Overview
How am I involved in the developing performance process?
Tools
Resources
As a physiotherapist, you have a specialised role in improving the educational outcomes and quality of life experiences for students with disabilities, by developing their physical performance and prerequisite skills for functional posture and movement.
The Department recognises your valuable contribution in enhancing student outcomes and acknowledges that your responsibilities are complex and often demanding as you integrate your professional knowledge within an educational context.
As a registered professional you understand the need to keep developing your skills and knowledge so that you can continue to provide efficient and effective services to students and schools. The Department is committed to supporting you in to do this through the Developing Performance Framework. The Framework builds your job satisfaction in a supportive workplace, 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 clarify:
You reflect on your role and responsibilities and recall events and tasks that illustrate expectations, work focus and steps taken toward your career aspirations.
You discuss your reflections with your team leader and come to a shared understanding of expectations, the key work tasks and career goals for the coming period and the types of 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:
It is important that there are clear links between your key work tasks and the key deliverables for your work unit.
By sharing your career aspirations, whether they are to remain in your current role, another role in the Department or career advancement, options for supporting your goals can be discussed with your team leader.
Your professional development and support activities will serve the multiple purposes of:
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 improved performance and think about future work 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 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.
First phase — Clarifying expectations and work focus
Rating yourself 
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In this tool, you rate how well you believe your 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.
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.
Second phase — Reaching an agreement
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 agree on 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 work unit 's business/project plan, work behaviours, success indicators and support you will receive to complete work tasks. It also provides space to record your career goals for the 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.
Fourth phase — Reviewing progress and improving performance
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 skills you have developed and your future work 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.