Overview
How am I involved in the developing performance process?
Optional Tools
Resources
As an administrative officer, you are often the first point of contact for staff, students, parents and community members when they enter the administrative buildings of our schools. Your communication and interpersonal skills in these interactions demonstrate the ethos and values of the school.
Your clerical and office skills contribute to the efficient management of the school. Your work with the school's administrators ensures that they meet deadlines and manage their day-to-day tasks. Your preparation of regular returns and reports contributes to the school and the Department's aim of delivering quality education to students.
You understand the need to keep developing your skills and knowledge so that you can continue to provide quality administrative support. The Department is committed to supporting you to do this through the Developing Performance Framework. The Framework builds your job satisfaction in a supportive work place where your contribution is recognised and your continued learning is valued.
First phase Second phase Third phase Fourth phase
The developing performance process is made up of four phases.
The first phase is called clarifying expectations and work focus. In this phase you reflect on:
You discuss your reflections with your team leader and come to a shared understanding of expectations, the key work tasks, your career goals and the types of support and professional development that are available for the coming work period.
If your career aspiration is to be the best administrative officer you can, then the professional development and support you get to carry out your work helps you in achieving your goals. If you are considering career advancement or another role within the Department, you can discuss options with your team leader.
The second phase is called reaching an agreement. This agreement is based on the discussion you had in the first phase and includes:
Your agreement may be written or verbal. If you decide with your team leader to have a written agreement, example templates can be found in the tools section.
The third phase is called performing and ongoing support. In this phase, you put your developing performance agreement into action in your day-to-day work.
Throughout the work period, you provide regular updates on your progress and give and receive feedback to your colleagues and team leader. You discuss issues and new priorities as they arise. If it is necessary to make amendments to your agreement, you do this in collaboration with your team leader.
The fourth phase is called reviewing progress and improving performance.
In this phase you meet with your team leader. To prepare for this meeting, you reflect on your agreement, consider examples that demonstrate how you have developed your performance and think about future work and career goals.
In the meeting, you and your team leader review your progress, discuss your strengths and areas for further development and consider the range of reward and recognition options available to you.
None of the things you discuss will come as a surprise as you will have talked about them as part of your day-to-day work.
First phase Second phase Third phase Fourth phase
The tools below are optional. You may choose to use them to support you during one or all phases of the developing performance process.
Rating yourself 
[an error occurred while processing this directive]
In this tool, you give yourself a rating for how well you carry out the key responsibilities of your job. The space for your team leader to jot down their view of your capabilities will be completed when you meet with them.
Reflecting on my job, professional development and career aspirations [an error occurred while processing this directive]
This tool provides space to jot down your thoughts and examples of what you find rewarding in your job, your strengths and achievements, experience you wish to gain and career development options you wish to explore.
Developing performance plan [an error occurred while processing this directive]
This tool provides space to write your key work tasks, career goals and the professional development and support you will access to develop your capabilities as agreed with your team leader.
Developing performance agreement [an error occurred while processing this directive]
This tool provides space to record the key work tasks, links to your school's Annual Operational Plan, work behaviours, success indicators and support you will receive to complete key work tasks. It also provides space to record career development actions you will take during the agreed work period.
Third phase - Performing and ongoing support
Keeping track of my professional development and support [an error occurred while processing this directive]
On this tool, you jot notes about the professional development and support you get or give during the work period as well as what you have learned and put into practice in your work.
Continuous professional development log [an error occurred while processing this directive]
This tool provides space for you to log a description of the professional development activity, who was involved, the number of hours spent on the activity, what you have learned and what you need to do next with this learning.
Employee progress report [an error occurred while processing this directive]
Before meeting with your team leader, you use this tool to jot down the things you have achieved, the capabilities you have developed and your future work and career goals.
Reviewing your performance development [an error occurred while processing this directive]
This tool guides self-reflection through questions about your work tasks, professional development and career goals. By jotting down your answers, this tool acts as a memory aid when meeting with your team leader.
You can use the resources below as a point of reference for developing your performance.
Capability and Leadership Framework (CLF)
This Framework outlines the Department's professional expectations of its workforce and assists employees to identify the capabilities required to deliver high quality outcomes. It is an excellent reference point for making decisions about the most appropriate professional development.
Professional development for public sector employees
This lists current professional development available to support employees in developing their performance.
This page was last reviewed on 31 Jan 2011
Copyright |
Disclaimer |
Privacy |
Access keys |
Other languages
© The State of Queensland (Department of Education, Training and Employment) 2006.