Updated September 2009
3. RESPONSIBILITIES
Sub Contents
3.1 Corporate Policy, Strategy and Provision
Oversight and co-ordination of corporate provision is provided by the
Staff Development Steering Group (SDSG) (SDSG), chaired by the Director of Human Resources. The SDSG seeks to ensure that:
- Staff development strategy, policies and interventions are linked to the University’s Strategy.
- A 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 be outlined in the
Staff Development Directory (at the time of going to print this is under development and may be renamed/reformatted once the ‘competencies’ project is complete).
- Where feasible a centrally provided programme of events and/or a repository of resources for all categories of staff is planned and provided in response to the needs of the University, and individuals as identified in Personal and Professional Development Plans. The programme and resources can be accessed through the
Staff Development Web-Site, which also links to appropriate resources and support through
myBU.
- Support is provided for managers, team leaders and appraisers in fulfilment of their responsibilities relating to staff development.
- Members network with other institutions, external organisations, national and regional bodies to share and promote good practice, to engage in co-operative ventures, for bench-marking purposes and use the knowledge gained to inform the University’s staff development provision
- Key Staff Development Priorities for the University are identified and implemented on an annual basis
- The Annual Report on Staff Development is presented to the Senior Management Team and Human Resources Committee of the Board
3.2 Appraiser/Line Management Responsibility
Support will be provided for managers, team leaders and appraisers in fulfilment of their responsibilities relating to staff development.
Managers have a responsibility to ensure that staff are appropriately supported in their personal and professional development in order to ensure that staff develop the knowledge, skills and behaviours necessary for the fulfilment of their roles and to enhance job satisfaction. In particular Managers have specific responsibilities to ensure that:
- New staff engage fully with induction activities and resources at both local and institutional level
- New staff are provided with opportunities for appropriate short-term development during the course of their probationary period
- Staff development needs are identified at team as well as individual level
- Staff are properly briefed on processes and resources relating to appraisal and long-term and short-term personal and professional development planning and supported in their implementation
- Staff have the opportunity to apply what they have learned through the course of appropriate staff development activity
- Where the University supports staff development activity through financial or other measures for corporate benefit, that the experience/knowledge gained by individuals is shared and disseminated to the wider University community as appropriate
- Ongoing monitoring and evaluation of staff development activity takes place in the workplace in order to monitor the effectiveness of provision and the transfer of learning to the workplace
3.3 Individual Responsibility
Staff development is most effective when the individual takes responsibility for their own development and takes an active part in its planning and evaluation. Each member of staff is encouraged to develop a Personal and Professional Development Plan (PPDP) as part of the
Performance Appraisal Review to support them in helping to deliver the University’s objectives and to further develop their individual and career aspirations. PPDP may also be used as a tool to facilitate succession planning and to foster and develop potential.
In particular individual staff have a responsibility to:
- Engage with appraisal and personal and professional development planning and identifying their personal development needs
- Update and maintain their Personal and Professional Development Plan as appropriate on a regular basis
- Engage with appropriate agreed staff development activities as identified by them or their line manager
- Apply what they have learned through the course of any staff development activity
- Identify opportunities to improve their performance and contribution
- Keep a record of their achievements and staff development activities and bring relevant information for consideration to their Appraisal and Performance Review.
Download the Staff Development Policy in PDF or continue viewing online using the links below
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