Addendum to CHANGE MANAGEMENT PROPOSAL: Learning and Teaching Centre and ACUOnline. (Version Three 17 March 2010)
|
|
- Jessie Day
- 8 years ago
- Views:
Transcription
1 Addendum to CHANGE MANAGEMENT PROPOSAL: Learning and Teaching Centre and ACUOnline (Version Three 17 March 2010) IMPLEMENTING RECOMMENDATIONS FOLLOWING THE REVIEW OF THE LEARNING AND TEACHING CENTRE IN LINE WITH THE ACU STRATEGIC PLAN
2 Background It is now proposed that there be a change to the organizational structure originally proposed in the Change Management Proposal (Version Three 17 March 2010) which was considered by the ACUSCC and approved by the Vice-Chancellor on 27 April Specifically the changes are that there will be a Manager (subject to evaluation, proposed at level 9) who will manage the whole team instead of the three team leaders leading three different groups. The new arrangement will allow for a more flexible arrangement for harnessing the professional expertise of the team to service the needs of staff and students across ACU. The team will now function on a project-based model whereby sub-groups of the team will be formed to address specific needs for e-learning support and investigations of emerging learning technologies. In short, the team will function according to its areas of professional expertise with oversight and input by a Manager. The new structure and operational approach will help address a common criticism by academic leaders and staff of the LTC enacting a compliance culture across ACU. This new organisational structure is that of a service model whereby all team members will be focussed on a vision of enhancing the quality of learning and teaching by providing professional support rather than one of enforcement. It is also recommended that all members of the team be Project Officers (e-learning advisors) at HEW level 7. Currently there are staff on HEW level 8 (one), HEW level 7 (three) and HEW level 6 (six). There is a generic Position Description (PD) and Position Information Questionnaire (PIQ) submitted for classification of Project Officers. It should be noted that there has been little change to the PD and PIQ previously classified as HEW level 7 earlier this year. A PD and a PIQ for a Manager are also included for classification. These have been adapted from the previous Team Leaders PD and PIQs to include a more diverse area of responsibilities, including leadership and administration of ten personnel. The Manager s position will be advertised externally. ACU s staff placement policy and processes will apply to opportunities for and placement of other ACUonline staff members. Potential Benefits for Staff No continuing staff members will lose their employment as a result of these changes to the structure proposed in March It is anticipated that staff will benefit from the following: More effective management and coordination of the team with the introduction of a professional Manager position in the structure Introduction of a HEW level 9 position in the structure (subject to classification) A higher profile, University-wide, given to their work More positions at HEW level 7 than previously (subject to classification) No staff member will be HEW level 6 in the new structure (subject to the placement process) Greater opportunity for job satisfaction through flat structure s ability to support long and short-term project teams formed to address diverse e-learning priorities 2
3 Expertise in project management enhanced, eg as part of project teams or project leaders as required Professional development for staff within the team during the change process and as a professional team going forward Greater opportunities to align pedagogical and technological approaches to enhance learning and teaching Greater exposure to innovation and new technologies A focus on team work and development of skills in this area Development of skills and experience to support career options and progression No staff member will be assigned more than one HEW level lower in the placement process in the new model. Potential Adverse Effects for Staff The Change Proposal will impact on staff as they transit to new roles and as the new arrangements are put into place regarding transfer to the LTC. The main change since the proposal considered by ACUSCC in March 2010 is the replacement of three Team Leader positions (HEW level 8) within the structure with a Manager position (HEW level 9 subject to classification) and an accompanying increase in Project Officer positions (HEW level 7 subject to classification). A potential adverse effect for staff is therefore varied opportunity for progression within the e-learning Team for those who may have aspired to applying for a Team Leader position at HEW level 8. Despite this, there is the potential for team members to act in the Manager e-learning position from time to time during Manager s leave periods, gaining management skills and experience that will support future progression opportunities. More widely, working within a skilled and diverse team undertaking a range of projects will give all Project Officers access to professional and skills development and varied experience within the newly structured team that will assist with career progression within and external to ACU. One staff member who is currently HEW level 8 will be able to apply for the HEW 9 position but will not have access to a HEW level 8 position. Placement (subject to classification) to a lower level position will be managed in line with the University s Income Maintenance Policy and processes for salary maintenance. Actions Proposed to Mitigate Adverse Effects Staff will be supported throughout the change process by open communication, a fair placement process (as per ACU policy), access to the EAP and appropriate training. A detailed consultation process has been undertaken around change from the structure proposed in March with three Team Leaders to the flatter structure with one Manager and an increased number of HEW level 7 positions (subject to evaluation). Details of the consultation appear in the section below. This process has allowed full and frank discussion of the pros and cons of the change, and has 3
4 elicited only three written responses from the eleven staff in ACUonline (refer to Paragraph 4 below for staff feedback and response to the feedback). Ongoing discussion will be encouraged throughout the change process. Consultation to Date 1. On Tuesday October 5, 2010 a one-day, face-to-face meeting was attended by all members of the ACUOnline Team. At that meeting the amended organisational model was put to the team members for discussion and input. The meeting was highly interactive with all team members contributing to a list of pros and cons about the new model as well as considering alternative models. The meeting was facilitated by the Acting Deputy Director LTC, Professor David Johnston. A plenary session was held as a conclusion to the day and was also attended in person by Professor Anne Cummins (DVC, Students, Learning and Teaching) and Professor Yoni Ryan (Director, LTC) by teleconference. In the plenary session the team members discussed issues with Professors Cummins and Ryan. 2. Following the meeting, a summary of the positive and negative points developed about the proposed model (See Table 1) was circulated by to all ACUOnline Team members with an invitation for individual, sub-group or whole group additional input (see Point 4 below). 3. A timeline of 5:00 pm Friday October 22, 2010 was set for responses. Table 1: Summary of Points Raised in ACUOnline Team Discussions Positives (for change) Direct / more / easier access to Manager no multiple controls Clear boundaries / expectations for all Manager has clearer perspective of issues from ground level Flatter, more accountable structure Less bureaucracy Greater room for team / individual participation in operations Deeper relationships with all members (increased trust) Less budget for expenditure (money saving) Negatives (against change) No opportunities for professional reclassification Response: Professional development opportunities, skills development and broader experience available within the newly structured team could assist staff win other positions within and external to ACU No career progression Response: Refer to above We were there (with a similar structure) it appeared not to work Refer to Response 4c below Different skill mix that should be recognised Response: The proposed project focus of the e- learning team and the wider LTC will recognise the diverse skill mix What was the point of the previous restructure? Response: In the change management period and prior to the finalisation of the position classifications, with an Acting Deputy Director and Acting Manager and a collaborative approach within ACUonline it has become evident the revised model could work well No coordination of issues Response: Manager will have coordination responsibility as will project leaders according to specialist areas of coverage Very flat structure seen as a negative by some Refer to Response 4c below More pressure on manager 4
5 Refer to Response 4a below 4. Three responses were received within the designated time. 4a Comment: The first identified the need for a Manager to have administrative support given size of the team and the amount of time involved. Response: Once the staff placement process for the former ACUonline team is completed to create the e-learning team within the revamped LTC, the Manager will have access to administrative support currently residing within the LTC. As well, some appropriate administrative tasks may be able to be undertaken by Project Officers within the e-learning team, eg preparation of meeting action notes. 4b Comment: The second indicated support for the flat structure, while having reservations about impact on levels for any staff above HEW Level 7. At the same time, he argued that under the previous model the former coordinators would not really do much more than the project officers as all project officers have been involved with any project type work that has been coordinated and have contributed enormously to research, evaluation and writing of reports or other documentation. So it has never really made sense. He further indicated that when the three coordinator roles were created it did leave a few other staff uncomfortable with the whole process. Response: Support for the proposed flat structure and change from three team leaders to one manager is noted. In relation to concerns expressed about any staff above Level 7, there is currently one continuing staff member in this position, being a Level 8. Four continuing staff have the opportunity for placement at a level above their current level if the Project Officer position is confirmed at Level 7, and three Level 7 staff have the opportunity for placement at their existing level. There are also two contract staff in level 6 roles currently. The ACU placement policy will be followed as per section 4.5 of the approved Change Management Proposal, Learning and Teaching Centre and ACUOnline of March c Comment: The third indicated that the new arrangement should be fully integrated into the structural arrangement for the LTC and not be a set of two entities, but one, with roles and activities set out within the context of its raison d etre. He expressed concern that it is a reversion to a previous model which functioned under a manager and the authority of a coordinator where there were only equals and one Manager. He raised the necessity of satisfactorily addressing the issues surrounding an existing staff member being HEW Level 8 under the proposed flat structure. He also indicated that the lack of an overt organisational plan that all members of the LTC needed to be addressed and warned that proposing limitations on the options available should not occur whilst we appear to lack a sense of focus on what the University needs and not what some of us want. 5
6 Response: There are characteristics about the proposed flat structure with one manager which are quite different to the flat structure/one manager model which operated previously. These include: - addition of the leadership position of Deputy Director; - increased flexibility of the new structure to enable a project focus; - creation of project teams for specific time periods to address shifting priorities and work levels; and - the proposed integration with the LTC so that the two former stand-alone business groups become part of an integrated whole, encouraging greater efficiency and effectiveness. In terms of recognising the circumstances of the existing staff member at Level 8, refer to Response 4c above. Regarding integration of the former ACUonline and the current LTC, the comments offered are noted and being kept in mind as the time for preparing the new Learning and Teaching Thematic Plan approaches. There is sufficient flexibility within the e-learning team s structure and responsibilities to make a well-integrated and valuable contribution to a revamped LTC when the ACUonline and the current LTC, which is also addressing structural and role developments, come together. Thus, in due course, planning in the new LTC will be undertaken by all as members of one business unit. It should also be noted that discussions to date at overview level about future plans for the LTC and the role of ACUonline within it have included the PVC (Students, Learning and Teaching), the Director LTC, the Acting Deputy Director and the Director Libraries to whom ACUonline currently reports. 6
7 ACUonline Revised Structure (within context of proposed move to become part of a revamped LTC) 1 DIRECTOR DEPUTY DIRECTOR MANAGER LTC E-LEARNING TEAM LTC PROJECT OFFICER- E-LEARNING ADVISERS (10 positions) LTC OFFICER MANAGER PERSONAL ASSISTANT TO THE DIRECTOR (.5) EVALUATION COORDINATOR EVALUATION COORDINATOR ADMINSTRATOR (.8) LECTURER IN HIGHER EDUCATION LECTURER IN HIGHER EDUCATION &COURSE COORDINATOR OF THE GRADUATE CERTIFICATE IN HIGHER EDUCATION (.8) PROJECT OFFICER GRADUATE ATTRIBUTES PROMOTING EXCELLENCE INITIATIVE OFFICER (.6) EDUCATIONAL DEVELOPMENT PROJECT OFFICER (.4) ASSOCIATE PROFESSOR HIGHER EDUCATION Change Management Timeline The March 2010 LTC Change Management Proposal timeline has been delayed, mainly due to the time taken to recruit the Deputy Director. There is currently an Acting Deputy Director in place and the new ongoing Deputy Director will commence in January The LTC Office Manager position has also been filled. An Acting Manager for ACUOnline was appointed until the end of See Attachment 1 for LTC Organisation Structure proposed in March 2010, the subject of the revision outlined in this addendum. 7
8 ATTACHMENT 1 LTR Organisation Structure, as Proposed in March 2010 DIRECTOR DEPUTY DIRECTOR LTC MANAGER PERSONAL ASSISTANT TO THE DIERECTOR TEAM LEADER LMS Q A TEAM LEADER A TEAM LEADER B EVALUATION COORDINATOR PROJECT OFFICER QUALITY ASSURANCE PROJECT OFFICER TRAINING PROJECT OFFICER EVALUATION COORDINATOR ADMINISTRATOR LECTURER IN HIGHER EDUCATION PROJECT OFFICER PROJECT OFFICER PROJECT OFFICER PROJECT OFFICER PROJECT OFFICER PROJECT OFFICER LECTURER IN HIGHER EDUCATION & COURSE CORDINATOR OF THE GRADUATE CERTIFICATE IN HIGHER EDUCATION PROJECT OFFICER GRADUATE ATTRIBUTES PROMOTING EXCELLENCE INITIATIVE OFFICER EDUCATIONAL DEVELOPER PROJECT OFFICER 8
Career Development Policy
1 Career Development Policy POLICY RECORD DETAILS DATE AGREED: 24th September 2010 VERSION No. POLICY OWNER: ORGANISATION DEVELOPMENT MANAGER JOB TITLE Dept / Directorate HUMAN RESOURCES CONTRIBUTORS:
More informationGUIDELINES ON POSITION TITLES
GUIDELINES ON POSITION TITLES Overview Objectives Guiding Principles and Approach Relevant Terms Guidelines Responsibilities and Authorities Cross References Further Assistance 1. Overview These guidelines
More informationRole, Model and Service Commitment
Role, Model and Service Commitment Role of Monash HR Monash HR facilitates staff engagement and organisational performance within the framework of the Monash People Strategy. We work in partnership with
More informationHANDBOOK FOR MANAGERS/SUPERVISORS OF PROFESSIONAL/GENERAL STAFF
HANDBOOK FOR MANAGERS/SUPERVISORS OF PROFESSIONAL/GENERAL STAFF Section 1: Managing and Developing People at CSU... 3 Section 2: People Management, the Broad Structure... 3 Section 3: Principles... 4 Section
More informationUniversity-wide. Staff Only Students Only Staff and Students. Vice-Chancellor. Director, Human Resources
Name of Policy Description of Policy Professional Staff Position Titles Policy To provide a common nomenclature for Professional Staff positions at the University. University-wide Policy applies to Specific
More informationBSC Implementation Plan Incorporating Organisational Structure Review; Community Satisfaction Survey; Development Application Processing Survey
Develop an engagement Notify employees affected of program (which includes change Council's duty to notify) with Notify unions to which they key stakeholders regarding the belong introduction of structural
More informationSELECTION PANEL PROCEDURES FOR SCHOOL TEACHERS 2013
SELECTION PANEL PROCEDURES FOR SCHOOL TEACHERS 2013 Selection Panel Procedures for School Teachers 2013, which is located on the Department s website at http://www.teach.nsw.edu.au/documents/sel_panelproc.pdf,
More informationDescription of Policy. Revision. New Policy. Date of Original Approval 29 April 2008 Review Date April 2011 Approved By
Name of Policy Description of Policy Policy and Procedures on Access to and Support for the Learning Management System This policy and procedural document describes the arrangements and conditions surrounding
More informationPerformance Review and Planning for Professional Staff. Conversation Guide for Supervisors
Performance Review and Planning for Professional Staff Conversation Guide for Supervisors Contents Introduction... 3 Performance, Development and Career Conversation Model... 5 Supervisor Checklist...
More information(1) To approve the proposals set out in paragraphs 3.1-2 to ensure greater transparency of partnership board activity; and
Agenda Item No. 7 Governance Committee 23 November 2015 Partnership Governance for Contract Management Report by Director of Law Assurance and Strategy Executive Summary This report sets out some areas
More informationPosition Paper. Minimum ATOD Qualifications and Skills for The Alcohol, Tobacco & other Drugs Sector
Position Paper Minimum ATOD Qualifications and Skills for The Alcohol, Tobacco & other Drugs Sector September 2013 Alcohol, Tobacco and other Drugs Council Tas Inc. (ATDC) Phone: 03 6231 5002 Fax: 03 6231
More informationSecondment is not an entitlement and is subject to approval by the delegated officer.
Secondment Last updated: 29 January 2010 Policy assigned to: Director, Human Resources Overview This policy sets out the guidelines and procedures to be followed by staff entering into secondment arrangements.
More informationINVESTORS IN PEOPLE REVIEW REPORT
INVESTORS IN PEOPLE REVIEW REPORT Lower Farm Primary School Page: 1 of 13 CONTENTS Key Information 3 Assessor Decision 3 Milestone Dates 3 Introduction 4 Assessment Objectives 4 Feedback Against the Assessment
More informationUNITED NATIONS OFFICE FOR PROJECT SERVICES. ORGANIZATIONAL DIRECTIVE No. 39. Talent Management Framework
(ll) UNOPS UNITED NATIONS OFFICE FOR PROJECT SERVICES Headquarters, Copenhagen 30 December 2011 ORGANIZATIONAL DIRECTIVE No. 39 Talent Management Framework I. In line with UNOPS HR Strategy "Putting people
More informationSuccession Planning Policy and Procedure
Succession Planning Policy and Procedure Reference No. P08:2012 Implementation date 07022013 Version Number V1.0 Reference No: Name. Linked documents P14:2002 Police Staff Recruitment and Selection Policy
More informationHighlands and Islands Broadband Pathfinder Project - Background
ITEM: 22(a) PAGE: 1 REPORT TO: The Moray Council on 5 July, 2006 SUBJECT: BY: Highlands and Islands Broadband Pathfinder Project - Background Chief Executive 1. Reason for Report 1.1 The Pathfinder Broadband
More informationChange Management Plan Phase B
Division of Global Strategy & Engagement Change Management Plan Phase B Professor Robyn McGuiggan Deputy Vice Chancellor Division of Global Strategy and Engagement and Head of the Cairns Campus Outline
More informationJob description HR Advisor
Job description HR Advisor Main purpose of job To work closely with colleagues in the HR Business Partner team along with the wider PDO directorate to ensure delivery of a first class, professional and
More informationAcademic Role Profile
Job Title: Responsible to: Responsible for: Lecturer A - Pathway Lead School Nursing The Director of Studies for Nursing, Integrated Care and NMC Specialist Practice Awards Not applicable Job Summary and
More informationTWELFTH ANNUAL REPORT
TWELFTH ANNUAL REPORT of the Audit Committee of the Department of Agriculture and Food for the year ended 31st December 2006 March 2007 Contents Page Section 1 Membership of the Audit Committee 2 Section
More informationIntroduction 3. Scope of the Consultation 3. Background 3. Proposals for the Teachers Pension Scheme from April 2013 to March 2014 4
Consultation on proposed increases in contributions for members of the Teachers Pension Scheme (TPS) in 2013-14; and the removal of provisions governing scheme valuations and cap and share arrangements
More informationStaffing and Classification Procedures
Staffing and Classification Procedures Preface These procedures apply to staff employed by the University of Southern California. In the event of a discrepancy between procedures, guidelines and a collective
More informationWiltshire Council Human Resources. Improving Work Performance Policy and Procedure
Wiltshire Council Human Resources Improving Work Performance Policy and Procedure This policy can be made available in other languages and formats such as large print and audio on request. What is it?
More informationLEEDS BUSINESS SCHOOL Institute of Directors (IoD) Development Programmes. Exceptional programmes for exceptional people. www.leedsbeckett.ac.
Institute of Directors (IoD) Development Programmes Exceptional programmes for exceptional people Leeds Business School holds an exclusive regional franchise to deliver Institute of Director (IoD) programmes
More informationHR Enabling Strategy 2012-2017
This document is yet to be put into corporate format but this interim version can be referred to for the time being. Should you have any queries, please refer to Sally Hartley, University Secretary, x
More informationTALENT MANAGEMENT AND SUCCESSION PLANNING
White Paper TALENT MANAGEMENT AND SUCCESSION PLANNING The CEO s and Chairman s role in talent management and succession planning is huge it should never be just a function of HR, because this is a top-down
More informationGovernance Document Management Framework
Governance Document Management Framework Relevant Definitions: In the context of this document: AB means Academic Board Contact Officer means the position responsible for the day to day implementation
More informationCHARLES STURT UNIVERSITY WORKFORCE PLANNING FRAMEWORK 2007 2011
CHARLES STURT UNIVERSITY WORKFORCE PLANNING FRAMEWORK 2007 2011 1. DEFINITION... 1 2. CONTEXT... 1 3. STRATEGIC ALIGNMENT AND DRIVERS... 1 4. VALUES... 2 5. PRINCIPLES OF PRACTICE... 2 6. PERFORMANCE INDICATORS...
More informationMaturity Model. March 2006. Version 1.0. P2MM Version 1.0 The OGC logo is a Registered Trade Mark of the Office of Government Commerce
Maturity Model March 2006 Version 1.0 P2MM Version 1.0 The OGC logo is a Registered Trade Mark of the Office of Government Commerce This is a Value Added product which is outside the scope of the HMSO
More informationSAN DIEGO UNIFIED SCHOOL DISTRICT Office of the Superintendent APPROVAL OF MAINTENANCE & OPERATIONS REORGANIZATION.
SAN DIEGO UNIFIED SCHOOL DISTRICT Office of the Superintendent APPROVAL OF MAINTENANCE & OPERATIONS REORGANIZATION Introductory Statement This is a recommendation by the Superintendent to begin the restructuring
More informationEMPLOYMENT COMMITTEE 15 JUNE 2005. SUCCESSION PLANNING POLICY (Director of Corporate Services & Resources Human Resources)
EMPLOYMENT COMMITTEE 15 JUNE 2005 (ITEM 8) SUCCESSION PLANNING POLICY (Director of Corporate Services & Resources Human Resources) 1 INTRODUCTION 1.1 Succession planning is increasingly gaining acceptance
More informationProbation at ECU Academic and General Staff Guidelines for Managers/Supervisors
Probation at ECU Academic and General Staff Guidelines for Managers/Supervisors Your role and responsibility is to lead the process and to ensure on behalf of the University that the new employee meets
More informationStrengthening the Performance Framework:
Strengthening the Performance Framework: Towards a High Performing Australian Public Service Diagnostic Implementation July 2014 2155 This paper was prepared by: Professor Deborah Blackman, University
More informationHIGHLANDS AND ISLANDS PATHFINDER BROADBAND PROCUREMENT: APPOINTMENT OF PREFERRED SUPPLIER
ARGYLL AND BUTE COUNCIL STRATEGIC POLICY COMMITTEE CHIEF EXECUTIVE 20 JULY 2006 HIGHLANDS AND ISLANDS PATHFINDER BROADBAND PROCUREMENT: APPOINTMENT OF PREFERRED SUPPLIER 1 SUMMARY This report updates the
More informationRefocussing Vocational Education and Training at Victoria University Update for Staff 6 June 2012
Refocussing Vocational Education and Training at Victoria University Update for Staff 6 June 2012 Background In May 2012, the Victorian Government introduced the Refocussing VET in Victoria policy, dramatically
More informationAppointment details Fixed Term Post Student Placement Co-ordinator (EAS)
Appointment details Fixed Term Post Student Placement Co-ordinator (EAS) Closing date: 26 January 2014 Ref: R140008 Contents About Aston University Welcome from Helen Higson, Deputy Vice-Chancellor Job
More informationShropshire Highways Draft Asset Management and Communications Strategy and Implications of Department for Transport Incentivised funding
Committee and Date Cabinet 14 th October 2015 Shropshire Highways Draft Asset Management and Communications Strategy and Implications of Department for Transport Incentivised funding Responsible Officer
More informationProfessional Development for Engagement Partners Responsible for Audits of Financial Statements (Revised)
IFAC Board Exposure Draft August 2012 Comments due: December 11, 2012 Proposed International Education Standard (IES) 8 Professional Development for Engagement Partners Responsible for Audits of Financial
More informationGateway review guidebook. for project owners and review teams
Gateway review guidebook for project owners and review teams The State of Queensland (Queensland Treasury and Trade) 2013. First published by the Queensland Government, Department of Infrastructure and
More informationForeign Exchange Policy and Procedures
Foreign Exchange Policy and Procedures Commencement Date: 23 August, 2006 Category: Finance 1. PURPOSE The purpose of this policy is to regulate Foreign Currency transactions of Material amounts and to
More informationCENTRAL MANCHESTER UNIVERSITY HOSPITALS NHS FOUNDATION TRUST
CENTRAL MANCHESTER UNIVERSITY HOSPITALS NHS FOUNDATION TRUST Agenda Item 9.1 Report of: Executive Director of Human & Corporate Resources Margot Johnson Paper prepared by: Head of Operational HR - Gill
More informationCosts of Implementing the Generic Public Health Competencies
Costs of Implementing the Generic Public Health Competencies 1. Executive Summary To assist the Ministry of Health with implementation planning and decision making, PHANZ, on behalf of the Core Competency
More informationAUSTRALIAN CATHOLIC UNIVERSITY
AUSTRALIAN CATHOLIC UNIVERSITY STRATEGIC PLAN FOR ONLINE TEACHING AND LEARNING 2007 2009 Contextual Statement Australian Catholic University (ACU National) is committed to enhancing student access to online
More informationPerformance Planning and Review (PPR) Framework THE PPR GUIDE
Performance Planning and Review (PPR) Framework THE PPR GUIDE Index Overview Page 1 The Principles Page 1 Who does it apply to Page 1-2 Employees and Managers Responsibilities Page 2 PPR Cycle Page 3 Developing
More informationPart E: Contract management
Overview Part A: Strategic assessment Part B1: Business case developing the business case Part B2: Business case procurement options Part B3: Business case funding and financing options Part C: Project
More informationUniversity of Aberdeen ACADEMIC QUALITY HANDBOOK SECTION 8 RESEARCH STUDENTS
University of Aberdeen ACADEMIC QUALITY HANDBOOK SECTION 8 RESEARCH STUDENTS This Section of the Academic Quality Handbook should be of particular interest to research students, Supervisors and Heads of
More informationWORKFORCE AND SUCCESSION PLANNING
2012 WORKFORCE AND SUCCESSION PLANNING Toolkit to Identify and Address Strategic Talent Gaps Workforce Management Office NOAA 1/1/2012 Table of contents Introduction... 3 Workforce Planning... 3 Step 1:
More informationQUALITY ASSURANCE OPERATIONAL FRAMEWORK. University of Liverpool. Liverpool, L69 7ZX. And. Laureate
QUALITY ASSURANCE OPERATIONAL FRAMEWORK The University of Liverpool Liverpool, L69 7ZX And INTRODUCTION Laureate The Institutional Agreement is between (1) the University of Liverpool ( UoL ) whose registered
More informationThe following criteria have been used to assess each of the options to ensure consistency and clarity:
4 Options appraisal 4.1 Overview We have appraised each of the options identified in section 3: Maintain the status quo Implement organisational change and service improvement Partner / collaborate with
More informationMODULAR ASSESSMENT REGULATIONS (M A R)
University of the West of England, Bristol MODULAR ASSESSMENT REGULATIONS (M A R) MAR Version 2.3, September 2002 1 THE MODULAR SCHEME ASSESSMENT REGULATIONS (MAR Version 2.3: September 2002) 1 DEFINITIONS
More informationCORPORATE PERFORMANCE MANAGEMENT GUIDELINE
-001 CORPORATE PERFORMANCE MANAGEMENT GUIDELINE -001 TABLE OF CONTENTS 1 Introduction... 3 1.1 Scope... 3 1.2 Purpose... 3 2 Performance Management Framework Overview... 4 3 Performance Management Framework...
More informationPM Governance. Executive Team ADCA ADCA
Item 6.5a Action Plan against the Recommendations Made in the Review of Risk Management Arrangements by PM Governance, November 2014 Key: PM Governance Paul Moore, Risk Consultant ADCA Associate Director
More informationVolunteer Managers National Occupational Standards
Volunteer Managers National Occupational Standards Contents 00 Forward 00 Section 1 Introduction 00 Who are these standards for? 00 Why should you use them? 00 How can you use them? 00 What s in a Standard?
More informationAcademic Board Review Response to Recommendations
Sydney Nursing School Academic Board Review Response to Recommendations Review completed August 2009, Final report January 2010, Response to Recommendations March 2010 In response to the recommendations
More informationBest Practice Network. Graduate Leaders in Early Years Programme Audit Monitoring Report by the Quality Assurance Agency for Higher Education
Best Practice Network Graduate Leaders in Early Years Programme Audit Monitoring Report by the Quality Assurance Agency for Higher Education February 2014 Contents Report of monitoring visit... 1 Section
More informationSESLHD POLICY COVER SHEET
COVER SHEET NAME OF DOCUMENT TYPE OF DOCUMENT Policy DOCUMENT NUMBER SESLHDPD/274 DATE OF PUBLICATION July 2014 RISK RATING LEVEL OF EVIDENCE Medium N/A REVIEW DATE July 2016 FORMER REFERENCE(S) EXECUTIVE
More informationValid from: 2012 Faculty of Humanities and Social Sciences Oxford and Cherwell Valley College Thames Valley Police
APPENDIX H Programme Specification Programme Specification Foundation Degree Policing Valid from: 2012 Faculty of Humanities and Social Sciences Oxford and Cherwell Valley College Thames Valley Police
More informationHR Service Delivery Charter
HR Service Delivery Charter January 2015 1 Work to the Service Charter standards Employee Records Contracts of employment Renewals HR Admin Terminations UK Visa and Immigration Equality and diversity Research
More informationPERFORMANCE AND DEVELOPMENT FRAMEWORK FOR PRINCIPALS, EXECUTIVES AND TEACHERS IN NSW PUBLIC SCHOOLS
PERFORMANCE AND DEVELOPMENT FRAMEWORK FOR PRINCIPALS, EXECUTIVES AND TEACHERS IN NSW PUBLIC SCHOOLS Introduction and Context The NSW Department of Education and Communities is committed to attracting,
More informationJob Application Pack. Senior HR Adviser. August 2015
Job Application Pack Senior HR Adviser August 2015 Dear Applicant August 2015 Senior HR Adviser We are currently seeking to appoint a Senior HR Adviser, who will be contracted to work from home and the
More informationARGYLL AND BUTE COUNCIL SUPPORT SERVICES REVIEW HR & PAYROLL EXECUTIVE SUMMARY- 2 NOVEMBER 2011
ARGYLL AND BUTE COUNCIL SUPPORT SERVICES REVIEW HR & PAYROLL EXECUTIVE SUMMARY- 2 NOVEMBER 2011 1 Introduction 1.1 The Heads of Customer & Support Services, Improvement & HR and the workstream leads for
More informationPrincipal Lecturer in Cyber Security. 9 47,328-54,841 per annum. School of Computing & Technology. 1.0 FTE (part-time or Job share will be considered)
JOB DESCRIPTION Post Title Post No: Salary Grade Department Base Location FTE Principal Lecturer in Cyber Security A885 9 47,328-54,841 per annum School of Computing & Technology Park Campus 1.0 FTE (part-time
More informationUNSOLICITED PROPOSALS
UNSOLICITED PROPOSALS GUIDE FOR SUBMISSION AND ASSESSMENT January 2012 CONTENTS 1 PREMIER S STATEMENT 3 2 INTRODUCTION 3 3 GUIDING PRINCIPLES 5 3.1 OPTIMISE OUTCOMES 5 3.2 ASSESSMENT CRITERIA 5 3.3 PROBITY
More informationWORKFORCE PLANNING IN SCHOOLS
WORKFORCE PLANNING IN SCHOOLS Produced by: EB Implementation Taskforce Issue Date: October 2011 Updated April 2014 TABLE OF CONTENTS WHAT IS WORKFORCE PLANNING?... 1 Why is Workforce Planning Important?...
More informationCorporate Governance Statement
Corporate Governance Statement The Board of Directors of APN Outdoor Group Limited (APO) is responsible for the overall corporate governance of APO, including establishing the corporate governance framework
More informationLeadership and Management Framework Responsibilities
Leadership and Management Framework Responsibilities Leading and Managing People 1. Provide clear purpose and direction to your team 2. Understand and communicate measurable performance objectives 3. Supervise
More informationOneFACS Non Executive Staff Transition Change Management Plan Central Office & Corporate Services. FACS Organisational Design Program May 2015 V1.
OneFACS Non Executive Staff Transition Change Management Plan Central Office & Corporate Services FACS Organisational Design Program May 2015 V1.1 Table of contents 1 Background... 3 1.1 The purpose of
More informationJob 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 informationList of Contents. Foreword. Introduction 1. A. General Principles 1. B. Institutional By-Laws and Regulations 2. C. Specific Guidance 3
I List of Contents Foreword Page II Introduction 1 A. General Principles 1 B. Institutional By-Laws and Regulations 2 C. Specific Guidance 3 I FOREWORD The purpose of this Code of Practice is to provide
More informationPOSITION DESCRIPTION. Role Purpose. Key Challenges. Key Result Areas
POSITION DESCRIPTION Position Title Manager, Technical Services Support Position Number Reports to Manager Technology Services Functional Auth HRM Auth Region IT Services Centre Head Office Date Feb 2011
More informationRECRUITMENT UNIT INFORMATION FOR APPLICANTS
RECRUITMENT UNIT INFORMATION FOR APPLICANTS You can choose to have your employment at Victoria University governed by an Australian Workplace Agreement ( AWA ). Victoria University reserves the right to
More informationCONFIRMED BLACKPOOL AND THE FYLDE COLLEGE AUDIT COMMITTEE
BLACKPOOL AND THE FYLDE COLLEGE AUDIT COMMITTEE Minutes of the meeting held at 5.00 pm on Wednesday 20 th March 2013 Main Committee Room, Bispham Campus Present: Together with: A. Cavill (Chair) A. Gilmore
More informationADOPTION SERVICE STATEMENT OF PURPOSE
London Borough of Waltham Forest Children and Families Services ADOPTION SERVICE STATEMENT OF PURPOSE Revised November 2013 (Draft to be ratified) www.walthamforest.gov.uk/adopt 1 1. Introduction The Statement
More informationFor more information visit www.enterprise-ireland.com/g4ig. Ireland s brightest talent are ready to help you grow your business.
For more information visit www.enterprise-ireland.com/g4ig Ireland s brightest talent are ready to help you grow your business. 01/05 SUCCESS IN EXPORT MARKETS IS CRUCIAL TO THE GROWTH OF IRISH BUSINESS
More informationProject Assessment Framework Establish service capability
Project Assessment Framework Establish service capability July 2015 Component of the Project Assessment Framework (PAF) This document forms part of the Project Assessment Framework, as outlined below.
More informationBUSINESS INTELLIGENCE STEERING COMMITTEE. Terms of Reference
BUSINESS INTELLIGENCE STEERING COMMITTEE Terms of Reference August 2008 CONTENTS Introduction...1 Role of the BISC...1 Powers...1 Membership of the BISC...1 Members...1 Roles and Responsibilities...2 Membership
More informationPost Title: Teacher of HND/HNC Music Production
Post Title: Teacher of HND/HNC Music Production Summary Job Description and Person Specification The College: An Overview New College, Telford is currently going through an exciting period of change and
More informationStudents & Staff: Brighton and Kobe
Japan-UK Collaboration in Higher Education Human Resource Management at The University of Brighton Its Implications for the National University Corporation in Japan October 6, 2003 KAWASHIMA Tatsuo Kobe
More informationGrading and Re-Grading Processes and Principles
Grading and Re-Grading Processes and Principles 1. Introduction 1.1 Scope This document sets out the procedures which will apply to the grading of new jobs and the re-grading of existing jobs with effect
More informationABOUT LOUGHBOROUGH UNIVERSITY SCHOOL OF SOCIAL, POLITICAL AND GEOGRAPHICAL SCIENCES DEPARTMENT OF SOCIAL SCIENCES
ABOUT LOUGHBOROUGH UNIVERSITY SCHOOL OF SOCIAL, POLITICAL AND GEOGRAPHICAL SCIENCES DEPARTMENT OF SOCIAL SCIENCES LECTURER IN COMMUNICATION AND MEDIA STUDIES FIXED-TERM FROM 15 SEPTEMBER 2015 to 15 JUNE
More informationPROCEDURES FOR THE APPOINTMENT OF READERS
PROCEDURES FOR THE APPOINTMENT OF READERS Contents 1. Introduction...1 2. Definitions and Nomenclature...2 3. Professorial Board...2 4. Procedures for the Appointment of Readers...3 5. Procedures for accelerated
More informationRoehampton University. Institutional Review by the Quality Assurance Agency for Higher Education
Roehampton University Institutional Review by the Quality Assurance Agency for Higher Education January 2013 Contents About this review... 1 Key findings... 2 QAA's judgements about Roehampton University...
More informationThe feasibility of outsourcing the City Hall Night Time Security Service
The feasibility of outsourcing the City Hall Night Time Security Service Introduction 1.1 This paper sets out the feasibility of outsourcing the City Hall Night Time Security Service. Facilities Management
More information2015 2016 preparatory courses design pre-master s
2015 2016 preparatory courses design pre-master s postgraduate programmes preparatory course design pre-master s 02 Brief descriptive summary Over the past 78 years this course at Istituto Marangoni has
More informationABOUT LOUGHBOROUGH UNIVERSITY PLANNING OFFICE (VICE-CHANCELLOR S OFFICE) PLANNING OFFICER FIXED TERM FOR 2 YEARS JOB REF: REQ15117 FEBRUARY 2015
ABOUT LOUGHBOROUGH UNIVERSITY PLANNING OFFICE (VICE-CHANCELLOR S OFFICE) PLANNING OFFICER FIXED TERM FOR 2 YEARS JOB REF: REQ57 FEBRUARY 205 As part of the University s ongoing commitment to redeployment,
More informationPROCUREMENT PROGRAMME PROCUREMENT OF CONSULTANTS HEAD OF WASTE STRATEGY AND CONTRACTS
NORTH LONDON WASTE AUTHORITY Agenda Item No: REPORT TITLE: PROCUREMENT PROGRAMME PROCUREMENT OF CONSULTANTS REPORT OF: HEAD OF WASTE STRATEGY AND CONTRACTS FOR SUBMISSION TO: DATE: AUTHORITY MEETING 11
More informationPerformance Appraisal & Planning Policy and Procedures
Performance Appraisal & Planning Policy and Procedures March 2012 SECTION 1: CONTEXT... 3 1 Introduction... 3 2 Definition... 3 3 Context... 3 4 Workplace diversity... 3 SECTION 2: PERFORMANCE APPRAISAL
More informationPlymouth University. European Commission HR Excellence in Research: Action Plan 25 th September 2015
Plymouth University European Commission HR Excellence in Research: Action Plan 25 th September 2015 Plymouth University achieved the European Commission HR Excellence in Research Award on 5 th September
More informationInnovation and Creative Intelligence STRATEGY 2015-2018. Transforming our approach to teaching and learning, research and industry engagement.
Innovation and Creative Intelligence STRATEGY 2015-2018 Transforming our approach to teaching and learning, research and industry engagement. Introduction UTS is rapidly establishing a reputation among
More informationRISK MANAGEMENT POLICY (Revised October 2015)
UNIVERSITY OF LEICESTER RISK MANAGEMENT POLICY (Revised October 2015) 1. This risk management policy ( the policy ) forms part of the University s internal control and corporate governance arrangements.
More informationAnnual Report 2011-12
Annual Report 2011-12 A new Legal Advice Clinic for South London Real benefit to the local community Real benefit to our students Real benefit to other universities LSBU Legal Advice Clinic 2012-13 2 4
More informationA guide to strategic human resource planning
A guide to strategic human resource planning By Workinfo.com, www.workinfo.com 1. Introduction A comprehensive Human Resource Strategy plays a vital role in the achievement of an organisation's overall
More informationMiddlesbrough Manager Competency Framework. Behaviours Business Skills Middlesbrough Manager
Middlesbrough Manager Competency Framework + = Behaviours Business Skills Middlesbrough Manager Middlesbrough Manager Competency Framework Background Middlesbrough Council is going through significant
More information2015 2016 master s courses fashion & law
2015 2016 master s courses fashion & law postgraduate programmes master s course fashion & law 02 Brief Overview Brief Descriptive Summary These Master s courses admit students with prior knowledge in
More informationJob Description - Relationship Development Manager Dementia Friends
Job Description - Relationship Development Manager Dementia Friends Main Purpose of job: Leads on and manages the relationships with key organisations across private, public and third sector. Manages the
More informationMINISTRY OF HIGHER EDUCATION, OMAN COLLEGES OF APPLIED SCIENCES STRATEGIC PLAN-PHASE 2 2015-2019
MINISTRY OF HIGHER EDUCATION, OMAN COLLEGES OF APPLIED SCIENCES STRATEGIC PLAN-PHASE 2 2015-2019 Vision CAS aspires to gain national recognition as an applied sciences hub, providing practical and innovative
More informationThe Way Forward: Strategic clinical networks
The Way Forward: Strategic clinical networks The Way Forward Strategic clinical networks First published: 26 July 2012 Prepared by NHS Commissioning Board, a special health authority Contents Foreword...
More informationA framework for project management, review and evaluation. To propose a governance framework for how projects are managed and evaluated
Report to Resources & Performance Committee Agenda Item 9 Report RPC 21/13 Date 17 September 2013 By Title of Report Purpose of Report Director of Corporate Services A framework for project management,
More informationQueensland Government Human Services Quality Framework. Quality Pathway Kit for Service Providers
Queensland Government Human Services Quality Framework Quality Pathway Kit for Service Providers July 2015 Introduction The Human Services Quality Framework (HSQF) The Human Services Quality Framework
More informationNOS. Supply Chain Management Occupational Standards
NOS National Supply Chain Management Occupational Standards Contents Unit Supply Chain Management National Occupational Standards - Technical T1 Maintain operational relationships within the supply chain
More information