Professional staff career development program
The Professional Staff Career Development Program supports professional employees in their continued workplace development within the University and is available for approved professional development activities. The program operates in addition to and supplements programs already offered by the University through the Professional Learning Calendar, and other University work units.
The program supports professional development activities, identified through the annual performance management and career development process, which align with University goals and priorities and will be of mutual benefit to the employee and the University.
Applications are strongly encouraged from Aboriginal and Torres Strait Islander employees and from employees at HEW 4 and below.
The University encourages staff to develop their capability through a broad range of activities, including (but not limited to) the following:
- Staff development programs run both virtually and in person through the Professional Learning Calendar and Blackboard
- On-the-job training including induction and guidance from supervisors/managers
- Participation in mentoring, as a mentor or a mentee; (see Employee Mentor Program)
Were internal staff development activities are not available for specific skills or knowledge requirements, staff may apply to undertake online (external) development programs.
It is the University’s preference that online development activities are sort. Employees will be asked to provide justification for any application to attend face-to-face off-site programs and activities, and they must be able to demonstrate that no online alternatives are available.
Continuing and fixed-term professional employees (HEW 1 – 10) with at least 12 months service and two years remaining within an existing contract as at the closing date of applications are eligible to apply.
Applications that do not meet the eligibility requirements, may be approved by the Director, HR Services in exceptional circumstances.
A limit of one successful application per employee every three years applies.
Group, team and retrospective applications will not be considered.
Applications will be assessed on merit with consideration being given to the quality and value of the proposed development activity, as well as the relevance of the activity to the employee’s current and proposed career path, and the opportunities to share skills and knowledge with other staff and the University.
A Career development program application - professional employees is to be completed by the employee and their supervisor and submitted when the annual call for applications is made each year. The employee will also be required to share their learnings on return from the development activity. A Career development program - Shared learning proposal is to be submitted with their application.
The employee’s most recent Performance Review Plan (PRP) and current position description are to be attached to their application.
Funds will be allocated through an application process facilitated through HR Services. Funds are expected to cover the entire costs of the activity or program. Where approval is sort for external face-to-face activities, costs are to include reasonable associated travel and accommodation.
Employees may be required to contribute to the cost of their participation where the cost of the activity or program exceeds the financial limit as designated by the University Executive (up to a maximum of $5,000 but may vary from time to time) or where personal accreditation is provided due to completion of the program. Awarded funds must be spent within 12 months.
HR Services will call for applications in March each year following the annual performance review process.
Applications will be considered by a Committee consisting of:
- Director, Human Resources (Chair)
- One Head of Work Unit
- One Team Leader
- One HR Manager.
In considering applications, the level of contribution already provided to the employee in the previous three year period will be assessed (including paid study leave, study assistance, external and internal training or development programs completed). The Committee will also review each employee’s PRP and position description and take into account their supervisor’s feedback regarding performance.
Where an employee’s application is not approved, they will be provided with feedback regarding the Committee’s decision and will be eligible to apply for financial support in the following year’s program.
Successful applicants are required to note the program or activity within their PRP. They will also be required to share their learnings with their supervisor and team, and provide evidence of this through the completed Career development program - Shared learning proposal.
All assistance provided through the Professional Staff Career Development Program will be centrally recorded.