Staff Development

The University of Western Australia is committed to optimising opportunities for all staff to improve their levels of skills and knowledge to improve the quality of workplace productivity and staff satisfaction. The development of staff is a joint responsibility shared by individual staff members, managers and supervisors, and the institution. Individual staff members are encouraged to seek appropriate developmental opportunities both within the University and externally. Managers and supervisors are expected to ensure access to relevant staff development activities for individuals, including secondments and acting positions, and for groups of staff.

Staff development at the University is designed to assist staff in meeting new demands through a range of developmental and skill building activities. Central support is provided for all staff by Organisational and Staff Development Services and through a range of school and faculty initiatives, and for academic staff through study leave.

Staff new to the University are provided with a range of development opportunities, including a Staff Orientation, Teaching and Learning and Research Orientations, and a range of workshops relating to University processes and systems.

Teaching-related academic staff are advised at appointment that they should participate in Foundations of Teaching and Learning within their first two years of appointment. Heads of school are strongly encouraged to support this attendance by reduced teaching loads wherever possible. Additional workshops, courses and individual support are offered through the Centre for the Advancement of Teaching and Learning. These include central support and faculty-based initiatives.

The University wishes to see all new staff provided with appropriate induction and orientation to the organisation and to their new role. This is both a central responsibility and the responsibility of the school in which the new staff members works.

Organisational and Staff Development Services provides an orientation programme twice yearly before the start of each semester. It also has a number of items of information which can be useful to staff members.

It is the responsibility of each school to provide an induction to the workplace for new staff. An outline of a comprehensive induction program is set out in Attachment 6-2, "Welcoming a New Staff Member to Your School".

Staff Development

1.1   Only general staff are eligible to apply.

To qualify for a full grant the staff member should be .5 or more. Grants will be awarded on a pro rata basis to staff working less than .5.

1.2   Preference will be given to courses, workshops, conferences and other staff development activities which enhance skills and knowledge leading to a demonstrable contribution to the work and productivity of the University.

The purpose of this fund is to support activities of a developmental nature for the staff member concerned. For example, the presentation of research findings for the sole purpose of the dissemination of information would not be supported.

Courses, workshops and conferences with wide-ranging benefits are more likely to receive favourable attention than those programmes which are specific to particular projects.

1.3   Applications will only be considered where they meet the criteria in 1.1 and 1.2 above and indicate that schools/sections agree to make at least a 50% contribution to the cost of the programme or contribute an amount equal to the grant requested.

1.4   The maximum amount of a grant is $750.

1.5   Applications to attend in-house and local programmes will be particularly encouraged; except in exceptional circumstances applications for external programmes are unlikely to receive funding if such programmes are provided internally, e.g. OSDS. Interstate and overseas programmes will be supported only where no similar opportunities are available locally.

1.6   Financial support will not be provided from this fund for a programme which leads to a formal qualification, e.g. degree, diploma, etc.

Financial support will not be provided from this fund for the cost of subscriptions, annual membership fees etc. registered in the name of staff members.

1.7   A member of staff will receive no more than one full grant every two years. Where there is a large number of applicants, preference will be given to applicants whose position has not been awarded a grant within a two year period.

1.8   Applications must be received by OSDS before the course, workshop or conference takes place.

1.9   Generally grants will be payable in respect of actual registration/workshop fees, airfares and accommodation, rather than per diem allowances/rates. Applicants are expected to obtain the best possible prices for all of these items, for example Apex airfares, student or inexpensive hotel/motel accommodation, early-bird registrations.

1.10   If a course, workshop or conference is attended by the applicant before the application has been considered and if the application is successful, the school/section or individual will be reimbursed the amount awarded by the Committee.

1.11   To extend the benefits of staff development activities beyond the grant recipient, staff who receive grants are asked to share information about the staff development activity for which they receive funding with other staff members on request. Details of grants awarded, activities attended and grant recipients' names and contact details will be published in UWA News at regular intervals. Interested staff will be encouraged to contact grant recipients for feedback on programmes, access to conference proceedings, etc.

1.12   Grant recipients may be required to submit an evaluation of the activity to the school/section, or to provide an information-sharing session for other staff members. This is at the discretion of the staff member's head of school/section or supervisor.

1.13   Generally only one person from a school/section will be awarded a grant to attend a particular programme. Where there are a large number of applications in one round the Committee is likely to award only one grant per school/section.

2.1   Application forms can be downloaded here or available from Organisational and Staff Development Services by calling extension 1504.

2.2   Applications are considered by the Staff Development Grants Committee comprising general staff representatives. The Committee meets three times per year. The closing dates for applications for Staff Development Grants for General Staff for 2009 are:

• Thursday 19 March 2009
• Wednesday 8 July 2009
• Wednesday 23 September 2009

2.3   Successful and unsuccessful applicants will be advised by letter approximately four weeks after the closing date.

For further information contact the Organisational and Staff Development Services on extension 1504 or email: osds-office@admin.uwa.edu.au.

Participation in a programme of interchange of personnel with outside organisations may be approved by the Dean, Registrar or Executive Director (Finance and Resources) on the recommendation of the head of school or administrative area where it can be established that the exchange will be beneficial to the University, the organisation concerned and the individual staff members involved.

Staff members participating in an approved exchange or placement programme will be regarded as being on duty at the University with all existing and accruing rights preserved.

The University will ensure that, in respect of its own staff,

• salary and allowance payments continue uninterrupted with any recoup being arranged by the University direct with the other organisation;
• leave and other entitlements continue to accrue in accordance with normal conditions of service. (Specific agreement on leave arrangements should be reached with the other organisation before the exchange takes effect).

The University will agree to employ the exchange or placement staff member in conformity with any agreement arranged between the University and the other organisation.

General issues regarding staff exchanges:

• Any exchange or placement agreement between the University and another organisation will identify the officer to whom the exchange or placement staff member will be responsible.
• If disciplinary action is required during the period of the exchange or placement, it will be initiated by the organisation to which the exchange or placement staff member is attached and administered in consultation with the employing organisation.
• Exchanges or placements would generally be arranged for periods between three and six months, depending on the circumstances, and can be terminated only if both parties agree.
• Reciprocal arrangements may be negotiated where requested in any particular case but reciprocity need not be simultaneous nor in the same employment field.

A general staff member who is interested in enrolling as a part time student in a formal course of study approved by the Vice Chancellor is eligible to apply for time off with pay. This is in accordance with the General Staff Agreement 2009. An application form can be download here.

A Dean, following consultation with the Director, Human Resources, may grant to a member of general staff who is classified HEE 10 or above or whose salary is tied to an academic salary, leave for study or other special purposes approved by the Dean.

Refer Study Leave.

The University of Western Australia aims to attract and retain staff of the highest quality and to provide a working environment which will enable staff to maximise their contribution to the achievement of the University’s mission and goals.

Encouragement of professional development is an integral part of the University’s mission and strategic plan and the University has established an Organisation and Staff Development Services to co-ordinate such activity.

Reimbursement for Student Contribution Amount

A new staff member's view of the University and your school is strongly influenced by the impressions formed during the first week on the job, and in particular by those of the first day. A well thought-out induction can help ensure that these impressions are positive and that the staff member is able to settle comfortably and quickly into his or her new job. It is important to take this opportunity to make the new staff member feel welcome and show the valued role he or she is to play within your school.

Generally it is useful to pace the induction activities so that the staff member is not overwhelmed on the first day. By the end of the first month the staff member will need to have received most of the necessary information and support. The designation of activities is best judged by someone familiar with the department's functioning – that is why this guide has been designed to be used in conjunction with your experience.

It is probably wise not to 'bombard' new staff with too much new information on the first day. Provide sufficient information so the staff member has something to work with and knows where to go with questions.

A number of school staff members may be involved in providing the induction programme (e.g. head of school, administrative officer or secretary, colleagues, etc.) and will have varying degrees of contact with the staff member on the first day.

Some suggestions for the first day include:

1. Be punctual when greeting the new staff member.

2. Be enthusiastic and sincere.
3. Explain your role within the school and in the staff member's induction programme.

Make yourself available and accessible to the new staff member as much as possible during the first week, or ensure that someone else (a peer support) can fill this role when questions arise or assistance is required. Check the new staff member's reactions to the first few days. Ask if there is anything else you can do to assist the staff member's adjustment.

You might consider arranging regular meetings during the first month so that you can answer any questions the staff member may have and provide some general feedback. Also, frequent informal meetings, such as morning tea, will reduce the likelihood of the new staff member feeling isolated after the high contact in the initial week.

Now is an ideal time for the supervisor to discuss the staff member's progress. Good work should be recognised and any remaining transition issues should be resolved. You might also like to discuss staff development resources and opportunities in more detail.

Sample checklists have been developed to assist you in preparing for the induction programme. This may of course be adapted to suit your School and the needs of the individual.

It is recommended that as part of the induction process at the School level that the new staff member is matched with a peer support person.

The peer support may be someone who has worked at the University for some time and who might for example:

• assist the new staff member in settling into the School;
• provide information about the culture of the University;
• provide basic information regarding the University's wide range of facilities, including shops, lunch venues, recreational activities etc;.
• be a friendly point of contact for any questions;
• ensure that the new staff member is not isolated.

The peer support is not intended to be a mentor who provides assistance with career planning and the achievement of professional goals and objectives.

In addition new international staff members have access to a mentoring programme, details of which can be found at Mentoring.

Organisational and Staff Development Services hosts a formal orientation programme at the start of each semester. All staff members who have joined the University during the previous six months are invited to attend. The new staff are officially welcomed by the Vice-Chancellor and others holding senior positions within the University. Staff are given a broad perspective of the University's mission and functioning, as well as information about the services and facilities provided by a number of sections on campus. The orientation programme also includes specific programmes for staff who will be involved in teaching and learning, research and who may be in a leadership role.

Further information regarding departmental induction or the University's orientation programme can be obtained by contacting Claire Webb on 6488 3986.