Human Resources Division
Staff Development Policy
- Purpose of the policy
- Statement of commitment
- Introduction
- Context of staff development
- Equality
- Involvement in staff development
- Role of the individual
- Role of the institution
- Role of CPPD
- Role of other University institutions
- Quality Assurance
- Resourcing this policy
- Further information
1. Purpose of the policy
The purpose of this policy is to outline in broad terms the commitment of the University to staff development and to indicate the roles that different parties play in the delivery of staff development, particularly the Centre for Personal and Professional Development (CPPD) team.
2. Statement of commitment
The University is committed to the provision of staff development for all staff working in the University.
3. Introduction
The key purpose of staff development is to facilitate personal and professional development enabling individuals and groups to achieve their full potential and contribute to the provision of excellent teaching and research in the University, and an environment in which that can take place.
The CPPD Committee is, through the HR Committee, responsible for advising the Council and the General Board on University-wide policy and procedures for staff development and for monitoring the implementation of these and the consequent activities. Staff development policy, procedures and activity contribute to the University's quality assurance in the fields of teaching, research and administration.
4. Context of staff development
The University's achievements are based largely on the contribution, commitment, and achievements of members of its staff, working as individuals and in teams or groups.
Staff development includes any activity which contributes to the enhancement of their knowledge, skills, competence, or working practices, eg courses, development programmes, vocational training, structured staff development activities, attendance at meetings and conferences, secondments, development of educational materials, curriculum enhancement and active involvement with professional bodies.
Staff development is a key contributor to the success of individuals and ultimately to the success of the University as a whole. This is important for the University in maintaining and enhancing its national and international reputation in teaching and research and in ensuring good management within the institution.
5. Equality
There will be equality of access to staff development opportunities for all university staff. No member of staff will be treated less favourably on the grounds of sex (including gender reassignment), marital or parental status, race, ethnic or national origin, colour, disability, sexual orientation, religion, or age.
6. Involvement in staff development
The following have a role in staff development:
- individuals
- institutions (departments, faculties, divisions, colleges)
- CPPD team
- other university institutions
7. Role of the individual
When individuals are appointed to a new role, an assessment of their skills and the duties that they are to perform will lead naturally to the identification of their needs for training and staff development. In addition, development needs may be identified in a variety of ways, e.g. by skills audit, by peer review and feedback, by appraisal, by feedback from others including students, and by reflection on current practice.
Individual members of staff of the University are encouraged to take responsibility for their own professional and career development, guided by mentors and other colleagues as appropriate. All are invited to take advantage of departmental, faculty, college and centrally-provided opportunities for staff development, according to the demands of their particular role.
8. Role of the institution
Heads of Institutions are expected to ensure that all staff employed in their institutions receive appropriate advice and support towards identifying their development needs through the appraisal process and by other means, and to ensure that staff then engage in development activities, as appropriate, to address these needs, when necessary being released from their duties to attend.
Heads will make their own arrangements for encouraging and facilitating staff development. In most institutions a Staff Development Co-ordinator will be available to provide advice, support and information in conjunction with members of the CPPD team. The Staff Development Co-ordinator will be a key point of contact between the institution and Staff Development.
9. Role of CPPD
The CPPD team is responsible for the following:
- establishing centrally organised staff development activities
- liaising with other providers of staff development within the university eg Computing Service, Safety Division, Finance Division
- developing partnerships with relevant bodies and sections, both internal and external to the University
- communicating information regarding staff development opportunities
- delivering and offering guidance on local staff development initiatives in departments, faculties, divisions and colleges
- working with individuals to meet development needs
- supporting Committees dealing with staff development policy and procedures
- contributing to and implementing the staff development elements of current University strategies, including the Human Resources Strategy and the Learning and Teaching Strategy
- reporting on and monitoring staff development activity
- assessing the quality of its provision
One of the specific ways in which individuals can gain access to staff development activities is by the central programme, details of which are on the University's website.
In addition to the central programme, the CPPD team also organises and/or delivers tailored courses for institutions; individual development; consultancy activities; development for young people; a specialised programme for new teaching staff and support with obtaining membership of ILTHE (the Institute for Learning and Teaching in Higher Education).
10. Role of other University institutions
Specialist staff development activities are provided by a number of other institutions across the University. The CPPD team works closely with a number of these in order to deliver a comprehensive range of development opportunities for staff. They include the Disability Resource Centre, the Computing Service, Finance Division, Safety Division, Fire Safety, Occupational Health and the Language Centre. Contact details for these institutions can be found on the website.
11. Quality Assurance
The CPPD team will evaluate its provision by verbal feedback, questionnaire, feedback from others and self-assessment, and will review practice within the section in areas such as course administration and customer service. An annual report and statistics on the level and type of activity will be submitted to the CPPD Committee. Regular Quality Reviews of the CPPD team and its activities, including external audit, will be undertaken.
12. Resourcing this policy
There are a variety of sources of staff development resource within the University. These include central budgetary provision, academic institutions and other areas such as the Computing Service and Finance. These resources comprise staff, finance and accommodation.
The CPPD section currently has a staff team of ten. A budget of £221,300 is currently allocated from central University funds. This provides resources for a range of activity, including the delivery of the central staff development programme; vocational training; the Young Employees Programme and first year membership for individuals joining ILTHE.
In addition, the Human Resources Strategy and the Learning and Teaching Strategy provide finance and staff for specific projects eg training for graduate teaching assistants, courses in undergraduate selection interviewing and implementing staff development for academic-related staff. From time to time, additional University funds are made available for particular initiatives eg the development of the Programme in Higher Education Practice for new Teaching Officers.
13. Further information
A Staff Development Action Plan will list the activities and targets of the CPPD team over the next three years. This action plan will encompass relevant targets from the Human Resources and Learning and Teaching Strategies.