A critical part of the ADC process is the continual focus on realising the full potential of our workforce through effective and focused staff development. Staff development should not be seen as something that only new staff or staff that are struggling or underperforming need.
A highly effective organisation would recognise that identifying development needs aimed at individual performance improvement is positive and not negative, it is also not directly linked to performance in role, as a highly effective individual would be pushing their own career development to maximise their personal potential for the future.
Having said this, if staff are under performing in the role and have been given the appropriate development and supported, the University has procedures to support managers in these difficult situations.