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Presentation to VTA Conference 22 March 200 3

Presentation to VTA Conference 22 March 200 3. Sunraysia Institute of TAFE an “Investor in People” on the Pathway to becoming a “Learning Organisation”.

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Presentation to VTA Conference 22 March 200 3

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  1. Presentation to VTA Conference 22 March 2003

  2. Sunraysia Institute of TAFE an “Investor in People” on the Pathway to becoming a “Learning Organisation”

  3. Investors in People is an international Quality standard and a framework for integrating human resources strategy with business strategy, setting a level of good practice for improving an organisation through its people. Investors in People

  4. The objective is to improve performance through a planned approach to setting and communicating goals and developing people to achieve those goals. Investors in People

  5. Investors in People builds good practice and aims to improve an organisation through its people. It is based on the principles of: Investors in People • Commitment • Planning • Action • Evaluation

  6. The principles are supported by twelve indicators which are the benchmarks used by an organisation and auditors to determine if the standard is being met. Each indicator has a number of evidence requirements. Investors in People

  7. The main reason the Institute decided to pursue the “Investors in People” Standard was to assist our progress in building a learning organisation that develops a learning culture through lifelong learning. Investors in People

  8. Other reasons for pursuing the Standard were: Investors in People • as a change agent to reinforce ethics and values; • to further integrate strategic planning and professional development; • to benchmark Human Resources Management practices against a relevant quality standard;

  9. to achieve best practice in developing our staff; Investors in People • to attract and retain good staff; • to be recognised as an employer of choice; and • to “practice what we preach” as a professional training organisation.

  10. Employs about 300 staff Sunraysia Institute of TAFE • Delivers training and related services from major campuses at Mildura and Swan Hill, with smaller sites at Robinvale, Ouyen and Kerang. • Approx 30 of our staff are employed in a division called Active Consulting, whose purpose it to deliver Job Network programs.

  11. A representative staff working party of nine was assembled to guide the Institute to accreditation: Sunraysia Institute of TAFE • PACCT and teaching staff • an Educational Manager • a PACCT Manager • the Human Resources Development Officer • the Manager Human Resources (Chair) • the CEO

  12. One of the Working party’s initial tasks was to undertake a gap analysis of Institute practice against the indicators of the Standard. Sunraysia Institute of TAFE

  13. Institute strengths against the Standard: Sunraysia Institute of TAFE • Strategic Planning • PPRD • Staff Satisfaction • HR Policies and Procedures • Ethics and Values

  14. Sunraysia Institute of TAFE • Communication between CEO and staff • Professional Development • Induction • Employment Probation • HR Planning • Quality • Position of the HRM in the organisation

  15. Gaps identified by the Working Party and the actions taken were: Sunraysia Institute of TAFE • Casuals • PPRD • Professional Development • Employee Assistance Program (EAP) • Audit Preparation

  16. Results of “People Matter Survey 2001-2001” conducted by the Commissioner for Public Employment was a “beautiful piece of additional evidence”. Good News

  17. The Institute has been awarded IIP accreditation. We met all the conditions of the 12 indicators of the Standard, with only 2 areas of opportunity for improvement being identified. Outcome

  18. While we are yet to achieve 100% of all our goals for pursuing the Standard, we consider we are on the right path to becoming a “Learning Organisation”. Summary

  19. The IIP standard requires a significant amount of leadership and of modeling of right behaviour. The Institute is fortunate to have a CEO who provides exemplary leadership and a group of managers who are responding to his coaching. Summary

  20. Our culture is strongly based on ethics and values, encourages participation of all staff and aims to develop and implement consistent and transparent processes and procedures. Summary

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