University Policy. for. Staff Development and Training

Transcription

1 University Policy for Staff Development and Training

2 University of East Anglia University Policy for Staff Development and Training 1. Statement of Policy and Principles This policy sets out the University s commitment to the current and future development of its staff. The University s Corporate Plan recognises that academic and professional excellence is essential in meeting our institution s future goals and ambitions: Success will depend on attracting, rewarding, motivating and retaining the most able and committed academic, research and administrative/support staff from all communities. The University acknowledges that as an educational provider it has a unique responsibility to support and encourage the continuous learning and development of staff, and is committed to the promotion of staff development and training. Staff development is defined as: Policies, procedures and practice designed by the Institution to develop the knowledge, skills and awareness of staff and by so doing, improve the effectiveness and efficiency of the individual and the institution. Staff development encompasses a broad range of learning activities undertaken by individuals, teams and departments. This may include: Training courses and programmes(face to face and on-line) Conferences and seminars Study for academic and professional qualifications Coaching and mentoring On the job learning/work shadowing Secondments Private study and reflection Collaboration with others Networking opportunities 2. Scope The University interprets staff development as referring to all categories of its staff, for whom appropriate provision must be made. It recognises that the efficient and effective functioning of the institution depends on its support for and provision of staff development and training for academic, academic-related and non-teaching staff alike at all levels, including those working on a part-time or fixed-term basis. 3. Aims of Staff Development and Training: to help individual staff acquire knowledge, skills or awareness which will allow them to fulfil current responsibilities more effectively; 1

3 to help groups of staff or Faculties/Schools/Units work more effectively together as a team; to help individuals or groups of staff meet the demands placed on them by organisational change and development at either University or Faculty/School/Unit level: to help individuals develop the skills, knowledge, expertise and/or qualifications which will equip them for future career development; to enable staff who acquire new skills to have these recognised, and find appropriate opportunities to exercise them in their employment; to contribute to the general education and welfare of staff. 4. Responsibility for Staff Development and Training Staff development is the responsibility of all staff: Individuals have responsibility for: reflecting on the evolving character of their work and future career aspirations and identifying their own staff development needs; discussing with their Dean/Head of Unit or other appropriate forum the staff development needs arising from their own reflection and the needs of the Faculty/School/Unit and establishing priorities; seeking out and participating actively in forms of staff development and training which will help them to meet agreed needs; applying newly developed knowledge and skills in their work as appropriate. The Head of School/Unit and Individual Line Managers have responsibility for: helping staff develop their performance and effectiveness; assisting staff in the identification of career development and training needs on a day-to-day basis and through formal procedures such as the annual review and the appraisal process; evaluating the effectiveness of training and development undertaken by staff: ensuring that as far as possible the training or development need is met where it is agreed that it is in the interest of the Faculty/School/Unit and the individual; identifying organisational changes or developments whose implementation will be assisted by the provision for the individuals or groups concerned of 2

4 appropriate training and support; ensuring that training and development opportunities are supported in accordance with the University s policy on Equality and Diversity, and that access is equitable and fair. The Head of the Centre for Staff and Educational Development has responsibility for: devising, organising, running, monitoring and evaluating the effectiveness of the in-house training programme; cost-effective utilisation of external training courses, and the use of other external resources; initiation and monitoring of training activities within and between Faculties/Schools/Units and collaboration on activities where appropriate; providing specific advice on training and career development to managers and staff; co-ordination of identification of training needs; providing information to staff on the opportunities for staff development and training both internally and externally; liaison and co-operation with other training and development organisations; managing the central training fund. advising Executive Team on matters in relation to the development and training of all categories of staff; exercising an overview of all staff development and training activities; liaising with Deans, Heads of School and other heads of spending units in identifying and meeting staff development and training needs; liaison with other relevant Committees within the University aligning staff development activities and initiatives with the University s HR, Equality and Diversity strategies, and Corporate Plan The Executive Team has responsibility for: promoting a climate that encourages continuous learning, supports aspirations and nurtures talent providing the space and resources to ensure that learning and individual development can take place 3

5 ensuring that staff development is recognised as a strategic imperative to meet the needs and future plans of the University 5. Staff Development and Training Policy Guidelines Guidelines for applying for funds, criteria for funding, attendance requirements and training provision are attached as Appendix 1. 4

6 Appendix 1 Central Staff Development and Training Policy Guidelines Courses provided by CSED within the University are free of charge to any member of staff. In exceptional circumstances, a charge will be made to Schools or departments e.g. where the course is specially commissioned for a particular School and where significant costs are incurred. As a general rule, fees for external courses and conferences are the responsibility of the relevant School, Faculty or Division. Guidance about this and other issues is given below. 1. External Courses 2. UEA Degree Courses 3. UEA Staff Development and Training Programme 1. EXTERNAL COURSES Criteria for funding All applications for funding must be submitted to the Head of School or Division before the course or activity takes place. All applications should be looked at in the light of the Staff Development Policy, previously determined priorities for expenditure and the need to manage the training budget in an equitable way. In appropriate cases applicants will be invited to make a contribution towards the total cost. In reaching a decision the following factors will be taken into account: relevance to the individual's job and future career and personal development taking to account his/her current level of experience and qualifications; relevance to the organisational objectives of the Faculty/School/Unit and the University; cover - that the Faculty/School/Unit can cope with the extra demands resulting from attendance; the training to be by the most cost-effective method. External Courses leading to a qualification Day Release Courses The term 'day release' is applied to courses where attendance is during normal working hours on one or more days per week. Staff granted day release must be prepared to attend evening 5

7 classes where these are an integral part of the course. If attendance is approved funding will be provided to cover the course fee and examination fee. Normally support for succeeding years will only be given where staff show satisfactory progress in their studies and have passed all appropriate examinations/coursework for each year. Distance Learning Qualifications Applications for a contribution towards the cost of a distance learning qualification will be considered where it can be demonstrated that the course of study is relevant to the individual's job and is in the managerial interest of the School/Unit. Condition of Assistance/Support It will be a condition of the support that the member of staff will undertake to study and sit for the appropriate examinations, and/or submit required coursework at the agreed date. Except in exceptional circumstances staff who discontinue the course without the consent of their manager or Head of School and the Head of Staff and Educational Development may be required to repay the whole of the award made to them. Leave of absence Leave of absence with pay will be granted to staff sitting examinations associated with an approved course of training including travelling time. In addition study leave may be granted immediately prior to the examinations. The amount of study leave will be determined by the Head of School or manager and will depend on the course of study concerned with leave comprising alternate days of special paid leave and annual leave. Other external courses, workshops and seminars Applications for assistance with any of the above forms of staff development will be considered in the light of the criteria set out under "Criteria for Funding". Funds will not normally be available for attendance at an academic subject conference. Normally the course fee only will be met from the central training budget and the Schools/Units will be expected to meet travel costs and expenses. 2. UEA DEGREE COURSES Conditions and Costs Members of the University staff are eligible to apply to register for UEA degree courses and if accepted pay the same rates as other students for higher doctorates (ScD, L.H.D.) and full cost programmes such as the Master in Business Administration (MBA). Full-time University employees will not be charged fees when registering for a part-time degree. Part-time employees will also benefit from fees remission on a pro-rata basis. There will, however, be a qualifying period of three years' continuous employment before any employee will be allowed to benefit from fees remission. Where staff are employed with the expectation that they will register for a higher degree (for example, research assistants/associates or graduate teaching assistants), the qualifying 6

8 period will be waived and registering for the higher degree made a formal condition of employment. Where academic staff have been appointed and the Head of the School considers that the employee should register for a higher degree, he or she may request that the Director of Human Resources waive the qualifying period, in which case the requirement to register for a higher degree will be made a condition of employment, either on appointment or later. Employees of the Affiliated Institutes, whether full-time or part-time, and registered for a parttime degree at UEA, will pay three-quarters of the normal fee for the course. Staff who register for a part-time degree are advised that they will require approval from their Head of School or manager where attendance requires an individual to request a change in working hours. Master in Business Administration Funding will be available for one place on each intake for a member of University staff providing that the candidate is successful in gaining a place and the application meets the criteria set out under "Criteria for Funding". For further information contact the Norwich Business School. 3. UEA STAFF DEVELOPMENT AND TRAINING PROGRAMME Resources from the central training budget will be made available to offer a programme of development and training for University staff. The programme will cover areas related to the development of individuals within Schools/Units and the institution as a whole. Application should be made direct to CSED and where appropriate staff attending sessions must have approval from their Head of School or manager. No charge is made for attendance at these events, except in exceptional circumstances, e.g. where the course leads to an externally awarded qualification and the participant does not complete the course. CSED reserves the right to charge a cancellation fee for non-attendance on courses where insufficient notice is given. All staff should be encouraged to take advantage of the staff development and training programme offered centrally. If current central provision does not meet the specific learning needs of individuals or groups of staff, the Head of Staff Development should be contacted to explore alternative options. CSED may be able to offer a bespoke solution, but if this is not possible, the Head of Staff Development can recommend a cost effective external provider. Where faculties, schools and departments have established local arrangements and policies regarding staff development, the overarching principles and guidance contained in the central University Policy for Staff Development and Training still apply. October