Www.aua.ac.uk inspiring professional higher education Greater than the sum of the parts: using the...

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Greater than the sum of the parts:

using the AUA’s CPD Frameworkfor team development

SDF Spring ConferenceManchester

19 April 2012Jan Shine AUA CPD Consultant


Objectives

Delegates will have an opportunity to:

• learn more about the AUA’s professional behaviours framework and how it may be applied

• gain greater insight into how the framework can be used at team level

• consider how teams of professional services staff in their own institution could benefit from the framework


Developing the professional behaviours

promoting excellence in HE management

consultation with HEIs78 represented

workshops andfocus groups96 members of administrative staff

existing frameworks

National Occupational Standards

AUA Code of ProfessionalStandards

consultationwith HEprofessionalbodies7 represented


Features of the professional behaviours

• The basis for a common national approach which builds on existing good practice

• Behaviour patterns that exemplify the AUA’s professional values

• Universal across all professional services roles

• Strengths as important as areas for development

• Flexible - HEIs may develop further

promoting excellence in HE management


An example of adapting the framework at team level

Institutional priorities

Clear direction and inspiration from leaders

Better teamwork and inter- departmental

communication Excellent customer

service with a 'can-do' attitude

Fairness, equality, respect and well-being for all Innovation, cost saving

and income generation – everybody's

responsibility

Managing self and personal

skills

Delivering excellent service

Finding innovativ

e solutions

Working flexibly

Using resources effectivel

y

Working with

Vision

Developing self and

others

Working with

people

Achieving results


Overview of implementation project

• Cohort 1 2010-11 : 22 projects• Cohort 2 2011-12 : 27 projects• Cohort 3 2012-13• CPD Network community of practice• Dedicated consultancy support• Action learning sets• Peer mentoring


How the framework fits with other information about a role

PERSON SPECIFICATION

How the job needsto be done and the

behaviours that underpin effective performance

The tasks thatneed to be done

and overall purpose of role

Role-specific skillsand knowledge

required to do the job

COMPREHENSIVE PICTURE OF THE EXPECTATIONS OFEFFECTIVE PERFORMANCE IN THE ROLE

CPDFRAMEWORK

JOBDESCRIPTION


• Self assessment• Identify CPD needs• Career planning• Applying for roles• Feedback

Self

Team

Institution

Some ways that the professional behaviours can be used

• Team strengths & CPD needs• Recruitment and selection• Induction• Appraisal

• Mapping/designing learning and development provision

• Organisational development• Succession planning

Institutional strategy


How confident do I feel

now?

How confidentwould I

like to be?

Where does the

University need/want me to be?

Self-assessmentwheel activity

Centre = 0Outer edge = 10


Excel tool to create a team profile

0

1

2

3

4

5

6

7

8

9

10

Managing self and personal skills

delilvering excellent service

finding innovative solutions

embracing change

using resourcesproviding direction

developing self and others

working with people

achieving results

Now

Future

Organisational need


So what for your team?

• Discuss the individual and average self-assessment scores across the team and share issues/learning points that arise

• Consider and discuss what this reveals about the team’s strengths, aspirations and areas for development

• Discuss the surprises, anomalies and set objectives for maximising strengths and meeting development needs

Example of a team activity to create a team profile


Ranking the behaviours within a function/team

17

1

6

4

3

7

94


Ranking the behaviours

• read the descriptors for the nine behaviourial groups

• discuss which are most important for a staff development team

• put them in order of importance:1 = most important

9 = least important


Provide annual

programme of staff learning

and development

Mapping a team’sfunction

Provide timely

interventions and

consultancy support

Support university

change management

initiatives

Learn from and integrate good practice

from other sector bodies


Deliver bespoke activity

Mapping a role to create development opportunities

Liaise with, brief and monitor

performance of external

trainers

Identify opportunitie

s to incorporate e-learningInterested in

on-line module

developmentFred

Would like to develop

facilitation skillsSue

Manage open

programme budget

Currently do basic

finance

processing – i

nterested

in learning budgeting

Aman


Project Team’s reflections on learning so far

• Unique way for colleagues to look at their development

• Increased sense of professional identity and worth

• Highly adaptable framework

• Complements and can be integrated with other frameworks

• Common language fosters partnership working


Group discussion

Share your thoughts about possible applications of the CPD framework in your own institutions


Where to find out more ……

http://cpdframework.aua.ac.uk

http://cpdframework.aua.ac.uk/


Thank you for your time

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