1 / 10

Viki Faulkner Jennifer Wells

Building on Credit: Professional Development for RAF Senior Officers 22 July 2013. Viki Faulkner Jennifer Wells. Strategic Context. University of Brighton – ‘a leading professional and applied university’ Strong links with business

ocean
Download Presentation

Viki Faulkner Jennifer Wells

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Building on Credit: Professional Development for RAF Senior Officers 22 July 2013 Viki Faulkner Jennifer Wells

  2. Strategic Context • University of Brighton – ‘a leading professional and applied university’ • Strong links with business • Leading on a collaborative HEFCE funded transforming workforce development project – the Centre for Work and Learning • Wanted to strengthen and deepen existing relationships with employers • Wanting to explore more innovative ways of working, opening up routes for Higher Level Skills development through to PG levels

  3. The Royal Airforce – background • Partnership with the RAF as a result of a successful relationship with the Ministry of Defence (MoD) • Tendered to deliver university-level CPD provision • Residential - 2 to 5 days in duration • 2 Masters level 20-credit modules were selected: Organisational Change in Context and Managing Human Aspects of • Programme commenced in September 2009 • 4-year contract renewal 13/14 to 16/17

  4. The Royal Airforce - background • RAF was seeking HEIs to deliver a MA Strategic Management • Completion of the SOSP is a prerequisite for the MASM through the RAF’s Professional Military Development (Air) Programme. • MASM is elective and self-funded • a common APL to be agreed for any student successfully completing the SOSP phase • The mandatory SOSP is delivered under the existing Academic Defence Studies Partnership (ADSP) contract • approach

  5. The development process • Fundamental principles of leadership and RAF Leadership Attributes • Received funding from the CWL project for the accreditation work • Mapping of both accreditation and then potential delivery (by the university on behalf of the RAF) when appropriate curriculum areas were identified • Comparison, evaluation, forensic investigation of nature, structure, content and delivery of these educational areas • Detailed examination of all the post-officer and generally available staff development programmes delivered by the RAF

  6. Thesolution • Post-SOSP access to postgraduate qualifications • A suite of specially designed modules • SOSP graduates are entitled to exemptions to a set of Masters-level courses • Modules run in 3,4 or 5 day blocks • Project work can be completed at a learner’s pace • SOSP graduates will automatically be entitled to at least 100 points towards their qualification • 20 of the 80 remaining points is made up from submission of a reflective document or a module

  7. Thesolution continued • 12 module titles to choose from for both MSc programmes • The reflective document has to demonstrate mastery of an appropriately specific module area • 60 points - The Integrative Management Project involves an original and detailed investigation of a specific management or business contextual problem • Applications are made directly to the Brighton Business School

  8. Thebenefits to the client • Corporate rationale: • Recognise staff need to be able to demonstrate the depth and breadth of training and development undertaken • Wanted to address disparities of academic opportunity • Transparent, legitimate kitemarking of HRD activities • Personnel rationale: • Recruitment positive – able to offer qualification route through apprenticeship to PG • Aid staff retention • Engenders a learning culture • Resettlement positive: enhancing employability with necessity of a 2nd career

  9. Thebenefits to the Customer • Gaining a nationally recognised qualification built on in service training and funded, or part funded under Enhanced Learning Credit scheme (ELC) • Shortened the route to masters • Able to clearly anticipate levels of credit exemption • Can plan a personal path through the programme which focuses on own work environment and areas of interest • Able to pace learning to suit, accommodating the highly changeable nature of the officers’ roles

  10. Thebenefits to the University • Moving from a transactional relationship to partnership working with an established employer relationship • Further faculties likely to benefit relatively quickly from association of their programmes with the offer • Widening participation through introducing a new cohort to our PT PG taught offer • Calendar based time tabling with block taught modules opens additional opportunities within the training and development offer for other professionals

More Related