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Curtin University
People and Culture

New Staff

New staff will have a WPPR conversation with their Managers within two months of commencement at Curtin.

Their Line Manager will establish performance objectives and clarify their role, work expectations and priorities. Following work planning discussions with their Line Manager, the staff member will develop and submit their performance objectives and development plan to their Line Manager for approval. Thereafter, work planning and performance review will be conducted during the normal performance review cycle (October to March).

Where a staff member commences mid-year, the performance objectives should be scaled to be achievable within the remaining available period. In this way, the staff member can participate in performance review in the October-March period in line with others in the team. In some instances, it may not be realistic to rate the staff member’s performance until the following work period. This should be noted by the Line Manager when setting performance objectives.