CAREER DEVELOPMENT PROSPECTUS ... CAREER DEVELOPMENT PROSPECTUS 2014 | 03 The University of...

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  • Brought to you by Human Resource Services with the Centre for Teaching and Learning

    CAREER DEVELOPMENT PROSPECTUS

  • CAREER DEVELOPMENT PROSPECTUS 2014 | 02

    CONTENTS

    WELCOME 03

    CAREER DEVELOPMENT & PLANNING 04

    CENTRE FOR TEACHING AND LEARNING 06

    Current Challenges 06

    Academic Development 07

    Academic Technologies 07

    UONline Support 07

    Blended and Online Learning Design (BOLD) Team 07

    Teaching Spaces Support 07

    Learning Development 07

    ORIENTATION 08

    UON Orientation Briefing 09

    Welcome to Wollotuka 10

    Meet Your Executive Team 11

    GIPA, Privacy and Complaints Information 12

    EO Online 13

    LEADERSHIP & SUPERVISION 14

    Pathways to Performance 15

    Intro to the PRD for Managers 16

    Intro to the Leadership Framework for Managers 17

    ACCREDITED PROGRAMS 18

    Certificate IV in Frontline Management (BSB40807) 19

    Diploma of Management (BSB51107) 20

    Advanced Diploma of Management (BSB51107) 21

    CAREER DEVELOPMENT & WORKPLACE SKILLS 22

    Career Development Planning 23

    Effective Job Applications 24

    Effective Interview Skills 25

    One-on-One Career Sessions 26

    Service Excellence: a positive student experience 27

    Aboriginal and Torres Strait Islander Cultural Competency 28

    Using Time Effectively 29

    Effective Delegation 30

    Dealing with Difficult Situations 31

    Effective Presentation Skills 32

    Communications Workshops 33

    Minute Taking 34

    Report Writing 35

    Business Writing 36

    Records and Information Management 37

    HEALTH, SAFETY & WELLNESS 38

    Health and Safety at the University of Newcastle 39

    CPR Course 40

    Manual Handling 41

    Evacuation Warden (Basic) and First Attack Fire fighting 42

    Gas Handling Safety 43

    Senior First Aid 44

    Armed Robbery and Cash Handling 45

    Aggression Minimisation Training 46

    Laser Safety 47

    Chemwatch III Dangerous Goods Manifest 48

    HAZMAT Chemical Spill Training 49

    Radiation Safety Training in the Laboratory 50

    Radiation XRF for Unlicensed Users 51

    Liquid nitrogen handling 52

    Driver Awareness Training 53

    Developing Resilience 54

    Workstation Ergonomics and Massage 55

    Mental Health First Aid 56

    Introduction to Tai Chi 57

    Introduction to Pilates 58

    Fitness Passport 59

    INFORMATION TECHNOLOGY 60 & CORPORATE SYSTEMS TRAINING

  • CAREER DEVELOPMENT PROSPECTUS 2014 | 03

    The University of Newcastle (UON) supports you to step up and be proactive in your own career development by providing blended learning opportunities to build capability and grow as leaders.

    WELCOME

    This is most effective when development is supported through a combination of your Experience on-the-job, through Exposure to others, and through formal Education.

    The training and development opportunities outlined in the Career Development Prospectus are examples of the formal Education offerings available to you at UON. To ensure we are meeting the development needs of our Future Workforce, these opportunities will be scheduled on a demand basis and aligned with themes arising from development planning conversations as part of the Performance Review and Development process.

    To express interest in any of these development opportunities not currently listed on HRonline, please send an email to stafftraining@ newcastle.edu.au with a short paragraph stating your reasons for the development request and how this links to your role within UON.

    Additionally, we welcome any recommendations you may have for high-quality training and development opportunities, which are presently not included in the prospectus.

    mailto:stafftraining%40newcastle.edu.au?subject=Staff%20development%20opportunities mailto:stafftraining%40newcastle.edu.au?subject=Staff%20development%20opportunities

  • CAREER DEVELOPMENT PROSPECTUS 2014 | 04

    CAREER DEVELOPMENT & PLANNING

    Importance of a Career Development Plan A Career Development Plan is a document which brings together and records a staff member’s reflections and aspirations into an actionable agreement with their manager for their personal and career development. Staff can use career development plans to set goals for success in their current position, as well as short to long term career aspirations.

    Managers can use career development plans to set goals for staff which build capability where there may be skills gaps or to inspire high achievers.

    The staff member owns the plan, with the manager playing a key supporting and facilitating role.

    Importance of a Career Development Plan A Career Development plan is a document which brings together and records a staff member’s reflections and aspirations into an actionable agreement with their manager for their personal and career development.

    Staff can use career development plans to set goals for success in their current position, as well as short to long term career aspirations.

    Managers can use career development plans to set goals for staff which build capability where there may be skills gaps or to inspire high achievers.

    The staff member owns the plan, with the manager playing a key supporting and facilitating role.

    WHAT A GOOD CAREER DEVELOPMENT PLAN LOOKS LIKE

    A quality career development plan will be built upon a range of inputs including but not limited to: • Personal and career aspirations

    • Self-assessment of skill and capability levels

    • Reflection on feedback received

    The plan needs to be aligned with: • Job requirements

    • Strategic direction of UoN

    • UoN’s capacity to actually provide the development action

    The plan needs to be action oriented with: • Well defined goals

    • Realistic and achievable actions

    • Outcomes defined

    • Timeframe for completion

    C. CAREER DEVELOPMENT & PLANNING

    38

  • CAREER DEVELOPMENT PROSPECTUS 2014 | 05

    IMPLEMENT YOUR PLAN Undertake the development actions; Reflect on the impact of your development actions and modify throughout the year if needs or priorities change.

    SELF ASSESSMENT Reflect on work performance, challenges and issues; Understand your personal interests, values, skills and abilities, current knowledge, achievements, personal qualities, needs and responsibilities.

    EXPLORE OPTIONS Explore opportunities both inside and outside the University. Decide on short to medium term career aspirations as well as goals for success in your current position; Identify the skills and competencies that need development to achieve your performance goals and career aspirations.

    DEVELOP A PLAN Map out the Experience, Exposure and Education required to develop the skills and competencies required; Explore the resources required to engage in these development activities (eg: time, support, budget); Using S.M.A.R.T. format of goal setting, write out the development goal and associated development actions, including measure of success and a target date.

    Where does the most effective learning take place? The most effective way to learn a new skill or behaviour is to apply and practice it on the job.

    70% of learning comes from EXPERIENCE

    • on-the-job experiences • challenging or stretch goals • special projects • secondments

    20% of learning comes from relationships with others EXPOSURE

    • coaching • mentoring • partnering with a more experienced colleague • observing and working with role models such as managers and peers

    10% of learning comes from EDUCATION

    • formal training programs • formal qualifications • attending lectures • reading

    Steps to follow to action a Career Development Plan

    C. CAREER DEVELOPMENT & PLANNING

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    CAREER DEVELOPMENT & PLANNING

  • CAREER DEVELOPMENT PROSPECTUS 2014 | 6

    CENTRE FOR TEACHING AND LEARNING

    Current challenges Several of the strategies in NeW Directions relate directly to the services and initiatives offered by the Centre for Teaching and Learning. These are directed toward the improvement of teaching as measured by internal and external student feedback on teaching surveys and overall student success and experience. Additionally, the drive to provide more blended and online learning opportunities for students rests on the activities of the Centre, as does the commitment to provide world-class physical and virtual learning environments. The dedication of the University to support non-traditional students in heavily supported by the Centre through the offering of student diagnostic and support programs so that students derive the maximum benefit from their university experience.

  • CAREER DEVELOPMENT PROSPECTUS 2014 | 07

    The Centre, with a total staff of approximately 50, offers broad and comprehensive support services through the following functional teams:

    ACADEMIC DEVELOPMENT The Academic Development team includes both academic staff and professional st