Download See some of the facts on EDRS

Employee Development & Review
Scheme (EDRS)
Division of Human Resources Fact Sheet
What is the Employee
Development and Review
Scheme (EDRS)?
What is people management?
When is the EDRS
undertaken?
Who participates in the
EDRS?
What documents should be
referred to?
How to identify development
opportunities for the Employee
Development Plan?
What is unsatisfactory
performance?
How is unsatisfactory
performance managed?
The Employee Development and Review Scheme (EDRS) incorporates processes of
planning, monitoring, reviewing, improving and, where appropriate, recognising the
performance of employees.
The overall purpose of the EDRS is to enhance the capability of the University by
developing an employee’s skills and knowledge to meet or exceed the performance
requirements for their current position or to prepare them for another for another
position or more senior role they may wish to pursue.
People management is the overarching approach to working with staff. It includes the
processes of induction, probation, formal annual review, professional learning and
development
Activity
Annual Performance
Meetings
Notification to Division of
Human Resources – Staff
ineligible for salary
progression
Salary progression for
eligible staff
Academic Staff
From October to
December each year
By 31 January each year
General Staff
From January to March
each year
By 30 April each year
1 March each year
1 June each year
All Academic and General/Professional staff who have successfully completed their
probation.
For staff
 Report from your last annual meeting
 Position description – current and/or updated
 Evidence supporting achievements
 Information about professional development opportunities
 ERDS Handbook for staff
 CSU Enterprise Agreement 2013-2016
 CSU University Strategy 2013-2015
For Managers in conjunction with the above
 Evidence to highlight unsatisfactory performance
 ERDS Handbook for Managers
The 70:20:10 Model views development as occurring through three types of activity.
A good development plan will consider all three components:
70%
On-the-job Experience
20%
Learning from
Others
10%
Formal
Learning
The ratio shows that formal learning plays only a part in employee development.
Unsatisfactory performance is identified when a staff member’s performance does not
meet a satisfactory standard or does not reach the agreed objectives and targets.
The process for managing unsatisfactory performance is outlined in the ‘Guidelines
on the Management of Unsatisfactory Performance’
In the event of any discrepancy between this fact sheet and the Enterprise Agreement or Leave Manual, the terms of the Agreement
or Leave Manual will prevail.
Last Reviewed: March 2014