The Performance and Career Planning process is an opportunity for you to set goals, track your progress and plan your development with your Line Manager. The simplified planning template is designed to support you in having effective, open and meaningful career conversations which enable you to reach your full career potential and achieve your annual performance and career goals.
Regular performance and career planning discussions promote a culture of continuous learning and development, applying the principles of growth, feedback and accountability to the way that we work.
Who needs to complete a Plan?
All continuing and fixed term staff should engage in the Performance and Career Planning process and have regular career conversations with Line Managers (or delegates).
Staff on fixed term contracts of less than 12 months can engage in the Performance and Career Planning process and initiate a conversation with their manager. However, these conversations take place at the line manager’s and staff member’s discretion.
Performance and Career Plan template
Professional/General Template [.docx-67kB]
The planning process
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STEP 1: Schedule a Performance and Career Planning meeting with your Line Manager (their delegate) or Co-planner. As a minimum, you should have at least one recorded meeting at the end of the calendar year. (For managers who wish to nominate a delegate, follow the process for setting up a new delegation) |
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STEP 2: Prepare for the conversation by drafting your notes in the Professional Staff Performance and Career Plan template. |
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STEP 3: Have a face-to-face discussion with your Line Manager (their delegate) or Co-planner using the template as a guide for the conversation structure. Adherence to the Code of Conduct and alignment to our values and signature behaviours will also be referred to. Save the document somewhere safe and easy to access, like your personal drive. |
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STEP 4: Upload the latest version of your Plan (and any supporting documents) in Employee Kiosk under the Performance and Career Plan menu option. You can upload up to three additional documents per conversation record. |
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STEP 5: The Plan can be updated multiple times if needed. Once finalised, the Line manager (their delegate) or Co-planner will approve the final Plan. |
Preparing for the conversation
We encourage you to take the lead in driving your career conversations so you get the most out of it and come away with a plan that you feel invested in. It really helps to do some self-reflection prior to meeting your line manager.
We also recommend you familiarise yourself with the planning template and have a go at drafting some notes for each section.
These are the areas that are usually discussed:
- work planning (objectives, priorities, workloads)
- development objectives and opportunities
- objectives and goals for the coming year
- leave planning for the coming year.
Career development resources
Our career development pages offer staff a wide range of tools and learning opportunities designed to enhance knowledge, competence, skills and effectiveness. These resources are ideal for use in Career Conversations, helping you to create a career plan that supports and advances your professional journey at Curtin.
Manager resources
Review Performance Planning Resources page for helpful FAQs.
If you wish to nominate a colleague as an approval delegate, follow the process for setting up a new delegation