• Section 1 -  Purpose 
• Section 2 - Application and Scope
• Section 3 - Principles
• Section 4 - Organisational and Professional Development Opportunities
• Online and Induction Training
• Leadership Development Programs
• In-house, Online and External Professional Development
• Special Studies Program for Academic Staff
• Study time and Allowance for Professional Staff
• Equity Fellowships
• Postgraduate Sponsorship Program
• Workforce Engagement Survey
• Section 5 - Roles and Responsibilities
• Section 6 - Definitions

Section 1 -  Purpose 

(1) This Procedure outlines the career and learning development opportunities for staff across the University of the Wollongong (the University).

Section 2 - Application and Scope

(2) This Procedure applies to:

1. fixed term and continuing staff of the University;
2. casual staff where specified; and
3. information in relation to the types of organisational development strategies, professional and career development initiatives, and learning opportunities at the University.

(3) This Procedure does not apply to:

1. honorary and visiting academics;
2. staff employed by other entities controlled by the University; and
3. staff employed at campuses of the University outside Australia.

(4) This Procedure supports and should be read in conjunction with the Employment Lifecycle Policy. Other related procedures regarding learning and development may apply in areas outside of the People and Culture Division(e.g. EIE, Researcher Development Unit). This Procedure is not intended to apply to procedures in place within those areas.

Section 3 - Principles

(5) The University  recognises that development is integral to personal job satisfaction, career development and reward, and to the success of the organisation.

(6) Staff are encouraged to discuss career development and/or learning opportunities with their Supervisor. These discussions are encouraged to take place regularly throughout the year but are expected at a minimum, to be part of performance and career development planning activities (for professional staff) and performance enhancement and career development planning.

(7) The University encourages Supervisors (and co-Supervisors as relevant) to identify career development and/or education opportunities for staff and consider the capability requirements of the role, budgetary and resource constraints, career aspirations and current performance. Supervisors may also consider applicable development options relating to equal opportunity and equity and diversity, such as the Equity Fellowship Program.

Section 4 - Organisational and Professional Development Opportunities

(8) The University has implemented a range of overarching organisational development and learning initiatives which include:

1. online and induction training;
2. leadership development programs and support;
3. provision of in-house, online and external professional development programs to support individual and organisational learning and skill development (including specialist areas of teaching and learning, research and information technology);
4. special studies program for academics (see Special Studies Program Policy);
5. study time and allowance for professional staff (see Study Time and Allowance Guideline);
6. postgraduate sponsorship programs (see Postgraduate Sponsorship Procedure);
7. equity fellowship programs (see Equity Fellowship Guideline); and
8. the UOW Workforce Engagement Survey and associated action plans.

(9) The University will provide annually funded professional development for all Aboriginal and Torres Strait Islander staff members, appropriate to their substantive position or as identified in their career development goals.

Online and Induction Training

(10) The University provides an online organisational induction program for new staff members to ensure access to:

1. information on the University’s mission, strategic plan, governance, statutory and policy framework, organisational structure, code of conduct, values and conditions of employment; and
2. general information on commencing at the University, as well as an overview of the documentation new staff members are required to provide.

(11) All staff, including casual staff, are required to complete all online compliance modules prior to, or on commencement, of their employment at the University. Staff will also be required to complete online mandatory training as part of their ongoing employment obligations. Modules may include:

1. EO online;
2. CORE cultural learning: Aboriginal and Torres Strait Islander Australia Foundation Course;
3. Cyber security awareness;
4. Copyright;
5. Policy framework;
6. Code of conduct;
7. Privacy;
8. WHS awareness;
9. Indigenous awareness;
10. Who we are;
11. Conflicts of interest;
12. Environmental awareness;
13. Records management; and
14. Getting to know UOW.

Leadership Development Programs

(12) The TOD Intranet page provides staff with details of the initiatives offered by the University to support leadership and professional development.

In-house, Online and External Professional Development

(13) Both professional services and academic staff have access to a range of career and professional development activities available through the Unified Learning portal.

(14) Staff have access to face to face, virtual courses as well as other self-paced and self-directed learning via LinkedIn Learning.

(15) External training courses may be identified by staff members to enhance their learning opportunities. Any costs associated with these external courses must be approved and covered by the business unit.

Special Studies Program for Academic Staff

(16) Academic staff have access to the Special Studies Program to assist in maintaining and improving teaching skills, to undertake research, creative work, or clinical innovation.

(17) Refer to the Special studies Program Policy or the Intranet for further information.

Study time and Allowance for Professional Staff

(18) Study time and allowances are available for eligible professional staff who are undertaking formal study while working at the University.

(19) Refer to the Study Time and Allowances Procedure for further information on the support available.

Equity Fellowships

(20) The University provides equity fellowships for staff who are facing difficulties in completing their PhD program because of issues of inequality.

(21)  The fellowships aim to:

1. assist academic staff with the completion of their PhD program, where completion is potentially delayed or at risk because of equity issues;
2. assist Aboriginal and Torres Strait Islander Academic staff seeking to complete a Masters program;
3. contribute to the existing research and practice knowledge base and build on previous research undertaken or funded by the University; and
4. address the current under representation of equity and diversity groups particularly at senior levels.

(22) Funding may be used to cover one or more of the following relevant expenses for example:

1. release from teaching and other duties (funding to faculty-based account);
2. research assistance (funding to faculty-based account);
3. childcare (funding provided on provision of original documentation. Fringe Benefits tax will apply to childcare provided off campus.

Postgraduate Sponsorship Program

(23) The Postgraduate Sponsorship Program provides individual staff members with the opportunity to develop a range of skills and knowledge critical to their current position. This is through partial sponsorship (fee payment) of a graduate certificate, graduate diploma, or Masters program undertaken at the University.

(24) Eligible staff must:

1. be permanent academic or professional services staff;
2. be on a contract of five years or more, in the early stages of their contract; and
3. satisfy the criteria as set out in the Postgraduate Sponsorship Program Procedure.

(25) The program provides successful applicants with financial support covering 50% of the qualifications course fees. This is paid through reimbursement and only for subjects receiving a passing grade or higher.

(26) Funding does not extend to ancillary course costs such as textbooks, stationary, travel costs or the costs of graduation.

Workforce Engagement Survey

(27) The Workforce Engagement Survey provides insights on staff sentiment, engagement and satisfaction.

(28) Workforce ngagement surveys run by the University are confidential, anonymous and administered by an independent third party.

(29) Refer to the UOW Workforce Engagement Survey intranet for further information.

Section 5 - Roles and Responsibilities

(30) The effective implementation of organisational, professional and career development opportunities is the joint responsibility of the organisation, Supervisors and individual staff members.

Section 6 - Definitions