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Global staff development policy
Introduction
Monash University global staff development policy statement
- Monash staff are central to the university's endeavours and staff development is the means by which Monash can ensure that staff are fully equipped with the knowledge, understanding and skills required to achieve the University's goals and objectives as outlined on Monash Directions 2025.
- Staff development must be integrated into the university's functioning, as an essential part of planning, management and working practice in which staff development programs and activities are based on identified needs, developed consultatively, and reflect organisational priorities.
- Staff development strategies are planned in partnership between staff and their supervisors and, where appropriate, through the university's performance management processes.
- Consistent with establishing Monash as an "Employer of Choice", staff development productively balances individual and organisational needs. The university is committed to providing staff development that enhances career opportunities, supports ongoing professional development and optimises the quality of working life, while improving workplace productivity.
- Monash is committed to equity in its provision of opportunities for staff to learn and develop and staff development strategies support the implementation of the university's Equal Opportunity Policy.
- Monash operates in a global context, and the university will ensure that the staff development strategy developed under this policy for a particular country will be managed in compliance with the laws applying in that country or region.
Staff development activities
- Staff development at Monash occurs through a range of formal and informal work related activities. These include:
- staff development courses - internal and external
- outside studies programs
- career development awards and fellowships
- on-the-job training
- attendance at conferences and seminars
- award courses
- study leave
- coaching
- mentoring
- self-directed learning
- institutional secondments and exchange
- international experience
- job rotation/lateral transfers
- acting in a higher position
- membership of committees, working parties or taskforces
- involvement with professional networks and associations.
Principles of staff development
This policy is based on the following principles that should be adhered to by all those responsible for its implementation -:
- The university's performance management processes are the primary means of identifying the learning and development needs of staff.
- Based on their professional qualifications, discipline expertise, knowledge and prior experience, university staff also initiate development activities and hence facilitate organisational learning.
- Staff development is regarded as a legitimate form of work activity.
- Focus areas for staff development addressing organisational and work unit priorities are drawn from Monash planning documents.
- Some development and training may be mandatory by workplace agreement, external legislation and/or university policy. Refer to Enterprise Agreements, AWA Terms and Benefits Policies, Occupational Health, Safety and Environment and Equity & Diversity Policies & Procedures page
- All staff are eligible for staff development in some form, and equitable opportunity applies to access and participation by all staff.
- The development of staff is a responsibility shared by individual staff members, supervisors, managers, and the university.
- Managers and supervisors are expected to ensure access to relevant staff development activities for individuals and groups of staff.
- All staff are encouraged and required to take responsibility for their own learning, to develop personal goals, to record and reflect on their own development and to assist in developing others.
- Staff development draws on the knowledge, skills, professional and discipline-based expertise of Monash staff, as well as on relevant courses provided by the university.
- Development activities should meet an agreed learning need, have clearly defined outcomes and be designed to cater for a range of learning styles.
- Monash is committed to the principles of organisational learning by which all staff are encouraged to learn and to contribute to the continuous improvement of the organisation.
Definition of terms
Staff Development
Staff development refers to the institutional policies, programs, and activities that facilitate and support staff in meeting their development needs in ways that are consistent with the stated and anticipated goals and the university, and that contribute to the achievement of those goals.
'Staff development' and 'professional development' are read as one.
Staff
All paid employees of the university.
Purpose
Staff development serves many purposes, among the most important are:
- to develop the skills of staff so that they carry out their current and future roles more efficiently and effectively and derive greater job satisfaction;
- to develop specific skills required by legislation or policy;
- to support staff facing demands brought about by new roles;
- to assist staff in defining their need for professional development; and
- planning their careers and
- to further the organisational development of the university.
Scope
All staff
Staff development addresses the work-related needs of all staff. Staff should be given the opportunity to participate in relevant programs and activities, which are, in principle, open to all.
Restricted activities
Some activities may be restricted to certain classifications of staff, such as head of administrative units or academic departments, or to specific groups of staff where particular needs have been identified. Any criteria restricting access should be made available to staff on request and should have regard for the University's Equal Opportunity Policy.
Range of activities
The following range of activities are included in staff development:
- Outside Studies Programs;
- Conferences and fieldwork;
- Staff study support program;
- Training courses;
- Secondment to other institutions; and
- Staff exchanges.
Responsibility
Organisational responsibility
- The commitment of the university as a whole is vital in providing an environment in which staff potential may be realised. Supervisory staff at all organisational levels are responsible for facilitating and/or delivering appropriate professional development for their staff.
- Heads of academic and administrative units are directly responsible for the identification of the developmental needs of their staff and for ensuring that these needs are addressed.
- The heads are also expected to support the staff development opportunities provided by encouraging and facilitating participation by their staff, as participants, organisers or leaders. Academic heads of department are to establish mentoring arrangements for their Academic staff as one way to encourage consultation between staff to discuss career options, aspirations and progress towards goals within duties and responsibilities as specified by the head of department. Another way to identify and support the development needs of staff is through effective implementation of the relevant performance management scheme.
- While the university and the administrative heads of areas accept the need to provide the necessary support and encouragement, the individual members of staff must accept the major responsibility for the continual development of their own work-related skills and knowledge.
Providers
Faculties, departments and administrative units
Within the faculties, the deans, heads of department and the Associate Deans (teaching), or their equivalents, have responsibility for staff development programs tailored to the needs of their constituents. Heads of administrative branches/units have similar responsibilities towards their staff. In planning and conducting these activities, assistance may be sought from a number of central service providers, for example: Staff Development Unit
The Staff Development Unit (SDU), provides a range of strategically focused learning and development opportunities for academic and General staff with programs and services addressing organisational and individual needs. These include:
- Performance Management - information, advice, supervisor training and support for the Performance Management Schemes for Academic and for General staff;
- Formal development and training programs addressing staff selection, induction, work skills and career development, and leadership and management;
- Internal consulting and referral service;
- IT training in desktop applications;
- General staff awards and fellowships;
- Resources for self-directed learning.
For further details about the professional development opportunities provided by the Staff Development Unit, please refer to the SDU website.
Higher Education Development Unit, part of The Centre for Learning and Teaching Support (CeLTS)
Within the Centre for Teaching and Learning Support (CeLTS), the Higher Education Development Unit (HEDU) assists the university in improving the quality and effectiveness of teaching and other academic and professional activities.
In particular, it offers:
- an induction to teaching program;
- an accredited Graduate Certificate in Higher Education; a 4 unit program which is part of Monash academic probation requirements, delivered flexibly to ensure accessibility to staff
- centralised and faculty/department/school based workshops on aspects of learning and teaching, conducted regularly
- advice and support on a confidential basis to Academic staff on any aspect of their professional dutied and career development
- a resource collection of books, journals and multi media materials on teaching and learning;
For further details about the professional development opportunities provided by the Higher Education Development Unit
Administrative Divisions
The various central administrative divisions under the Deputy Vice-Chancellor and Vice-President (Resources) are responsible for the provision of staff development aimed at ensuring that their university client groups are equipped with the knowledge necessary to use the support services and procedures efficiently and effectively. The Human Resources Division, Financial Resources Management and Corporate Finance Divisions are such providers.
Other specialist providers
There are many specialist providers of staff development within the university community. These include:
Quality Assurance
Staff development programs will only be offered in response to a demonstrated need. Evaluation of staff development programs at their conclusion is an expectation of each provider. Major staff development programs are subjected to in-depth evaluation to provide assurance that positive change has occurred and/or that skills imparted are being applied competently. Providers are required to maintain adequate records of programs and participants.
Recognition
Staff who participate in professional development activities should draw the acquisition of these new skills and knowledge to the attention of the university while undertaking their annual review as part of the university's performance management processes when applying for a new appointment, promotion or transfer to higher duties. The university has the responsibility to take these activities into account.
Publicity
Staff development activities and opportunities made available to staff should be publicised across all campuses, and all efforts should be made to employ electronic systems of dissemination rather than the more costly print-based formats.
Contribution of university staff
The professional expertise and skills of Monash University staff should be used as much as possible in staff development programs. Deans, heads of departments and branches/units are expected to support these programs by encouraging participation of their staff as course leaders and organisers.
Confidentiality
Members of staff seeking assistance on professional development issues have a right to expect that sensitive issues that are discussed will be treated in confidence. |
