ODR Forms
These forms are designed to facilitate kōrero between a manager and employee. You should ideally have participated in an ODR workshop to fully understand the components and how they can be leveraged for effective conversations, goals and objectives setting, personal development planning, and ongoing reflection. Please see the Professional Development Calendar to view upcoming workshops if you have not yet attended one.
This is Me Form (for all staff to complete before the ODR conversation)
The aim of this form is to open a kōrero about how you operate and how you can be best supported. It also provides an opportunity for managers to reflect on their leadership practice.
Complete this prior to meeting with your line manager, then update at subsequent meetings if required. You may also select 3 – 5 questions from the Question Bank below to ask or discuss with your line manager. You are welcome to add any further insights and thoughts beyond these questions.
Looking Back Form - Academic Staff
Looking Back Form - General Staff
This form should be used in conjunction with your objectives and Personal Development Plan (PDP) to reflect on current status and progress to date. The questions aim to help guide your reflections and prepare for a meaningful kōrero. You may also select 3 – 5 questions from the Question Bank below to ask or discuss. You are welcome to add any further insights and thoughts beyond these questions.
Looking Forward Form - Academic Staff
Looking Forward Form - General Staff
Complete this form at the beginning of the year and update during the year as required. It should be completed in draft form prior to the ODR meeting and updated following discussion to create an agreed set of goals and objectives and a personal development plan.
The following Development Resources may assist with completing your Personal Development Plan (PDP) but please note that the list is not exhaustive and that it only aims to provide some development options. Development can take place in many different forms including, but not limited to, work based learning and through others in the workplace.
- Provides questions as conversation openers for both managers and staff to use during any ODR kōrero.
Tips for Completing the Forms
Looking Forward Form
- Can I add new Goals and Objectives fields to the professional staff form if I have more than five, or more Development Goals?
- What am I supposed to enter in the timeframe fields?
Adding Rows to the Form
You can add as much content as you need in each of the editable fields and they will automatically resize. The academic staff form only has three Goal areas - Research, Teaching and Service and multiple goals or objectives can just be entered as separate bullet points within each table cell, so there should be no need to add more rows.
Professional staff who have more than the five Goals the form allows, or more than three Development Goals, can do the following without the need to remove protection:
Step 1: Select the last row in the table section where you want to add a new Goal and Objectives
Step 2: Select the Layout tab in the Table Tools menu area
Step 3: Press Insert Below three times to add the new rows
Step 5: Select the second two cells in the first new row you inserted
Step 6: Click Merge Cells in the Table Tools / Layout menu to create the cell for entering the additional Goal
Step 7: Switch to the Home tab
Step 8: Add text and format appropriately to match the style of the other Goal and Objective rows
Repeat as needed for any additional Goals and Objectives. Note that if you have more than seven you may struggle to complete them, unless it is the nature of your job. Three to five Goals are usually more manageable for most staff.
Use the same procedure to add space for any additional Development Goals.
Timeframes for ODR
The normal ODR cycle is an annual one (recognising that some of your Goals may be more longitudinal, perhaps 3 to 5 years, but you will be working on one or more specific Objectives over the following 12 months), so the timeframe from will usually start in the month you agree Goals and Objectives with your manager/reviewer and the timeframe to will be the same month in the following year - e.g. from June 2023 to June 2024.
The timing of ODR conversations and goal setting will be decided locally and be dependent on a number of factors. It doesn't really matter when you start although some managers find it useful to align with the GSSR and Academic Advancement and Promotion cycles. If you are having regular conversations about progress with your reviewer then your achievements and contributions should be transparent at any time across the annual cycle.