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 Updated September 20094. IMPLEMENTATION OF THE STAFF DEVELOPMENT POLICYThe policy will be implemented by the preparation of plans, the allocation of resources and the monitoring, recording and evaluation of staff development activities. Sub Contents
4.1 Preparation of PlansThe Staff Development team within the Human Resources Directorate are responsible for working with Schools and Professional Services to plan staff development activities that will add value to the University. Staff Development needs to be set up in a way that ensures a high level of probable success. The diagram in the document Identifying and Meeting Staff Development Needs indicates the main areas for consideration and includes:
Schools and Professional Services should make their needs explicit under the staff development section of their Strategic Plan in order to inform and influence institutional staff development strategy. In addition members of the central Staff Development team work in partnership with School and Professional Services ‘business partners’ in order to maximise efficiency and cost effectiveness of central and local provision. The Deputy Deans will work with the central Staff Development team to discuss and promote staff development provision for academic staff. Schools and Professional Services will identify a Staff Development Link to work with the central Staff Development team to promote staff development provision for professional and support staff. An overview of University-wide staff development plans will be maintained by the Staff Development Steering Group, which will be responsible for identifying appropriate corporate provision in response to the plans and other external requirements 4.2 ResourcesResources for staff development will be specifically identified as a heading in School and Professional Service budgets. Accountability for the proper use of this budget lies with Deans and Directors of Professional Services. 4.2.i Central Staff Development Programme The University has a centrally provided Staff Development Programme, which is usually free of charge to staff. 4.2.ii Accreditation The University will undertake to review appropriate opportunities from time to time to accredit internal staff development programmes. Each School and Professional Service has a limited budget for staff development and for dealing with requests for support to enrol on cost or award-bearing programmes at BU or at other institutions or organisations. However, to ensure a level of consistency across the institution, any requests should be discussed in the context of the performance appraisal process and requests will be prioritised within the context of organisational, School or Professional Service objectives and priorities. A case should be made with reference to an individual’s appraisal objectives. It must be recognised that the budget for staff development is limited and not all requests may be met. Priority will be given to requests that progress the School/Professional Service strategic agenda. Other criteria which apply may include:
Approval for attendance at award-bearing programmes of study depends on the strategic importance of the award to the individual’s area of work and on the availability of funding. For attendance at all staff development events, individuals should seek approval in advance from their line manager. For external conference or workshop attendance, individuals should seek approval from their line manager and also indicate if they are intending to submit a proposal or have been invited to speak at the conference. Consideration needs to be given to the ways in which staff may be released to undertake development away from the workplace. Guidelines can be found in the University’s Guidelines on Personal and Professional Development Planning in the Guidance Notes in the University’s Performance Appraisal Scheme 4.2.iii Right to Request Time for Development The University provides the opportunity for staff to discuss and make plans for their personal and professional development needs as part of the performance appraisal process and provides a comprehensive programme of staff development activities. This is the University’s usual route for a member of staff to request time for development. In addition the University will consider requests for staff to take time off to attend appropriate development activities. Staff requests can be to undertake accredited programmes leading to a qualification, or for unaccredited development to help them develop specific skills relevant to their job, workplace or business. The University has a set procedure for dealing with such requests which can be found in the Staff Handbook. 4.3 Monitoring, Recording and Evaluation ActivitiesA framework/matrix of competencies/expectations and staff development activities, including mandatory activities, will be progressively developed for appropriate substantial categories/groups of staff and will provide a tool for monitoring engagement and involvement in appropriate staff development activities. Information regarding staff development expenditure and participation will be recorded by Staff Development for centrally provided activities. However, managers should ensure that other activities, including external ones, are appropriately recorded on the central HR system. (At the time of going to print guidelines on recording activity are under review.) All staff development activities should be evaluated for their effectiveness. The University will work with managers and providers of staff development to develop the most appropriate ways to evaluate the activities using the model below. This model has been influenced by the work of Kirkpatrick (1) and Kearns (2). This model also provides a focus for aligning staff development activities with organisational objectives. Level (Baseline) For individual activities, evaluation can commence at level one and continue as appropriate. Level 1 Level 2 Level 3 Level 4 (1) Kirkpatrick, D. (2007), The Four Levels of Evaluation, ASTD Download the Staff Development Policy in PDF or continue viewing online using the links below Web Version Contents
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