LJMU Policy and Strategy on Personal and Professional Staff Development
LJMU Personal and Professional Staff Development Policy
The University's Board of Governors, Vice-Chancellor and Strategic Management Group regards as essential the investment in the continuing development of all LJMU contracted staff, both as individuals and as contributors to society. The development of staff is crucial to successful growth and the fulfilment of our Mission, Purpose and Core Values. This commitment recognises that the success of the University is dependent upon the efforts and capability of all staff, and is intended to ensure the development of a flexible and well-motivated community, pro-active in achieving LJMU's corporate goals.
Staff Development - Definition
Staff development includes everything that is done by and for staff in order to enhance their work and career progression, in related knowledge, skills, attitudes and capabilities. It includes both internally organised activities as well as external continuous professional development activities.
For example participation in relevant courses, action learning sets, schemes of study, presenting papers at conferences, sabbaticals, undertaking self directed study and research projects, participation in cross-institutional or external working groups and networks, self assessment and process review/improvement teams, peer observation, shadowing, secondment, coaching, mentoring, IT skills, team, leadership and management development. The above list of examples is not exhaustive.
Purpose, aims and principles of Staff Development
Staff development aims to encourage the commitment and develop the capabilities of all staff in working towards excellence in the University's core functions of learning and teaching; forging closer links with employers and our local community; research, consultancy and enterprise.
All staff are expected to participate in development activities designed to improve the effectiveness and efficiency of the University's operations. Although involvement in staff development is often of a voluntary nature, participation will sometimes be a requirement for the allocation of certain duties especially staff with people management responsibilities. LJMU aims to ensure, within resource restraints, that everyone at the University has the opportunity to engage in development activity. To this end staff development budgets are devolved to Faculties, Schools and PVC Service teams.
The ongoing provision of 'Core' staff development activity is reviewed annually to meet emerging LJMU priorities to support new starters, refresher training for existing staff, staff whose roles are changing and to meet statutory and legislative requirements.
Policy Statement
Personal and professional development is recognised as a continuous process, involving:
i . Planned participation in individual, team, cross-team and organisational learning and improvement activities.
ii . Making use of the opportunities for development offered by everyday work activities and the overall University environment.
iii . Participating in voluntary work supporting the wider community contributing to corporate social responsibility. However this is discretionary and in accordance with business needs.
Through continuous professional development staff will be enabled:
- to understand and subscribe to the University's Mission, Purpose and Core Values;
- to perform their duties with maximum effectiveness and thereby contribute to the achievement of corporate development objectives;
- to enhance skills and expertise to further the development of the University, as well as their own career development;
- to understand their own and others' contributions to the University;
- to be innovative and positive in an ever changing work environment;
- to gain relevant national and international vocational and educational qualifications.
Priorities for staff development:
- Completion by all LJMU contracted staff of the on-line 'Diversity in the Workplace' Module
- Local induction and 'Core' sessions for new staff, refresher training and staff changing roles
- Local School/Service bespoke team and individual development linked to corporate and School/Service strategic policies
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Leadership and management development
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Continuous professional development for all staff
Staff development is driven by statutory and legislative requirements, the emerging needs of LJMU and locally identified individual and team requirements. This involves a proactive approach on the part of managers and individuals.
The development of staff members is a key responsibility for managers and involves working in collaboration with staff through the Personal Development and Performance Review process in order to:
- identify development needs, arising from the needs of the changing University, and individual interests where resources allow;
- provide effective support (including commitment to allocation of time and expenditure necessary for development activities), make contingency arrangements for staff cover as necessary;
- monitor and evaluate the impact of development activity in meeting identified personal, team and organisational needs;
The Staff Development team will:
- Actively promote equality of opportunity by ensuring that all staff development provision is accessible and equitable to staff;
- Support new staff in their induction to the University, refresher training for existing staff and staff whose roles are changing;
- Prepare staff for a structured approach to managing change in their work environment;
- Seek to prepare staff for changes in the work environment;
- Provision of externally accredited courses including; the Staff and Educational Development Association's (SEDA) 'Developing Professional Practice Award' (DPP) and Mentoring Theory and Practice (SEDA) Action Research Award, Institute of Leadership and Management programmes and the Chartered Institute of Environmental Health, Preparing to Teach in the Life Long Learning Sector (PTLLS);
- Pilot activities to help staff extend their knowledge, skills and capability;
- Share 'good practice' and promote high quality in its provision of staff development opportunities;
- Support Continuous Professional Development;
- Regularly consult with recognised Trade Unions, SMG, Directors, Managers, staff and students;
- Initiate activities to meet identified development needs, within the Corporate Strategic Plan;
- Provide a range of teaching and learning staff development opportunities including the Higher Education Academy accredited Postgraduate Certificate in Learning and Teaching in Higher Education and associated progression routes – Diploma and Masters;
- Provide 'Core', open, bespoke activity, team development, 1:1 coaching, MBTI profiling, Psychometric Testing;
- Market staff development opportunities internally and externally via all forms of communication;
- Provide information, advice and guidance on aspects of personal and professional development;
- Offer mediation service;
- Offer advice and guidance on maintaining Corporate Investors in People and Work-Life Balance quality standards.
The above list is not exhaustive.
The activities of the team and its associated relationships with other University staff development providers are subject to regular quality audit. In addition other specialist departments are responsible for institution-wide staff development for their respective functions in collaboration with the Staff Development team.
Learning and development planning, Personal Development and Performance Review, personal and CPD activity are subject to regular local quality audit at Faculty, School, PVC and Service levels.
For more information regarding the above please visit our website at http://www.ljmu.ac.uk/csd/
