Staff Development Policy
1) General
a) The School is committed to the development of all its staff: members of
academic faculty, tutors and professional services staff. It will support the staff
of the School, within available resources, to meet their potential. It is
recognised that staff development is a lifelong process and is an integral part
of working life.
b) The School has dedicated staff development and research support budgets.
c) If the training is supported by the line manager, and is within the available
budget, then the School/SDU will normally pay the course or conference fees,
travel and accommodation expenses. The School will allow the member of
staff time away from normal work for the training.
2) Identification of staff development needs
a) Staff needs will be identified as part of the annual appraisal process for all
staff. Staff are able, however, to approach the Head of School, or School
Administrator for professional services staff, at any time if they feel they have
a particular need. Priority will be given to requests which relate to skills or
knowledge required for the staff member's performance of their duties.
b) Some general training courses are provided by the Staff Development Unit
(SDU) or by IT Services. If nothing appropriate is available internally, external
providers will be used.
c) Annual 'Awaydays' for each department, the School Management Team, and
the professional services staff are normally supported by the School.
d) When considering courses which require attendance during normal working
hours, support of the line manager must be obtained and working hours
negotiated prior to enrolment.
3) Induction
General induction courses are provided centrally for all staff. Further induction
training of a more specific nature is provided within the School. A handbook
for staff is updated annually and is available on the web.
Responsibility for induction within the School is as follows:
a) New academic faculty - the Head of Department, and a named mentor;
b) New Associate Tutors - the Head of Department, and a named mentor;
c) New professional services staff - the School Administrator.
4) Academic staff
a) Staff will be encouraged, as appropriate, to up-date and extend their
academic knowledge, to enhance their pedagogic expertise, to undertake
research and to develop administrative competencies. They will also be
encouraged to apply for support for research and conference attendance.
b) Academic staff without at least three years teaching experience must
complete a TLDU course.
5) Associate Tutors
a) Associate Tutors will also be given appropriate induction and support. The
School will run an induction session and mentors will be provided at
departmental level. A handbook for associate tutors is provided.
6) Professional Services Staff
a) Staff should approach their line manager in advance if they wish to attend a
course. If the course includes examinations, then the School would normally
give time off to attend the exam, and also a period of revision time (usually
one day of revision for each three hour exam). The School does not give time
off for continual assessment or project work.
b) If a member of staff asks to attend a course that they might find useful, but is
not essential for their post or for the School's work, assistance with the
payment of fees may be possible, but time off would not normally be given.
7) Health and Safety
a) A compulsory university induction is provided within the first few months of
service. Specific health & safety information will be provided to all staff by the
School Administrator. Training is also provided for fire wardens. First aiders
are organised centrally.
8) Equal Opportunities
a) Equality and diversity training is compulsory for all staff. It is normally
expected that this will take place in the first year.
9) Management training
a) The Head of School, Directors and Heads of Departments are required to
complete relevant management training. A programme is normally run
internally.
10) Fee ‘Waivers’
a) The School will fund fees for University of Sussex programmes where
possible. It is not guaranteed that fees will be paid, however, as the School
has to fund them from its budget. Funds will be allocated using the following
priorities:
i) Staff already part-way through a programme;
ii) Staff for whom the programme is job-related;
iii) Staff who have not already received a fee waiver and/or significant staff
development funding;
iv) The budget available.
Should a member of staff not complete a course for which funds have been
awarded, it is unlikely that a further course will be funded.
11) Other courses
a) Members of staff are encouraged to study on internal part-time courses in
CCE, and language courses in SLSC. There are also opportunities to study at
the University of Brighton, with some fee waiver arrangements.
Agreed by School Management Team (13 October 2010)