Overview
How am I involved in the developing performance process?
Tools
Resources
As a computer technician, your technical skills and knowledge are essential to making information and communication technologies (ICT) integral to learning for students and staff.
Your advice to senior leaders helps them make informed decisions about maximising the potential of ICT.
You provide professional development to staff in how to use administrative and teaching and learning applications. You also provide direct support to students as they develop essential ICT skills and knowledge. You also ensure that computer-related technologies are maintained and updated.
Due to the nature of your work you are always looking for ways to enhance the use of ICT in your work place. Hand in hand with this, you develop your own skills and knowledge to keep up with these advancements.
The Department is committed to supporting you to do this through the Developing Performance Framework. The Framework aims to build 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, your key work tasks and career goals for the coming period and the support and professional development available to you.
The second phase is called reaching an agreement. This agreement is based on the discussion you had in the first phase and includes:
If your career aspiration is to be the best computer technician you can, then the professional development and support you get to carry out your work helps you in achieving this goal. If you are considering career advancement or another role within the Department, you can discuss options with your team leader.
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.
Guided reflection 
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This tool provides a question frame to guide your thinking as you consider your current role, workplace priorities and your career aspirations.
Rating yourself [an error occurred while processing this directive]
In this tool, you rate how well you believe you carry out your key work tasks. The space for your team leader to jot down their view of your capabilities will be completed when you meet with them.
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 as agreed with your team leader.
Performance development agreement [an error occurred while processing this directive]
This tool provides space to record the objectives, activities, links to your school's plan, dates for completion, professional development opportunities and your career goals as agreed with your team leader.
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
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© The State of Queensland (Department of Education, Training and Employment) 2008.