University of Ballarat
Staff Consultative Committee
Special Meeting
Proposed “Institute for Professional and Organisational Learning”
Notes of the Meeting
Held on Tuesday 12 February 2008 at 11.30 am
in C003 Video Conferencing Room, Mt. Helen
Present:
Professor Wayne Robinson (Chair), Denise Bevan, Raymond Farnsworth,
Jason Giri, Robyn Irish, Debbie Lord, Suzanne McLaren, David McLean.
Virginia Fenelon (invited guest)
Celina Everton – Minute taker.
Apologies:
Jeremy Smith, Sonia Turner.
Meeting to enable Virginia Fenelon to provide the UBSCC with the structure for the
proposed establishment of Institute for Professional and Organisational Learning.
Need to consult with UBSCC first then employees who may be affected by the
changes.
Clause 68.3 of Union Collective Agreement - Workplace Change
Professor Robinson outlined the wording of Clause 68.3
“Where major changes to workplace arrangements are proposed, before a final
decision is made, the University will as soon as practicable, consult with, and consider
the response of, the employees affected and where those employees choose, the
UBSCC and/or their representative(s), with a view to determining the impact on
employees, and possible means to ameliorate such effects.
Major change include:
 Significant changes to work practices
 Introduction of significant technological change
 Change in skills requirements resulting in significant retraining needs or
affecting security of employment
 Relocation or redeployment of employees to other work locations
 Contracting out of University functions
 Change in the composition, operation or size of the workforce
 Organisational changes which impact on job opportunities or job security.
To assist the consultative process the University will provide to the employees affected
and, where those employees choose, the UBSCC and/or their representative(s) all
relevant information about the change proposal, the options under consideration,
timeframes and the anticipated impact on affected staff.
Reduction in employee numbers will normally be achieved through natural attrition,
redeployment and voluntary separation. Compulsory retrenchments will only be used
as a last resort”.
List of Objectives of IPOL
Given to UBSCC members
 Strengthening of University governance, leadership and management.
 The strengthening of the work effectiveness, service and professionalism of UB
staff through learning opportunities for the development of general and
specialist skills.
 Career development opportunities for all staff.
 Learning and teaching excellence through the enhancement of teaching
practices, including flexible delivery and associated learning technologies, and
the design, development and evaluation of courses and pathways.
 Research skills development for early career researchers, emerging research
leaders and research supervisors.
IPOL Structure
Consists of Advisory Board, a Director, and three Deputy Directors, one for leadership
and general professional development, one for Higher Education development, and
one for TAFE development and a Co-ordinator for research training.
Overview of responsibility
Core staffing positions, need to assure staff members in Schools and Sections if staff
are interested they will be seconded for three years but stay in their workplace.
Summary
Collaborative development and sharing of knowledge and skills for all staff. Take a
philosophical approach to a comprehensive range of programs, workshops, seminars,
accredited and non accredited that work across Schools using web-based resources.
Expertise comprising IPOL staff, other staff, and external expertise. Funding is for
three years. Secondment arrangements for three year period organised for those staff
interested internally.
Positions will be advertised internally first, then go external.
It was felt this was one of the more significant initiatives of the University, $1.2–
1.4,000,000 of new money and existing money from other areas. Gross $2,000,000
per annum.
Could become hub of individual and organisational learning, build quality of learning
and teaching programs in Higher Ed and TAFE.
Consulted with UBSCC and UBSCC provide its in-principal support for the
development and formation of IPOL and its associated staffing structure and style.
It was agreed that the acting Director IPOL, in conjunction with a representative of HR,
will consult with all staff whose roles may be impacted on by the development of the
institute.
Carried unanimously.