Leadership Behaviours Shape the Future By taking a University-wide perspective to understand the broader and longer term – factors that may impact UON. Engage Beyond the University - By understanding the sector, building strong connections to create a positive public impression of UON and build its reputation. Work Collaboratively - By being a good UON citizen; building relationships across the University and considering the impact actions and decisions have on others. Strive for Excellence By demonstrating a strong approach; striving to achieve high standards and – ‘can-do’ investing time coaching, mentoring and developing colleagues. Drive Performance By having a clear understanding of performance expectations and taking – accountability for delivering plans/targets/KPIs. Show Courage and Respect By challenging unacceptable behaviour respectfully and remaining calm and – objective when undertaking difficult conversations. Employee Comments Manager Comments Development Goals Define the goal by the type of activities such as experience (70%), exposure (20%) and formal training (10%) that will help you achieve that goal. Development may be short, medium or long term and stretch beyond an employee's current role to another role to which they aspire. Development Goal Name Experience on the Job Activities (70%) Exposure to Others Activities (20%) Education and Formal Training Activities (10%) Start Date End Date Other Comments Development Goal Name Experience on the Job Activities (70%) Exposure to Others Activities (20%)
Leadership Behaviours Shape the Future – By taking a University-wide perspective to understand the broader and longer term factors that may impact UON. Engage Beyond the University - By understanding the sector, building strong connections to create a positive public impression of UON and build its reputation. Work Collaboratively - By being a good UON citizen; building relationships across the University and considering the impact actions and decisions have on others. Strive for Excellence – By demonstrating a strong ‘can-do’ approach; striving to achieve high standards and investing time coaching, mentoring and developing colleagues. Drive Performance – By having a clear understanding of performance expectations and taking accountability for delivering plans/targets/KPIs. Show Courage and Respect – By challenging unacceptable behaviour respectfully and remaining calm and objective when undertaking difficult conversations. Employee Comments Manager Comments Development Goals Define the goal by the type of activities such as experience (70%), exposure (20%) and formal training (10%) that will help you achieve that goal. Development may be short, medium or long term and stretch beyond an employee's current role to another role to which they aspire. Development Goal Name Experience on the Job Activities (70%) Exposure to Others Activities (20%) Education and Formal Training Activities (10%) Start Date End Date Other Comments Development Goal Name Experience on the Job Activities (70%) Exposure to Others Activities (20%)
2018-Performance-Plan-Interim-Template.docx