Nottingham Trent University Learning and Development Strategy

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "Nottingham Trent University Learning and Development Strategy"

Transcription

1 Nottingham Trent University Learning and Development Strategy 1. Introduction Nottingham Trent University s Learning and Development Strategy provides a framework for the professional development of its staff. In the context of the Strategic Plan, the Institutional Teaching and Learning Enhancement Strategy, Research Strategy and other internal and external drivers, this Strategy sets out the overarching aims, responsibilities and operational priorities for professional development at NTU. It should be read in conjunction with relevant policies on professional learning and development, such as the policy on Performance Development Review, completion of the Postgraduate Certificate in Learning and Teaching in Higher Education and associated departmental policies. 2. Scope and purpose The Strategic Plan and associated strategies arising from it outline the importance of the University s staff in contributing to the future success of the University. Professional learning and development are key to ensuring that our staff are adequately supported and equipped to deliver their roles, meet the business needs of the University and are adaptable to the changing context of Higher Education. This Strategy provides a framework for professional learning and development. As such, it does not explicitly address legal compliance training elements of learning and development such as health and safety. It is, however, recognised that such elements of professional development are important and necessary in order to ensure that colleagues are adequately protected in undertaking their roles. The Strategy does not purport to provide an operational plan for staff development at the University. It is intended to act as a framework against which learning and development activity can be planned centrally and locally. 3. Overarching aims The overarching aims for professional learning and development at NTU are: - to ensure that staff are equipped with the knowledge and skills to undertake their roles effectively; - to ensure that the development needs of individuals and teams are met in line with organisational need; - to strengthen the University s leadership and management capability; - to support all colleagues in the quality provision of learning opportunities and associated support services for the University s customers; - to ensure that effective systems and processes for the identification and support of learning and development needs are in place; - to ensure that staff learning needs are addressed equitably and fairly within the University s diversity and equality frameworks; - all staff, regardless of grade, experience, length of service, level within the organisation or location should have access to appropriate developmental opportunities in line with organisational need. 1

2 4. Strategic objectives This strategy has three overarching objectives: 1. to provide a framework to underpin professional learning and development throughout the University; 2. to support and facilitate change; 3. to further promote a developmental culture at NTU. In order to monitor and influence the delivery of these objectives, a Learning and Development Advisory Group will be established. Its role will be to: 1. Advise on, and promote, the learning and development provision offered and procured by the Centre for Professional Learning and development; 2. Identify and advise on strategic priorities towards which the work of CPLD could make a contribution; 3. Advise on appropriate mechanisms for evaluating the work of CPLD; 4. Receive and comment on annual reports of CPLD activity and outcomes. 5. Roles and responsibilities Responsibility for staff development rests at three levels: the University, the School or department and the individual. The University will provide support for identified professional learning and development needs through the provision of a Centre for Professional Learning and Development. This Centre will: - support excellence in professional practice at NTU through the provision of professional, vocational and management development activities and by contributing to policy development; - be aware of and responsive to the needs of the wider University through working in partnership with its client groups; - provide a service to all staff of the University and will adopt a researchinformed approach to its work; - work closely with the range of providers of learning and development within the University to ensure that provision is aligned, coherent and comprehensive; - be responsible for professional development in support for the University s Performance Development Review process; - benchmark learning and development provision against the sector and good practice elsewhere, working in partnership with relevant external agencies (e.g. the Leadership Foundation, the Higher Education Academy); - in collaboration with Equality and Diversity, examine and contribute to the career development of specific groups and in particular those which are identifiably disadvantaged and/or under-represented. 2

3 For more information on the role of the Centre please see Appendix A. Colleges, Schools and departments, via their Heads, Deans and Academic Team Leaders have responsibility for providing opportunities for the identification of the development needs of their staff and for supporting staff in meeting those needs. In particular, Heads, Deans and Academic Team Leaders will: - provide appropriate induction support for colleagues on appointment to, or reappointment within the University; - identify the development needs of staff through the effective use of the Performance Development Review process; - ensure that development activity is accounted and planned for in budget setting/operational planning exercises; - ensure that staff are released to undertake agreed development activities; - work in partnership with the Centre for Professional Learning and Development to inform its work; - ensure that the CPLD is given adequate notice of requests for support in line with the guidelines in Appendix A paragraph 6. All members of staff have responsibility for developing their skills and knowledge to enable them to work to the best of their ability. Staff are expected to: - participate in the Performance Development Review process; - identify ongoing professional development needs and seek opportunities to address these in their work and through other appropriate means; - take responsibility for their career planning and associated development; - support colleagues in their development. 6. Accountability The Director of HR is accountable for all aspects of the provision of the Centre for Professional Learning and Development including quality assurance. The Centre for Professional Learning and Development is responsible for maintaining records of attendance at events it runs and for liaising with other learning and development providers regarding appropriate recording of attendance. Deans, Heads and Academic Team Leaders are accountable for staff development expenditure and support within their operational units. 7. Resourcing Professional learning and development activity delivered or supported by the Centre for Professional Learning and Development will be provided free of charge to university departments unless there are accreditation or professional associated costs incurred by the activities. The Centre will be financed from core 3

4 university budgets, whilst also seeking to generate income as appropriate from external sources in support of its work. The Centre may need to charge departments for elements of work where agreed additional cost is incurred and/or where significant resource is invested and not made best use of by clients. At College, School and Professional Service level budgets should be put in place during each financial year to support professional development activities and this should be reported on through the Quarterly Business Review process. 8. NTU Learning and development priorities These priorities have been determined through consultation with senior colleagues at the inception of the Centre for Professional Learning and Development. They reflect the University s priorities in early 2008 and will be reviewed on an annual basis. Each of these priorities will have an operational plan developed to inform the work to be undertaken in each area. The priority areas are presented below to indicate the progression from one level of development to another. These align with further work being undertaken in developing an academic continuing development framework. See Table 1 below for further detail. The bottom section of the table indicates areas for policy and process development in support of activity. 4

5 Table 1: Learning and Development Priority Areas Priority Area Supporting colleagues in leadership and management roles Activities in support of priorities Review and support induction activity for leadership posts. Review Leading High Performance Teams and develop enhanced leadership and management development activity Provide bespoke support at College/School/Departmental levels Provide support for the embedding of coaching/mentoring Support for NTU s research community (including PhD students) Support for learning and teaching activity To work with the Associate Deans for Research to provide effective structures for the support of colleagues in areas such as: writing research grant applications; writing for publication; managing research projects; learning and teaching. Integrating the National Professional Standards Framework for Learning and Teaching into all CPD activities. Continue to support the Postgraduate Certificate in Higher Education and associated policy. Develop appropriate academic CPD framework in support of local activity. Support Institutional Learning and Teaching Enhancement Strategy priorities as appropriate. Working with Student Services, develop support for pastoral care role of colleagues. Supporting colleagues in developing third stream income Supporting staff in the context of a new virtual learning environment Supporting colleagues in understanding the higher education context Working with the PVC Academic Enterprise and the Business Innovation and Creation Unit to contribute to the development programmes for the Champions of Academic Enterprise Supporting the Educational Development Unit in implementing the new VLE Provision of IT skills training Develop and deliver a series of workshops introducing colleagues from outside the sector to HE 5

6 Priority Area Provision of a responsive consultancy service Meeting NTU s responsibilities under the Skills Pledge Develop, support and provide training for the Performance Development and Review process. Develop a single competency framework in support of professional development activities. Development of appropriate Continuing Professional Development frameworks to underpin professional practice. Development of a costeffective fee payment model for staff undertaking NTU courses of UG, PG or professional study. Development of a Universitywide staff development web resource (portal) and online booking system. Activities in support of priorities Working with departments and teams to facilitate bespoke learning and development events Provision of NVQ level 2 IT skills training Develop process. Provide effective training and support to managers and to all those involved in process. Competency framework developed with guidelines for use in recruitment and development. Develop frameworks aligned to Awards and Titles Regulations and relevant professional standards frameworks. Model developed, agreed and implemented. Web resource developed and deliveredin collaboration with other learning and development providers. 6

7 9. Evaluation and monitoring Reports on progress towards the eleven priority areas will be submitted to relevant committees, shared within the staff consultation mechanism and reported at periodic business reviews. Within each School and Professional Service arrangements should be put in place to monitor the implementation and effectiveness of the Professional Development Review process. Support for this can be provided by the Centre for Professional Learning and Development. 7

8 Appendix A The Centre for Professional Learning and Development 1. Introduction The Centre for Professional Learning and Development (CPLD) will be created in April 2008 as a central organisational unit for the co-ordination and delivery of professional learning and development for all staff at NTU. It brings together areas of work and staff previously located in separate units within Human Resources. In this document the term client is used to denote any individual, team or department within the University with which the Centre may have a professional relationship. 2. Functional areas The functional areas of the Centre are illustrated below. Head of Professional Learning and Development Leadership and Management Skills Development Learning, Teaching and Research 3. Overarching aims The services provided by the Centre will be underpinned by the overarching aims of the Learning and Development Strategy, which are: a. to ensure that staff are equipped with the knowledge and skills to undertake their roles effectively: b. to ensure that the development needs of individuals and teams are met in line with organisational need; c. to strengthen the University s leadership and management capability; d. to support all colleagues in the quality provision of learning opportunities and associated support services for the University s customers; e. to ensure that effective systems and processes for the identification and support of learning and development needs are in place; f. to ensure that staff learning needs are addressed equitably and fairly within the University s diversity and equality frameworks, including ensuring that appropriate career development is in place for underrepresented groups; 8

9 g. to support all staff, regardless of grade, experience, length of service, level within the organisation or location in accessing appropriate developmental opportunities in line with organisational need. 5. Role of the service The Centre will provide a service that: a. Supports the building of capacity and capability for the future of the University; b. Adopts a cross-university, cross-disciplinary approach to development; c. Provides responsive provision: I. Timely support, advice and guidance; II. A strategically informed, client-centred basis of provision; III. Underpinned by a research-informed and evidence-based approach; d. Engages in and supports policy development in support of NTU strategy; e. Seeks external recognition for NTU s work. 6. Working in partnership In working with its clients the Centre will endeavour to provide a supportive, responsive and cost-efficient service. To this end it will seek to establish Service Level Agreements with its clients. These will set out the agreed parameters of all work that is entered into on a bespoke or consultancy basis including suggested lead-in times required by the Centre when such bespoke programmes are requested. These can be negotiated but account needs to be taken of variables such as the length of programme required, the number of participants to be trained, the extent of material development required and the availability of CPLD staff to support the activity. The Centre will determine the learning and development work it can support in partnership with client groups and will consult them regularly about the appropriateness and relevance of its provision. In cases where the Centre cannot support a client request it will provide good reason for this and, where possible, guidance on alternative approaches to or sources of support. Support for continuing professional development is an institutional-wide responsibility, as articulated in the Learning and Development Strategy. In taking oversight of and developing university-wide initiatives in relation to CPD the Centre will work collaboratively with other departments and teams within the University. In particular, it will work closely with the Centre for Academic Standards and Quality in support of the Institutional Learning and Teaching Enhancement Strategy. Appendix 1 provides an overview of the roles of CASQ and CPLD in relation to some current areas of practice. 7. Parameters of service provision The Centre will provide a range of provision in support of the broad learning and development agendas at NTU. This provision will include: a. A programme of workshops and seminars in support of key strategic imperatives (face to face and online); 9

10 b. Facilitation of learning and development events at departmental/team levels; c. Policy development on learning and development matters; d. Advice, guidance and referral; e. Resources (online/hard copy). The Centre will not provide a service for university staff on a 1-1 basis excepting when this type of activity constitutes an agreed element of a wider developmental initiative. 8. Evaluation and review In order to ensure that the Centre works to continually improve and develop the service it offers, it will engage in regular evaluation of its work. This will include consultation with stakeholders on a periodic review basis. Outcomes of evaluation activity will be made available for clients to review and will be formally reported on annually to Academic Standards and Quality Committee, following approval by the Learning and Development Advisory Group. 10

11 Appendix 1: Roles of Centre for Academic Standards and Quality and Centre for Professional Learning and Development Areas of work CASQ CPLD Learning and Teaching Strategy development Lead development of University strategy and policy and commission support for implementation. Contribute to strategy development as appropriate and align learning and development strategy with learning, teaching and research policy and strategy development. University-wide learning and teaching development programmes 1 Annual Learning and Teaching Conference Local CPD initiatives (School level) 2 Advice and guidance on QA/QE policy Liaison with external bodies (e.g. HEA) Influence development and delivery and contribute to this as appropriate. Determine themes in consultation with stakeholders. Commission and support delivery of conference. Contribute from policy perspective and provide consultancy. Develop and provide via staff and resources (e.g. web site) Strategic focus Consult on and manage programme structure, delivery and administration. Contribute to delivery. Collaborate on delivery of conference with CASQ. Provide consultancy service in support of development and delivery of initiatives. Referral to CASQ, Learning and Teaching Co-ordinators and Educational Development Unit as appropriate. Provide support for quality assurance/quality enhancement policy implementation as commissioned by CASQ. CPD focus Summary of CPD-related roles Influence shape of CPD support. Commission and contribute to delivery of CPD support as appropriate. Manage delivery of university-wide programmes of CPD (including delivery from within Centre). Broker (via consultancy role) relationships between functional areas. 1 E.g. Introduction to Academic Policy and Practice, Getting Started as a Teacher in HE 2 e.g. Local academic induction programmes, development of local CPD frameworks, School development events 11

LEARNING, TEACHING AND ASSESSMENT STRATEGY 2008 2012 APRIL 2008

LEARNING, TEACHING AND ASSESSMENT STRATEGY 2008 2012 APRIL 2008 LEARNING, TEACHING AND ASSESSMENT STRATEGY 2008 2012 APRIL 2008 Summary The aim of our Learning, Teaching and Assessment Strategy is: To make effective provision for an educational experience of the highest

More information

Organisational and Leadership Development at UWS

Organisational and Leadership Development at UWS Organisational and Leadership Development at UWS Context The University of Western Sydney s (UWS) leadership development framework is underpinned by the recognition that its managers and leaders have a

More information

Click on section number below for quick link or scroll down for full text.

Click on section number below for quick link or scroll down for full text. CURRICULUM DESIGN Section last updated: July 2009 Click on section number below for quick link or scroll down for full text. 1. Programme Development and Academic Planning 1.1 Strategic Planning and Approval

More information

The UK Professional Standards Framework for teaching and supporting learning in higher education 2011

The UK Professional Standards Framework for teaching and supporting learning in higher education 2011 The UK Professional Standards Framework for teaching and supporting learning in higher education 2011 Aims of the Framework The UK Professional Standards Framework: 1. Supports the initial and continuing

More information

BANGOR UNIVERSITY CONCORDAT ACTION PLAN 2016-2020 AND 4 YEAR REVIEW

BANGOR UNIVERSITY CONCORDAT ACTION PLAN 2016-2020 AND 4 YEAR REVIEW BANGOR UNIVERSITY CONCORDAT ACTION PLAN 2016-2020 AND 4 YEAR REVIEW This document contains: The objectives included in the University s Strategic Plan (2015-2020) to support researchers and address the

More information

UNIVERSITY OF BRISTOL

UNIVERSITY OF BRISTOL UNIVERSITY OF BRISTOL RESEARCH AND ENTERPRISE STRATEGY 2009-2016 The University of Bristol s mission is To pursue and share knowledge and understanding, both for their own sake and to help individuals

More information

PGCert/PGDip/MA Education PGDip/Masters in Teaching and Learning (MTL) Programme Specifications

PGCert/PGDip/MA Education PGDip/Masters in Teaching and Learning (MTL) Programme Specifications PGCert/PGDip/MA Education PGDip/Masters in Teaching and Learning (MTL) Programme Specifications Faculty of Education, Law and Social Sciences School of Education December 2011 Programme Specification PG

More information

JOB DESCRIPTION MBA Programmes Manager, Graduate Management School Vacancy Ref: A761

JOB DESCRIPTION MBA Programmes Manager, Graduate Management School Vacancy Ref: A761 JOB DESCRIPTION MBA Programmes Manager, Graduate Management School Vacancy Ref: A761 Job Title: MBA Programmes Manager Present Grade: 7P Department/College: Directly responsible to: Graduate Management

More information

Learning & Development Strategic Plan

Learning & Development Strategic Plan Learning & Development Strategic Plan 2006 Preamble The Business Model Review of the Department of Corrective Services in 2004 identified that: Continuous workforce improvement through structured initial

More information

Nottingham Trent University Programme Specification

Nottingham Trent University Programme Specification Nottingham Trent University Programme Specification Basic Programme Information 1 Awarding Institution: Nottingham Trent University 2 School/Campus: School of Education/ Clifton campus/ Offsite 3 Final

More information

JOB DESCRIPTION. 1. JOB TITLE: Senior Lecturer in Biomedical Science/Biochemistry

JOB DESCRIPTION. 1. JOB TITLE: Senior Lecturer in Biomedical Science/Biochemistry JOB DESCRIPTION 1. JOB TITLE: Senior Lecturer in Biomedical Science/Biochemistry 2. HRMS REFERENCE NUMBER: HR14137 3. ROLE CODE: FINSLECTSR 4 4. DEPARTMENT: Institute of Medicine 5. ORGANISATION CHART:

More information

DUBLIN CITY COUNCIL CORPORATE PROCUREMENT PLAN

DUBLIN CITY COUNCIL CORPORATE PROCUREMENT PLAN DUBLIN CITY COUNCIL CORPORATE PROCUREMENT PLAN 2015 2017 1 CORPORATE PROCUREMENT PLAN 2015-2017 CONTENTS 1. Introduction 3 2. Objectives 4-5 3. The Procurement Plan 6 4. Implementation 7-8 5. Procurement

More information

Template job description for Associate Professor

Template job description for Associate Professor Human Resources Template job description for Associate Professor Contents Template job description... 2 Appendix 1: Example job description for Associate Professors with teaching and research focused roles...

More information

Foundation Degree (Arts) Early Years Care and Education

Foundation Degree (Arts) Early Years Care and Education Foundation Degree (Arts) Early Years Care and Education Programme Specification Primary Purpose: Course management, monitoring and quality assurance. Secondary Purpose: Detailed information for students,

More information

ROLE PROFILE. Performance Consultant (Fixed Term) Assistant Director for Human Resources

ROLE PROFILE. Performance Consultant (Fixed Term) Assistant Director for Human Resources ROLE PROFILE Job Title Reports to Service area No. of staff responsible for Budget responsibility ( ) Performance Consultant (Fixed Term) Assistant Director for Human Resources HR 0 None Purpose of Job

More information

UNIVERSITY OF SUSSEX. 1. Advertisement Ref: 482

UNIVERSITY OF SUSSEX. 1. Advertisement Ref: 482 UNIVERSITY OF SUSSE 1. Advertisement Ref: 482 Student Recruitment Services Marketing Manager Permanent, full time Salary range: starting at 30,728 and rising to 36,661 per annum. It is normal to appoint

More information

JOB DESCRIPTION. 1. JOB TITLE: Senior Lecturer (MA Special Educational Needs)

JOB DESCRIPTION. 1. JOB TITLE: Senior Lecturer (MA Special Educational Needs) JOB DESCRIPTION 1. JOB TITLE: Senior Lecturer (MA Special Educational Needs) 2. HRMS REFERENCE NUMBER: HRMS/13233 3. ROLE CODE: FINSLTSR5 4. DEPARTMENT: Faculty of Education & Children s Services, Department

More information

JOB DESCRIPTION. 1. JOB TITLE: Senior Lecturer in Business and Management. 4. DEPARTMENT: Business Strategy, Finance and Entrepreneurship

JOB DESCRIPTION. 1. JOB TITLE: Senior Lecturer in Business and Management. 4. DEPARTMENT: Business Strategy, Finance and Entrepreneurship JOB DESCRIPTION 1. JOB TITLE: Senior Lecturer in Business and Management 2. HRMS REFERENCE: HR/15117 3. ROLE CODE: FINSLTSR5 4. DEPARTMENT: Business Strategy, Finance and Entrepreneurship 5. ORGANISATION

More information

Programme Specification (Postgraduate) Date amended: 30 March 2012

Programme Specification (Postgraduate) Date amended: 30 March 2012 Programme Specification (Postgraduate) Date amended: 30 March 2012 1. Programme Title(s): MA in Education: Leadership and Learning. 2. Awarding body or institution: University of Leicester 3. a) Mode of

More information

Procedure for Review of Administrative/Service Areas

Procedure for Review of Administrative/Service Areas Procedure No: QPolAR Revision: 1.0 Sheet: 1 of 15 Date of Issue: July 2015 Procedure for Review of Administrative/Service Areas 1. Context This document outlines the specific elements of the quality review

More information

Hereford College of Arts. Learning, Teaching and Assessment Strategy (2014/ /19)

Hereford College of Arts. Learning, Teaching and Assessment Strategy (2014/ /19) Hereford College of Arts Learning, Teaching and Assessment Strategy (2014/15 2018/19) The Learning and Teaching Strategy is a central component of the College s standards assurance and quality enhancement

More information

Human Resources Directorate. Staff Development Policy

Human Resources Directorate. Staff Development Policy Human Resources Directorate Staff Development Policy STAFF DEVELOPMENT POLICY Introduction 1. This Staff Development Policy should be considered in the context of the University s overall objectives for

More information

Academic 4 (SL&TF) Role Profile

Academic 4 (SL&TF) Role Profile Academic 4 (SL&TF) Role Profile (Profile builds on the SL Profile which relates to the substantive role undertaken in addition to the Fellowship) Communication Disseminate conceptual and complex ideas

More information

GROUP EQUALITY & DIVERSITY FRAMEWORK

GROUP EQUALITY & DIVERSITY FRAMEWORK 1. INTRODUCTION 1.1 In this document we have outlined the framework within which Orbit aims to deliver its vision for Equality and Diversity (E&D) for 2010 2013 which runs along side the delivery of the

More information

JOB DESCRIPTION. 5. ORGANISATION CHART: The post holder will report to the Head of the School of Computer Science, Mathematics & Business Computing.

JOB DESCRIPTION. 5. ORGANISATION CHART: The post holder will report to the Head of the School of Computer Science, Mathematics & Business Computing. JOB DESCRIPTION 1. JOB TITLE: Lecturer in Computer Science 2. HRMS REFERENCE NUMBER: HRMS/13175 3. ROLE CODE: FINLEC 4. DEPARTMENT: Department of Computer Science, School of Computer Science, Mathematics

More information

Job Description. Head of Academic Skills Resources Department/School: Academic Skills Centre (ASC) Grade: 8

Job Description. Head of Academic Skills Resources Department/School: Academic Skills Centre (ASC) Grade: 8 Job Description Job title: Head of Academic Skills Resources Department/School: Academic Skills Centre (ASC) Grade: 8 Location: LTEO Job purpose To manage the academic skills resources, activities and

More information

Leadership milestone matrix

Leadership milestone matrix New Deal for the Education Workforce Leadership milestone matrix Leading, learning, inspiring Audience All educational practitioners working with learners from ages 3 to 19 including teachers, leaders

More information

Plymouth University Human Resources

Plymouth University Human Resources Document Policy document for Postgraduate Certificate in Academic Practice (PGCAP) and Teaching Development Framework (TDF) Document and Educational Owner Development Document March 2013 Commencement Review

More information

NCHA. Human Resources Strategy

NCHA. Human Resources Strategy NCHA Human Resources Strategy 2015/2019 Promoting Positive Working Lives 1 Human Resources Strategy Responsibility of: Responsible Officer: Chief Executive Head of Human Resources Last Update: January

More information

Diversity Matters Cultural Diversity Framework

Diversity Matters Cultural Diversity Framework Diversity Matters Cultural Diversity Framework 2014 2017 December 2010 October 2012 Message from the Secretary Our commitment to people from culturally and linguistically diverse communities At Family

More information

Framework Guidance Note 3: What are the Dimensions?

Framework Guidance Note 3: What are the Dimensions? Framework Guidance Note 3: What are the Dimensions? The HEA has developed a series of Guidance Notes to support the effective use of the 2011 Framework. These are intended as a dynamic and developmental

More information

OTAGO POLYTECHNIC SUSTAINABLE PRACTICE STRATEGIC FRAMEWORK. Feb Sustainability SF 2013-Posted on Insite 17 April 2013 Page 1 of 11

OTAGO POLYTECHNIC SUSTAINABLE PRACTICE STRATEGIC FRAMEWORK. Feb Sustainability SF 2013-Posted on Insite 17 April 2013 Page 1 of 11 OTAGO POLYTECHNIC SUSTAINABLE PRACTICE STRATEGIC FRAMEWORK 2013 2015 Feb 2013 Page 1 of 11 CONTENTS Background and context... 3 Vision... 4 Philosophy... 4 Strategic Objectives for Sustainable Practice...

More information

JOB DESCRIPTION. Line management. Programme leader BSc Applied Psychology

JOB DESCRIPTION. Line management. Programme leader BSc Applied Psychology JOB DESCRIPTION 1. JOB TITLE: Senior Lecturer in Psychology 2. HRMS REFERENCE NUMBER: HR14094a 3. ROLE CODE: FINSLTSR5 4. DEPARTMENT: Psychology 5. ORGANISATION CHART: Head of Psychology Deputy Heads Line

More information

Valuing Research Staff Implementing the Concordat

Valuing Research Staff Implementing the Concordat Valuing Research Staff Implementing the Concordat 1 Foreword Contents The University of Hertfordshire undertakes world leading and internationally excellent research across many areas of its portfolio.

More information

People & Organisational Development Strategy

People & Organisational Development Strategy 2013-2018 People & Organisational Development Strategy Delivering excellent research Delivering an excellent student experience Enhancing global reach and reputation 1. Introduction Glasgow 2020: A global

More information

Oversight of quality and enhancement of student performance and student satisfaction, including relevant processes, regulations and complaints

Oversight of quality and enhancement of student performance and student satisfaction, including relevant processes, regulations and complaints UNIVERSITY OF HERTFORDSHIRE SCHOOL OF CREATIVE ARTS Title: Grade: School: Responsible to: Head of Visual Arts AM1 School of Creative Arts Dean of School MAIN PURPOSE OF THE JOB The Head of Visual Arts

More information

Nottingham Trent University Course Specification

Nottingham Trent University Course Specification Nottingham Trent University Course Specification Basic Course Information 1. Awarding Institution: Nottingham Trent University 2. School/Campus: School of Architecture, Design and the Built Environment

More information

Lecturer Job Description - Maths Graduate

Lecturer Job Description - Maths Graduate Lecturer Job Description - Maths Graduate Date : May 2014 Reports to : Section Leader, Skills for Life Introduction Bicton College s Values are embodied in the following statements: We are student focussed

More information

Programme Specification (Postgraduate) Date amended: 12 April 2012

Programme Specification (Postgraduate) Date amended: 12 April 2012 Programme Specification (Postgraduate) Date amended: 12 April 2012 1. Programme Title(s): MSc Educational Leadership (School Business Managers) 2. Awarding body or institution: University of Leicester

More information

Quality Handbook. Part B: Assuring and Enhancing Quality. Section 11: Research degrees. Section11. Nottingham Trent University

Quality Handbook. Part B: Assuring and Enhancing Quality. Section 11: Research degrees. Section11. Nottingham Trent University Nottingham Trent University Quality Handbook Part B: Assuring and Enhancing Quality Section : Research degrees Contents. The postgraduate research environment... 2 2. Course monitoring and reporting...

More information

CertEd Post Compulsory Education and Training (Full-Time) 2. CertEd Post Compulsory Education and Training (Part-Time) 9

CertEd Post Compulsory Education and Training (Full-Time) 2. CertEd Post Compulsory Education and Training (Part-Time) 9 Nottingham Trent University School of Education Post Compulsory Education and Training Course Specifications CertEd Post Compulsory Education and Training (Full-Time) 2 CertEd Post Compulsory Education

More information

Establishing and operating HEA accredited provision policy

Establishing and operating HEA accredited provision policy Page 1 of 13 Establishing and operating HEA accredited provision policy 1. Introduction The Higher Education Academy (HEA) accredits initial and continuing professional development provision delivered

More information

BSc Risk and Security Management

BSc Risk and Security Management BSc Risk and Security Management Programme Specification Primary Purpose: Course management, monitoring and quality assurance. Secondary Purpose: Detailed information for students, staff and employers.

More information

Post Title and Post Number Postgraduate Recruitment Officer - 48194. External Relations

Post Title and Post Number Postgraduate Recruitment Officer - 48194. External Relations Job Description Post Title and Post Number Postgraduate Recruitment Officer - 48194 Organisation Advertising Description External Relations Post Number 48194 Full Time/Part Time Duration Post is open to:

More information

HEW 8. Organisational Development Consultant. Position Title. General Manager, People and Organisational Development

HEW 8. Organisational Development Consultant. Position Title. General Manager, People and Organisational Development HEW 8 Position Title Reports to Organisational Unit Position Statement/Purpose Organisational Context and Relationships Location/Campus Organisational Development Consultant General Manager, People and

More information

JOB DESCRIPTION. 4. DEPARTMENT: Faculty of Education and Children s Services - Department of Initial Teacher Education (ITE)

JOB DESCRIPTION. 4. DEPARTMENT: Faculty of Education and Children s Services - Department of Initial Teacher Education (ITE) JOB DESCRIPTION 1. JOB TITLE: Senior Lecturer in Art Education 2. HRMS REFERENCE NUMBER: HR14486 3. ROLE CODE: FINSLTSR5 4. DEPARTMENT: Faculty of Education and Children s Services - Department of Initial

More information

NES/11/111. Dorothy Wright Director HR & OD Christine McCole, Depute Director HR Tom Power, OD Business Partner (Leadership & Performance Management)

NES/11/111. Dorothy Wright Director HR & OD Christine McCole, Depute Director HR Tom Power, OD Business Partner (Leadership & Performance Management) NES Item 8d December 2011 NES/11/111 (Enclosure) NHS Education for Scotland Board Paper Summary 1. Title of Paper People & Organisational Development Strategy 2. Author(s) of Paper Dorothy Wright Director

More information

Responsibilities of Associate Deans and School Directors of Teaching and Learning

Responsibilities of Associate Deans and School Directors of Teaching and Learning Guide to policy and procedures for teaching and learning Section 2: Introduction to quality management process/structure in the University Responsibilities of Associate Deans and School Directors of Teaching

More information

Careers and the world of work: roles and responsibilities

Careers and the world of work: roles and responsibilities Careers and the world of work: roles and responsibilities Careers and the world of work: roles and responsibilities Audience Headteachers, principals, governing bodies, management committees, careers and

More information

Salary: 45,000-50,000

Salary: 45,000-50,000 JOB DESCRIPTION: Responsible to: Purpose of the Post: Business Support Manager Principal Business Support Manager Holds a key post of responsibility within the UTC. Reporting directly to the Principal,

More information

JOB DESCRIPTION. 1. JOB TITLE: Senior Lecturer in Sport Management. 4. DEPARTMENT: Sport and Community Engagement

JOB DESCRIPTION. 1. JOB TITLE: Senior Lecturer in Sport Management. 4. DEPARTMENT: Sport and Community Engagement JOB DESCRIPTION 1. JOB TITLE: Senior Lecturer in Sport Management 2. HRMS REFERENCE NUMBER: HR14176 3. ROLE CODE: FINSLTSR5 4. DEPARTMENT: Sport and Community Engagement 5. ORGANISATION CHART: 6. JOB PURPOSE:

More information

Subject matter experts

Subject matter experts Subject matter experts Role brief Directorate Customer experience Base location Home-based Proposed grade K Date September 2014 Reports to Head of subject matter expertise 1. Background These are new roles

More information

School of Psychology Athena Swan Action Plan

School of Psychology Athena Swan Action Plan 1 Baseline Data and Supporting Evidence 1.1 The SAT wish to closely monitor recruitment to senior academic positions so that future actions can be considered if women are not constituting at least 65%

More information

Level: 9 Date: March 2015

Level: 9 Date: March 2015 Position Description School Manager School of Computer Science and Engineering Level: 9 Date: March 2015 School/Unit: Computer Science and Engineering Faculty/Division: Engineering Written by: Head of

More information

Nottingham Trent University Course Specification

Nottingham Trent University Course Specification Nottingham Trent University Course Specification 1. 2. 3. 4. 5. Basic Course Information Awarding Institution: School/Campus: Final Award, Course Title and Modes of Study: Normal Duration: UCAS Code: Nottingham

More information

Sustaining Progress Fourth Progress Report

Sustaining Progress Fourth Progress Report Sustaining Progress Fourth Progress Report Name of Institution DUBLIN CITY UNIVERSITY I confirm that I have assessed and verified the extent of progress and co-operation which has been achieved to date

More information

Andrew Bratt, Assistant Director Human Resources, Resources and Quality Assurance abratt@gmc-uk.org, 0161 923 6215

Andrew Bratt, Assistant Director Human Resources, Resources and Quality Assurance abratt@gmc-uk.org, 0161 923 6215 Agenda item: 21 Report title: Report by: Action: People Strategy- Leadership and Management Andrew Bratt, Assistant Director Human Resources, Resources and Quality Assurance abratt@gmc-uk.org, 0161 923

More information

Job Description. contribute to the development and successful implementation of ATM s plans.

Job Description. contribute to the development and successful implementation of ATM s plans. Job Description Position: Curriculum and Operations Manager Salary Range: 34,295 to 38599 Reporting to: Director of Operations and Performance Responsible for: Programme Leader, Advance Teaching Practitioner,

More information

MSc Educational Leadership and Management

MSc Educational Leadership and Management MSc Educational Leadership and Management Programme Specification Primary Purpose: Course management, monitoring and quality assurance. Secondary Purpose: Detailed information for students, staff and employers.

More information

UNIVERSITY OF CUMBRIA LEADERSHIP AND MANAGEMENT DEVELOPMENT STRATEGY HUMAN RESOURCES SERVICE

UNIVERSITY OF CUMBRIA LEADERSHIP AND MANAGEMENT DEVELOPMENT STRATEGY HUMAN RESOURCES SERVICE UNIVERSITY OF CUMBRIA LEADERSHIP AND MANAGEMENT DEVELOPMENT STRATEGY HUMAN RESOURCES SERVICE NB. This strategy is available on the University of Cumbria website and it should be noted that any printed

More information

NORTH EAST SCOTLAND COLLEGE HUMAN RESOURCES STRATEGY. Version Date: 18 November 2014 Approved by: Human Resources Committee

NORTH EAST SCOTLAND COLLEGE HUMAN RESOURCES STRATEGY. Version Date: 18 November 2014 Approved by: Human Resources Committee NORTH EAST SCOTLAND COLLEGE HUMAN RESOURCES STRATEGY Version Date: 18 November 2014 Approved by: Human Resources Committee HUMAN RESOURCES STRATEGY 1.0 Introduction 1.1 The merger of Aberdeen and Banff

More information

ACADEMIC POLICY FRAMEWORK

ACADEMIC POLICY FRAMEWORK ACADEMIC POLICY FRAMEWORK Principles, Procedures and Guidance for the Development & Review of Academic Policies [V.1] Page 2 of 11 TABLE OF CONTENTS 1. FRAMEWORK OVERVIEW... 3 2. PRINCIPLES... 4 3. PROCESS...

More information

University Strategy. 2015/16 to 2020/21

University Strategy. 2015/16 to 2020/21 University Strategy 2015/16 to 2020/21 OUR VISION We will deliver transformational education, research and innovation by... Recognising and sustaining our strengths in undergraduate education and growing

More information

Principal Lecturer & Course Leader PGCE Primary Programme

Principal Lecturer & Course Leader PGCE Primary Programme JOB DESCRIPTION Job Title: Salary Grade: Faculty: Base Location: Job Family: Special Conditions: Principal Lecturer & Course Leader PGCE Primary Programme Grade 9 + London Weighting Education, Humanities

More information

Blackburn College Teaching, Learning and Assessment Strategy. 25 August 2015

Blackburn College Teaching, Learning and Assessment Strategy. 25 August 2015 Blackburn College Teaching, Learning and Assessment Strategy 25 August 2015 1 Introduction This document provides a Teaching, Learning and Assessment Strategy covering all of the College s Further Education

More information

STRATEGY for LEARNING AND TEACHING ENHANCEMENT

STRATEGY for LEARNING AND TEACHING ENHANCEMENT Appendix A Birkbeck University of London STRATEGY for LEARNING AND TEACHING ENHANCEMENT 2012-2017 Revised 2014 7 STRATEGY FOR LEARNING AND TEACHING ENHANCEMENT 2012-2017 INTRODUCTION Birkbeck University

More information

JOB DESCRIPTION. 1. JOB TITLE: Lecturer in Criminology. 4. DEPARTMENT: Social and Political Science

JOB DESCRIPTION. 1. JOB TITLE: Lecturer in Criminology. 4. DEPARTMENT: Social and Political Science JOB DESCRIPTION 1. JOB TITLE: Lecturer in Criminology 2. HRMS REFERENCE NUMBER: HR14491 3. ROLE CODE: FINLTSR3 4. DEPARTMENT: Social and Political Science 5. ORGANISATION CHART: Head of Department Deputy

More information

Trust Board Meeting: Wednesday 11 March 2015 TB2015.33. Oxford University Hospitals Trust Nursing and Midwifery Strategy 2015-2018

Trust Board Meeting: Wednesday 11 March 2015 TB2015.33. Oxford University Hospitals Trust Nursing and Midwifery Strategy 2015-2018 Trust Board Meeting: Wednesday 11 March 2015 Title Oxford University Hospitals Trust Nursing and Midwifery Strategy 2015-2018 Status History This is a new paper Presented to the Trust Management Executive

More information

Central Services. Business Support Service JOB DESCRIPTION

Central Services. Business Support Service JOB DESCRIPTION Central Services Business Support Service JOB DESCRIPTION POST: GRADE: Grade: Band 12 RESPONSIBLE TO: A Head of Business Support STAFF MANAGED: Team Leaders. In some instance, a Business Support Manager

More information

Establishing a Regulatory Framework for Credentialing

Establishing a Regulatory Framework for Credentialing 18 March 2013 Strategy and Policy Board 5 For decision Establishing a Regulatory Framework for Credentialing Issue 1. In 2012 Council agreed that the GMC should develop a regulatory framework for introducing

More information

A GUIDE TO ACADEMIC PERFORMANCE REVIEW 2015/16

A GUIDE TO ACADEMIC PERFORMANCE REVIEW 2015/16 A GUIDE TO ACADEMIC PERFORMANCE REVIEW 2015/16 VERSION 1 - JANUARY 2016 Contents Page Introduction 3 Principles and Key Features 4 Benefits to Academic Employees and Heads of Schools 5 Roles and Responsibilities

More information

JOB DESCRIPTION. 1. ROLE TITLE: Lecturer in Digital Marketing and Business. 4. DEPARTMENT: Department of Marketing, Tourism, Events Management & HRM

JOB DESCRIPTION. 1. ROLE TITLE: Lecturer in Digital Marketing and Business. 4. DEPARTMENT: Department of Marketing, Tourism, Events Management & HRM JOB DESCRIPTION 1. ROLE TITLE: Lecturer in Digital Marketing and Business 2. HRMS REFERENCE NUMBER HR14045 3. ROLE CODE: FINLEC 4. DEPARTMENT: Department of Marketing, Tourism, Events Management & HRM

More information

Manager for Social Sciences - 42897. External Relations. Full time. Permanent. External and internal candidates

Manager for Social Sciences - 42897. External Relations. Full time. Permanent. External and internal candidates Job Description Post Title and Post Number Organisation Advertising Description College Marketing and Communications Manager for Social Sciences - 42897 External Relations Post Number 42897 Full Time/Part

More information

Guidance for drafting a contextual document Rationale, aims and market for the proposal Note Standards - course outcomes and level

Guidance for drafting a contextual document Rationale, aims and market for the proposal Note Standards - course outcomes and level Guidance for drafting a contextual document 1.1 The following is expected for a proposal for a new course and so represents the maximum that will be expected within a contextual document. At the end of

More information

Introduction. Chris Harrop, Chief Executive

Introduction. Chris Harrop, Chief Executive Page 1 of 10 Introduction I am proud to be the Chief Executive of the Walton Centre NHS Foundation Trust with its reputation for excellent patient care, quality services and sustainability. Over the last

More information

JOB DESCRIPTION. 1. JOB TITLE: Senior Lecturer in Computer Science (Cyber Security)

JOB DESCRIPTION. 1. JOB TITLE: Senior Lecturer in Computer Science (Cyber Security) JOB DESCRIPTION 1. JOB TITLE: Senior Lecturer in Computer Science (Cyber Security) 2. HRMS REFERENCE NUMBER: HR14195 3. ROLE CODE: FINSLTSR4 4. DEPARTMENT: Department of Computer Science Faculty of Science

More information

JOB DESCRIPTION. 5. ORGANISATION CHART: Reports to the Institute of Medicine Administrator. Institute of Medicine Directors

JOB DESCRIPTION. 5. ORGANISATION CHART: Reports to the Institute of Medicine Administrator. Institute of Medicine Directors JOB DESCRIPTION 1. JOB TITLE: Administrative Assistant 2. HRMS REFERENCE NUMBER: HR14132 3. ROLE CODE: FINADMIN01 4. DEPARTMENT: Institute of Medicine (IoM) 5. ORGANISATION CHART: Reports to the Institute

More information

DRAFT BRACKNELL FOREST POLICY for THE QUALITY ASSURANCE AND IMPROVEMENT OF SCHOOLS

DRAFT BRACKNELL FOREST POLICY for THE QUALITY ASSURANCE AND IMPROVEMENT OF SCHOOLS DRAFT BRACKNELL FOREST POLICY for THE QUALITY ASSURANCE AND IMPROVEMENT OF SCHOOLS JANUARY 2015 Version 2 Children, Young People and Learning Bracknell Forest Policy for the quality assurance and improvement

More information

TITLE School Improvement Policy 2015. Judith Ramsden, Director of Children s Services.

TITLE School Improvement Policy 2015. Judith Ramsden, Director of Children s Services. TITLE School Improvement Policy 2015 FOR CONSIDERATION BY Children s Services Overview and Scrutiny Committee on 27 October 2015 WARD None Specific DIRECTOR Judith Ramsden, Director of Children s Services.

More information

Lecturer Teaching and Research - Socio-Cultural Studies. Dean of School / Director of Learning and Teaching

Lecturer Teaching and Research - Socio-Cultural Studies. Dean of School / Director of Learning and Teaching JOB DESCRIPTION Job Title: Post No: Location: Lecturer Teaching and Research - Socio-Cultural Studies SP3130 Cardiff School of Sport Grade: 7 Salary: 35,469-39,920 Accountable to: Dean of School / Director

More information

JOB DESCRIPTION. 1. JOB TITLE: Lecturer in Computer Science. 4. DEPARTMENT: Department of Computer Science Faculty of Science and Engineering

JOB DESCRIPTION. 1. JOB TITLE: Lecturer in Computer Science. 4. DEPARTMENT: Department of Computer Science Faculty of Science and Engineering JOB DESCRIPTION 1. JOB TITLE: Lecturer in Computer Science 2. HRMS REFERENCE NUMBER: HR14194 3. ROLE CODE: FINSLTSR3 4. DEPARTMENT: Department of Computer Science Faculty of Science and Engineering 5.

More information

V2 Programme Specification HNC Level 4 Diploma in Electrical and Electronic Engineering

V2 Programme Specification HNC Level 4 Diploma in Electrical and Electronic Engineering V2 Programme Specification HNC Level 4 Diploma in Electrical and Electronic Engineering V2HE 1. Awarding Organisation Pearson 2. Teaching Institution Highbury College Portsmouth 3. Programme Accredited

More information

JOB DESCRIPTION. Head of Learning and Standards. Salary grade: Management Scale 2 + 1

JOB DESCRIPTION. Head of Learning and Standards. Salary grade: Management Scale 2 + 1 JOB DESCRIPTION Job Title: Responsible to: Head of Learning and Standards Director of Faculty Salary grade: Management Scale 2 + 1 Hours per week: 21.6 hours per week Main Purpose of the Role 1. To manage

More information

JOB DESCRIPTION. Leadership: Provide vision, leadership and direction for the college.

JOB DESCRIPTION. Leadership: Provide vision, leadership and direction for the college. JOB DESCRIPTION Job Title: Reports to: Principal Board of Governors Main Purpose of the Job Leadership: Provide vision, leadership and direction for the college. Learning: Create and maintain a productive

More information

City and County of Swansea. Human Resources & Workforce Strategy 2013-2017. Ambition is Critical 1

City and County of Swansea. Human Resources & Workforce Strategy 2013-2017. Ambition is Critical 1 City and County of Swansea Human Resources & Workforce Strategy 2013-2017 Ambition is Critical 1 Delivering quality services for a safer, greener, smarter, fairer, healthier, richer Swansea Executive Summary

More information

Marketing, Recruitment and Admissions. Marketing Strategy 2013-2015

Marketing, Recruitment and Admissions. Marketing Strategy 2013-2015 Marketing, Recruitment and Admissions Marketing Strategy 2013-2015 November 2013 The Marketing Strategy is created cooperatively by the Department s marketing managers and exists to advance the University

More information

JOB DESCRIPTION. Curriculum Leader Full Cost Recovery (FCR) A minimum of 36 hours per week to meet the requirements of the post.

JOB DESCRIPTION. Curriculum Leader Full Cost Recovery (FCR) A minimum of 36 hours per week to meet the requirements of the post. JOB DESCRIPTION Job Title: Responsible to: Curriculum Leader Full Cost Recovery (FCR) Head of Learning and Standards Salary grade: Tutor Scale + 1 Hours per week: Responsible for: A minimum of 36 hours

More information

DRAFT. London Borough of Merton Procurement Strategy

DRAFT. London Borough of Merton Procurement Strategy DRAFT London Borough of Merton Procurement Strategy 2013-2016 3 Foreword Welcome to Merton s procurement strategy, which outlines our aims for the period 2013 2016 and shows how procurement will contribute

More information

Recognising excellence within the school business management profession: a guide to making an application to become a NASBM Fellow

Recognising excellence within the school business management profession: a guide to making an application to become a NASBM Fellow www.nasbm.co.uk Recognising excellence within the school business management profession: a guide to making an application to become a NASBM Fellow November 2015 1 1. Introduction In response to growing

More information

CONCORDAT IMPLEMENTATION

CONCORDAT IMPLEMENTATION CONCORDAT IMPLEMENTATION UNIVERSITY OF ABERDEEN HR EXCELLENCE IN RESEARCH AWARD TWO YEAR INTERNAL REVIEW PROGRESS REPORT. The University of Aberdeen received the HR Excellence Award for Excellence in December

More information

JOB DESCRIPTION. Post Title: TEACHER WITH RESPONSIBILITY FOR DIGITAL LITERACY COMPUTER SCIENCE

JOB DESCRIPTION. Post Title: TEACHER WITH RESPONSIBILITY FOR DIGITAL LITERACY COMPUTER SCIENCE JOB DESCRIPTION Post Title: TEACHER WITH RESPONSIBILITY FOR DIGITAL LITERACY COMPUTER SCIENCE Post Holder: Purpose: To support the Head of Department and to deputise when and where appropriate. To ensure

More information

Innovative design and delivery of flexible educational practices aligned to contemporary organisational needs.

Innovative design and delivery of flexible educational practices aligned to contemporary organisational needs. Christine Fountain Susan Patrick Innovative design and delivery of flexible educational practices aligned to contemporary organisational needs. HEA Annual Conference 2 nd & 3 rd July 2014 Southampton Solent

More information

TAUHEEDUL EDUCATION TRUST

TAUHEEDUL EDUCATION TRUST TAUHEEDUL EDUCATION TRUST JOB DESCRIPTION Job Title: Base: Head of Human Resources Tauheedul Education Trust Central Office Reports to: Chief Executive Grade: TSM4 Sc 54-59 Staff Responsibility for: As

More information

Communication indicators

Communication indicators Communication indicators 1. Introduction The guidance below starts by defining the scope of the communications function and goes on to identify the requirement of a modern, value for money communications

More information

JOB DESCRIPTION. 1. JOB TITLE: Senior Lecturer in Marketing and Public Relations. 4. DEPARTMENT: Warrington School of Management.

JOB DESCRIPTION. 1. JOB TITLE: Senior Lecturer in Marketing and Public Relations. 4. DEPARTMENT: Warrington School of Management. JOB DESCRIPTION 1. JOB TITLE: Senior Lecturer in Marketing and Public Relations 2. HRMS REFERENCE NUMBER: HR14318 3. ROLE CODE: FINSLTSR4 4. DEPARTMENT: Warrington School of Management 5. ORGANISATION

More information

Stronger communities, Better homes, Smarter business

Stronger communities, Better homes, Smarter business Stronger communities, Better homes, Smarter business Equality and Diversity Strategy and Action Plan 2014-2017 www.alliancehomesgroup.org.uk Equality and Diversity Strategy and Plan Introduction 3 About

More information

Customer Service Cluster Manager

Customer Service Cluster Manager London Borough of Camden JOB PROFILE Cluster POSITION TITLE: cluster manager DIRECTORATE: Culture and Environment DIVISION: Culture and customer service JOB FAMILY: SERVICE: service GRADE: PO6 REPORTS

More information

GLASGOW KELVIN COLLEGE BOARD OF MANAGEMENT LEARNING, TEACHING AND ASSESSMENT STRATEGY

GLASGOW KELVIN COLLEGE BOARD OF MANAGEMENT LEARNING, TEACHING AND ASSESSMENT STRATEGY GLASGOW KELVIN COLLEGE BOARD OF MANAGEMENT LEARNING, TEACHING AND ASSESSMENT STRATEGY 2014-15 1. Introduction Glasgow Kelvin College strives to provide learning which is inclusive, respects learners, is

More information

Concordat to Support the Career Development of Researchers. HR Excellence in Research 2 Year Review. Updated Implementation Action Plan: January 2014

Concordat to Support the Career Development of Researchers. HR Excellence in Research 2 Year Review. Updated Implementation Action Plan: January 2014 Concordat to Support the Career Development of Researchers HR Excellence in Research 2 Year Review Updated Implementation Action Plan: January 2014 1 Concordat to Support the Career Development of Researchers

More information

Impact and Knowledge Exchange Strategy 2013-2016 Delivering Impact from Research Excellence

Impact and Knowledge Exchange Strategy 2013-2016 Delivering Impact from Research Excellence 1. Background Impact and Knowledge Exchange Strategy 2013-2016 Delivering Impact from Research Excellence Impact is the demonstrable contribution that excellent research (basic, user-inspired and applied)

More information