Using the CPD Framework for your own development

1. Using the CPD Framework for your own development SDF Spring Conference Manchester 19 April 2012 Jan Shine AUA CPD Consultant

2. Objectives • Delegates will have an opportunity to: • gain greater insight into the AUA’s professional behaviours framework and how it may be applied • use the framework for self reflection • assess which areas of the framework are most important in their role • consider the framework’s relevance to professional services staff in their own institution

3. Developing the professional behaviours National Occupational Standards consultation with HEIs 78 represented consultation with HE professional bodies 7 represented existing frameworks AUA Codeof Professional Standards workshops and focus groups 96 members of administrative staff promoting excellence in HE management

4. 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

5. An example of adapting the framework at institutional level

6. 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

7. How the framework fits with other information about a role CPDFRAMEWORK JOBDESCRIPTION PERSON SPECIFICATION Role-specific skills and knowledge required to do the job The tasks that need to be done and overall purpose of role How the job needs to be done and the behaviours that underpin effective performance COMPREHENSIVE PICTURE OF THE EXPECTATIONS OF EFFECTIVE PERFORMANCE IN THE ROLE

8. Some ways that the professional behaviours can be used Team • Team strengths & CPD needs • Recruitment and selection • Induction • Appraisal • Mapping/designing learning and development provision • Organisational development • Succession planning • Self assessment • Identify CPD needs • Career planning • Applying for roles • Feedback Institutional strategy Self Institution

9. Using the professional behaviours for self reflection How confident do you feel now? Centre = 0 Outer edge = 10

10. How confident would you like to be? What timescale?

11. How do I know? Where does my organisation need/want me to be? This is illustrative only; I have made no assumptions about you or your organisation!

12. How often do you ask yourself these questions? Would you be happy to share your wheel? How comfortable did you feel doing the exercise? Where’s your interest? What information sources are you using to make your assessment? Surprises? Implications for your colleagues or projects?

13. In more detail ….. Line manager Course delegates Direct reports Colleagues within Staff Development team Managers and staff in units Other staff development providers Colleagues in other HR teams Staff development contacts in units Consultants

14. Ranking the behaviours within a role 7 1 1 3 6 7 4 9 4

15. Ranking the behaviours read the descriptors for the nine behaviourial groups consider what’s most important for your role put them in order of importance: 1 = most important 9 = least important compare with the rest of your group

16. Deliver bespoke activity Mapping a Role Provide internal consultancy support Liaise with, brief and monitor performance of external trainers Identify opportunities to incorporate e-learning Manage open programme budget

17. 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

18. Where to find out more …… http://cpdframework.aua.ac.uk

19. Thank you for your time