Corporate Staff Learning and Development Strategy
Developing the future University through people
Strategic Drivers
Learning is at the heart of the University. Developing students so that they can take their place in
the wider world, preparing them for continual development throughout their career and equipping
them with skills that will last a life time.
We are better equipped to develop our students if we also focus on developing ourselves. There
are elements coming together in the internal and external environment which mean that the
development of our skills and knowledge is a priority,
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The external pace of change which continually impacts on the University, our students and
our staff
Raised expectations of students
Changing ideology which shapes government policy
Sector competition
Developments in technology
Developments in academic research and professional best practice
Low staff turnover
Vision for Staff Learning & Development
“To continually develop the knowledge, skills and expertise of our staff to enable
them to deliver outstanding performance now and in the future”
Extract from People Strategy
The following strategic objectives, articulated within the University’s People Strategy, provide the
focus for this Learning & Development Strategy
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To continue to enhance knowledge and expertise to aid the delivery of innovative and high
quality Learning and Teaching, including technology enhanced learning.
To significantly enhance Research capacity and outputs and provide opportunities for
collaboration, the dissemination of knowledge, the development of research skills, and to
provide structured support for new Researchers.
To enhance the business skills of staff which will enable the commercial development and
knowledge transfer required in an entrepreneurial University.
To ensure that leaders have the necessary qualities, emotional intelligence and skills to
lead staff through change, clearly articulate a vision, describe the direction of travel and
engage staff in the journey.
To ensure Managers at all levels are able to effectively recruit, deploy, develop and
motivate staff to deliver their best possible performance.
To ensure that all staff have the necessary resources, knowledge, expertise development
and personal qualities to enable them to perform their role to the highest possible standard.
Approach to Learning and Development
Edge Hill seeks to provide a leadership and management style that is engaging and focussed on
supporting staff and providing opportunities to develop their skills and their careers
Leaders and managers at Edge Hill will seek to ensure that
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A culture of continuous learning and development is evident within Faculties, Services,
Teams and Departments, where opportunities are regularly provided for staff to share their
knowledge and expertise with others thereby developing the University as a whole.
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Teams are developed to meet future challenges and are fully equipped to consistently
deliver the outstanding experience students and other customers expect.
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Staff are provided with opportunities to develop the skills necessary for the role now and in
the future and that they are supported through development to achieve their career
aspirations
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High level communication and interpersonal skills support an engaging leadership style
which enables all staff to develop and grow.
The staff of the University will seek to
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Take opportunities to continually develop their skills, knowledge and expertise.
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Support colleagues by sharing their knowledge and expertise with others
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Review and reflect on their learning, seek feedback on their performance and engage with
the ethos of continual learning
Framework
Finance
Through the annual budget process the University provides funding for each Faculty and Service
to develop the specialist knowledge and skills relevant to the area.
Education
The University supports staff in achieving formal academic qualification through its Fee Remission
Policy and supports staff in achieving relevant professional qualifications through the Faculty and
Service devolved budgets.
Corporate Staff Development Programme
Through central funding the University provides a Corporate Staff Development programme which
develops the skills, knowledge and expertise which are required across the University.
Central provision of development is shaped by
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University values, vision and objectives
Faculty and Service plans for enhancement and improvement
The adoption and application of new technologies
Emerging academic and professional best practice
Needs identified via Probation and Performance Review
Changing legislation and legal requirements
Quality enhancements
The Corporate Programme includes
Programme
Provided by
Corporate Staff Induction
Leadership and Management Programme
Professional Development Programme
Development of Potential (Talent Programme)
Development of Learning & Teaching
Development of Research Expertise
Development of IT skills
Health, Safety & Environment
Health, Equality & Diversity
Quality Assurance and Enhancement
Human Resources
Human Resources
Human Resources
Human Resources
Centre for Learning & Teaching
Research Support Office
Learning Services
Facilities Management
Staff Wellbeing Team
Academic Quality & Development
Probation
The Probation process provides opportunities during the first 12 months of employment for
development needs to be identified and addressed.
Performance Review
The Performance Review process provides opportunities via the annual and mid- year review
where development needs are identified and agreed.
Mentoring and Coaching
The University is able to provide mentors and coaches for staff to meet their identified
development needs. Training is also provided if staff wish to develop their coaching and mentoring
skills.
360º Degree Feedback
The Staff Learning & Development Unit is able to facilitate 360º degree feedback process to
support development needs.
Psychometric Testing
The Staff Learning & Development Unit is able to facilitate Psychometric testing to support
development needs.
Quality Standards, Monitoring and Review
Training Programmes
The University will adopt professional and quality standards aligned to best practice and ILM
framework in delivering training programmes. Training will be delivered which is of high quality,
uses a variety of learning methods, delivers the advertised learning outcomes and is evaluated by
those attending and the managers who have supported the training.
Facilitators will be appropriately skilled, experienced and qualified to deliver best practice informed
by latest thinking using a style which fully engages learners. Training will be designed to achieve
positive enhancements in the role.
Feedback and Review
Attendees will have the opportunity to provide feedback on each learning events and sample
feedback will be gathered from Managers supporting the training to assess for impact.
Facilitators will use the feedback provided by attendees and managers to improve and enhance
future programmes.
Summary data and Key Performance Indicators will be reported each year as part of the HR
Annual Report.
External Benchmarking
The Staff Learning & Development Unit through its external links with organisations such as
Institute of Leadership and Management, Chartered Institute of Personnel and Development,
Universities HR, Association of Universities Administrators, Athena Swan, HEIST, Leadership
Foundation and Investors in People will provide guidance on best practice, access to resources
and assist in shaping new programmes.
Staff Learning & Development Strategy May 2015