisfactory, refer to separate box below.
Comments and signature:
Research Centre Director (or delegate): Comments:
I have reviewed the research evidence and,
where required, provided assistance to the
staff member and supervisor to develop
appropriate objectives for the forthcoming
review.
Head of School/Centre/Department/Institute Comments:
(when required)*:
Dean Academic (when required)*: Comments:
Staff member: Comments:
I have met with my Academic Supervisor
and discussed my career goals, objectives,
proposed leave and plans for promotion and
other development activities.
I am up to date with my annual fire safety
training and any other Health and Safety
training as required by my work area.
* In the case of unsatisfactory performance, the relevant Head of Element and Dean (Academic) will be required to
provide comments above.
Unsatisfactory Performance – to be completed by the Academic Supervisor
Where concerns about performance arise, they must be raised as soon as practicable with the Head of Element
(where not the supervisor) and your HR Business Partner, and steps made to address issues as required in the
Academic Enterprise Agreement. Provide your initial assessment below.
Griffith University collects, stores and uses personal information for the purposes of administering employment, recruitment and payroll
and to maintain historical employment and payroll records. The information collected will be handled in accordance with Griffith
University's Privacy Plan.
Academic Staff Career Development Plan Last updated: August
6 2019
