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					Organisational Development Unit




      ANNUAL REPORT
          2009




          odu.curtin.edu.au
Contents
Introduction ..................................................................................................................................... 3
History ............................................................................................................................................. 4
Organisational Development Unit Achievements for 2009 ............................................................ 4
   Improve leadership and accountability (VCSP 1.1) ..................................................................... 4
      Further Develop and Implement the Curtin Leadership and Management Development
      Framework .............................................................................................................................. 4
   Clarify and improve business processes (VCSP 1.3) .................................................................... 7
      Design and deliver a range of programs for managing continuous quality improvement e.g.
      School and Area Reviews and Benchmarking ......................................................................... 7
   Optimise performance and innovation (VCSP 1.2) ..................................................................... 7
   Improve the quality of the University environment (VCSP 1.4)................................................ 10
   Optimise performance and innovation (VCSP 1.2) ................................................................... 10
   Improve the quality of the University environment (VCSP 1.4)................................................ 11
   Develop a culture of excellence & innovation (Strategic Plan 1) .............................................. 11
   Other Priorities (ODU Business Plan 2008/2009) ..................................................................... 11
      Other Activities undertaken by ODU .................................................................................... 12
   Performance, Recognition & Achievements ............................................................................. 13
   The Organisational Development staff and their commitment to their work have enabled the
   ODU to establish a reputation of excellence. Staff’s commitment to accept challenges
   presented by the changing surrounds of the University and their contribution and efforts
   allowed for a very successful year. ........................................................................................... 13
   Ongoing staff professional development is just as important to our team as to the University
   and we would like to recognise some of the accreditation that was undertaken by our staff
   members throughout 2009. ...................................................................................................... 13
Appendices .................................................................................................................................... 14
   Appendix 1 ................................................................................................................................ 14
      ODU Staff 2009 ..................................................................................................................... 14
      Committee Representation & Professional Activities .......................................................... 14
   Appendix 2 ................................................................................................................................ 15
      Planning process ................................................................................................................... 16
   Appendix 3 ................................................................................................................................ 24
      Summary Statistics 2009 Programs ...................................................................................... 24
   Appendix 4 ................................................................................................................................ 26
   Appendix 4 ................................................................................................................................ 26
      Sample of OD consultancy assignments 2009 ...................................................................... 26




Organisational Development Unit – Annual Report 2009                                                                                                 2
Introduction
I am pleased to present my second annual report as Director of the Organisational Development
Unit (ODU). In 2009 we committed ourselves to an exciting and busy year for the ODU as the
team continued to grow and engage itself as a committed and capable partner to the University.

During 2009, the ODU responded to a wide range of needs from across the University. In this
document, achievements are reported against Curtin priorities within the Valuing Curtin Staff
Plan 2009-2013 (VCSP), the Curtin Strategic Plan and the Organisational Development Business
Plan 2008-2009 (see Appendix 2). The priority areas are:

           Review and strengthen leadership and management programs (VCSP)
           Extend staff development opportunities to maintain job currency and promote career
            advancement (VCSP)
           Develop initiatives to encourage cross-cultural professional development and
            internationalisation of staff (VCSP)
           Fully implement the work planning and performance review (WPPR) in collaboration
            with Curtin Expectations for Academic/General Staff (VCSP)
           Improve performance and satisfaction of staff (Strategic Plan Priority 6)

From the report you will note that during 2009 the ODU conducted and arranged 133 events for
staff addressing the needs of 2, 255 participants (see Appendix 3).

The support from ‘sponsors’, ‘partners’ and staff from across the University is not taken for
granted and the ODU is committed to build upon this and anticipate to see similar levels of
activity from the committed and enthusiastic staff of the ODU, to a significant effect building
upon directions established in 2008 and 2009.

In concluding I would like to thank the University’s Executive and staff for ongoing engagement
and support. In particular, I acknowledge the leadership provided by Professor Hacket, Professor
Jane den Hollander and Mr Geoff Searle. I invite you to read of our achievements in 2009 and
look forward to working with you in 2010.




Juris Varpins
Director, Organisational Development




Organisational Development Unit – Annual Report 2009                                              3
History
The ODU was established in October 2007 as a strategic initiative of the University.
Organisational development is a planned system of change implemented through a series of
organisation-wide interventions based on behavioural science. Its purpose is to increase
organisational effectiveness and cultural health at an individual, team and organisational level.

The role of the ODU is to focus on the University's strategic objectives, to support Faculties and
Areas manage their transformations, and help them build the capabilities of their staff and
teams. Organisational development is a whole of institution responsibility and many staff and
areas have been involved in the provision of formal and informal learning, development and
improvement opportunities.


Organisational Development Unit Achievements for 2009
Improve leadership and accountability (VCSP 1.1)
Further Develop and Implement the Curtin Leadership and Management
Development Framework

The ODU has made significant progress in the development of the Curtin Framework for
Leadership and Management Development. The completed Framework will provide a
comprehensive, consistent, coordinated, Curtin approach to leadership and management
development. Leadership and management capabilities have been identified to underpin the
Framework. The capabilities have been prioritised in terms of importance for achieving the
University’s 2020 Vision. The framework demonstrates the competing nature of the capabilities.
A set of behavioural statements for each capability, for different levels of leadership, will be
finalised in 2010.

During 2009 as series of needs analysis linked to the Framework were conducted and formed
the basis of subsequent professional development initiatives. These include:

      o Senior Professional Staff, Faculty Deans and School Managers; and
      o Financial Training Needs Audit. The aim of the project is to identify current and future
        financial training requirements for staff that have financial responsibilities at the
        University. A working party will be established in 2010 to help shape the outcomes of
        the program.




Organisational Development Unit – Annual Report 2009                                                 4
In 2009, Framework related achievements include:

     Senior Managers

               o    Three VC’s Senior Managers’ Forums were held during 2008. The Forums
                    provide an opportunity for senior managers from across the University to
                    collectively explore the major challenges and opportunities for the University,
                    and have input into key strategic issues facing the University.

               o    The VC’s Senior Managers’ Conference titled “Vision 2020 – What needs to
                    happen now?” was developed and facilitated. The two day conference assisted
                    participants to develop a shared view of the University’s 2020 vision, some of
                    the challenges in achieving the vision and the need to develop a high
                    performance culture through leadership.

     Senior Executive

               o    The Senior Executive professional/team development program continued with a
                    one day workshop and the availability of executive coaching for members of the
                    Senior Executive Team.

     Heads of School

               o    The first cohort of 20 participants in the Leading Curtin: Heads
                    of School Development Program completed the 12 month
                    program in September 2009 and a second cohort (23
                    participants) commenced in December. The 2008/09 program
                    included four two–day conferences covering key Curtin
                    leadership and management capabilities, a 360‐degree
                    feedback process, individual learning plans and action learning
                    projects.

               o    A Heads of School Community of Practice was established with
                    three meetings held with the Vice-Chancellor in attendance.

     Senior Professional Staff (HEGS 9+)

               o    The Leading Curtin: Senior Professional Staff Development
                    Program was developed and the first 2 day module was held in
                    November 2009 with 21 participants. A second two days are
                    scheduled in March 2010. The program includes 360‐degree
                    feedback, individual learning plans and action learning projects.




Organisational Development Unit – Annual Report 2009                                                  5
    Frontline Management Program

               o    During 2009 one cohort of managers and supervisors completed
                    the Frontline Management Program (Certificate IV in Frontline
                    Management). A second cohort of managers/supervisors has
                    made significant progress through this program and due to
                    finish in April 2010.

     Learning to Lead

               o    In 2009 a new program was developed to cater to general staff
                    who are either new to, or aspiring to be in, supervisory or
                    managerial roles. The program is based the Certificate III in
                    Management and in 2009 two cohorts undertook the initial
                    program, successfully completing two of the six modules.

     360-Degree Feedback for Leadership and Management Development
            o During 2009 360-degree feedback programs were initiated by
               Student Central (21 participants) and the Library (5 participants).

      Other management skills programs
               o    Project Management three program series were delivered to build the
                    knowledge and skills required to effectively manage projects.
               In 2009 a suite of workshops was conducted for general staff currently or aspiring to
               be in, supervisory/managerial positions. The aim of the program was to provide
               participants with skills, knowledge and strategies for working with their teams for
               efficiently and effectively. Workshops presented included the following:
               o    Understanding and supporting your staff through coaching and mentoring – two
                    short courses were delivered and provided direction for supervisory staff who
                    were interested in implementing a coaching or mentoring program in their
                    workplace.
               o    Managing Change as a Manager in the workplace – one course was delivered
                    and provided basic theory and practical tips to help supervisors and managers
                    effectively deal with the challenges of a changing workplace.
               o    Building Cohesive Teams - one short course was delivered to help team leaders
                    understand how to better build and develop high performing teams.




Organisational Development Unit – Annual Report 2009                                                6
Clarify and improve business processes (VCSP 1.3)
Design and deliver a range of programs for managing continuous quality
improvement e.g. School and Area Reviews and Benchmarking

     In partnership with the Director Quality Enhancement, ODU designed and arranged the
     following workshops:
             o School and Area Review Introductory Workshops: Three half-day workshops
                 introducing Quality/Excellence at Curtin focusing on the School and Area
                 Review process were held. A total of 50 participants attended.
             o ‘Benchmarking’ Workshops: Two two-day workshops addressing best practice
                 in Benchmarking were held. A total of 29 participants attended.
             o Process Improvement Workshops: Two one-day workshops focussing on
                 process (business) improvement were held. A total of 25 participants
                 attended.
             o ISO: A two-day Understanding and Implementing Quality Management
                 Systems was held. The course covers the requirements of ISO 9001:2008 and
                 the quality management principles and philosophies underpinning ISO
                 9001:2008. A total of 14 participants attended.



Optimise performance and innovation (VCSP 1.2)
         The ODU initiated and conducted a number of review and improvement projects as
          follows:

               o    Induction: a major project was undertaken in 2008 to review the induction
                    procedures, processes and practices across the University. A number of the
                    report’s recommendations have been implemented in 2009 including:
                             Staff Induction Guide: the University’s Induction Guidelines were
                              reviewed, updated and promoted across the University. A Senior
                              Executive Induction checklist was also developed and implemented for
                              new VPs/DVCs/PVCs and other senior managers. The Staff Induction is
                              updated on a quarterly basis in consultation with relevant work
                              areas/units across Curtin such as Corporate Risk, Human Resources and
                              University Counselling Services.
                             Corporate Induction Sessions: the half-day Corporate Induction session
                              has been reviewed and number of improvements implemented. The
                              Corporate Induction takes place three times per year with a total
                              number of
                             Sessional Induction Sessions: the two hour sessions which occur six
                              times per year continue to be updated based on feedback received from
                              sessional staff who attend.




Organisational Development Unit – Annual Report 2009                                                   7
                             Work Area Induction: The Work Area Induction web-based resources to
                              assist work areas develop induction procedures for new staff specific to
                              their work area needs. The web resource includes a work area induction
                              template as well as exemplar training guides, manuals and checklists
                              from work areas and schools within Curtin.
                             Sessional induction online: A sessional induction online module was
                              designed for sessional staff that are unable to attend the face-to-face
                              sessions at Bentley campus. The resources contained within the module
                              provide reference points that are of particular assistance to staff within
                              their first few weeks at Curtin and as an ongoing resource tool. In
                              2009, 18 sessional staff members completed the online module.
               o    Approaches to Online Staff Development: a project to identify and inform
                    recommended approaches to online training and development for staff was
                    completed.
                             Staff Online Learning (SOL): The first course in Information
                              Management was written in collaboration with Information
                              Management Services and developed in Blackboard in collaboration
                              with staff from CBS. The course was piloted and released for use.
                              Development began on the following courses: Equal Opportunity; Safety
                              and Health Management and Recruitment and Selection – Chair and
                              panel. Interoperability between Blackboard and Alesco to import staff
                              as learners and export completions was developed and awaits full
                              testing
                             SALT/SOL: The SALT contract was closed for Record Keeping and
                              retained until May 2011 for the four equal opportunity modules. The
                              SALT Record Keeping course was replaced by SOL Information
                              Management. The SOL Equal opportunity Course will replace four SALT
                              modules in 2010. Work to resolve enrolment issues between Alesco and
                              Salt continued. Completion records for both SOL and Salt are kept in
                              Alesco.
                             ICT Training: A document outlining a range of training options including
                              online access and outsourced ICT training via the Common User
                              Agreement for state government agencies was developed and placed on
                              ODU website.

               o    Compliance Training: the ODU is working closely with the University’s
                    Compliance Reference Group to identify areas requiring further staff training
                    support. Significant resources were directed to supporting:

                             Work Planning and Performance Review Policy: a total of 31 workshops
                              were held for staff including 16 one-to-one briefings and local area
                              sessions. A total of 401 staff received this training,

                             Recruitment and Selection Policy: a total of 27 Chair/Panel and
                              Refresher sessions were conducted including 10 one-to-one briefings



Organisational Development Unit – Annual Report 2009                                                   8
                              with senior managers and local area sessions. In total 361 staff
                              received this training.

         A number of professional and career development short-courses/workshops were
          delivered for general staff targeting needs arising from a training needs analysis
          undertaken late 2009:
               o    Balancing the Demands of Work and Life: short course delivered to provide
                    staff with a range of strategies and tools to better manage the demands of a
                    busy workplace and lifestyle.
               o    Business Report Writing: techniques to get you started short course delivered to
                    provide staff with a range of strategies to assist in the preparatory stages of
                    writing a report.
               o    Creative Thinking in the Workplace: short course delivered twice to provide
                    staff with a variety of creative thinking techniques that can be utilised in the
                    workplace.
               o    How to Influence others Effectively: short course delivered to provide staff with
                    the tools to achieve win/win outcomes through cooperation and negotiation.
               o    Introduction to Project Management: short course delivered to introduce
                    participants to project management concepts.
               o    Making the most of change: short course delivered to provide staff with the
                    fundamental aspects of change in the workplace and how to view change as a
                    positive influence in their working lives.
               o    Managing your Time Effectively: short course delivered providing staff with
                    practical strategies to enable them to improve their personal effectiveness and
                    manage competing priorities more effectively.
               o    Minute Taking made Easy: short courses delivered to provide staff with an
                    effective means of writing minutes and to adopt active strategies for recording
                    concise notes.
               o    Understanding Emotional Intelligence: short course delivered to assist staff and
                    supervisors better understand themselves and others with a view to improving
                    interpersonal communication skills.
               o    Working with Diversity in Teams: short course delivered to staff twice with the
                    aim of helping staff appreciate and work with the vast range of personalities and
                    qualities within their teams.
               o    Writing Business Procedures: short course delivered providing staff with a
                    structured approach to scoping and writing business communications and
                    documents.
               Specific computer based workshops were delivered to Facilities Management, Parks
               & Gardens (Properties) to provide up-skilling of staff currently with little or no
               computer skills. Three workshops were held with 18 staff attending training
               covering the topics of Computer Introduction and Excel Introduction.

               (Refer to Appendix 3 for statistical information)


Organisational Development Unit – Annual Report 2009                                                    9
Improve the quality of the University environment (VCSP 1.4)
         The ODU have continued to support and promote the implementation of Frameworks
          for Internationalisation.
               o    Cultural diversity staff development A needs identification project was
                    undertaken to review the training needs of staff in relation to cultural diversity
                    and awareness. Six recommendations were made to assist our staff to be
                    culturally conscious including a series of workshops for staff working in
                    customer service roles with students, all staff and those managing culturally
                    diverse teams. Curtin purchased a licence for the Cultural Diversity and Inclusive
                    Practice toolkit from Flinders University’s which will assist our culturally diverse
                    community to convert policy statement into common practice at University side,
                    faculty and area levels. The content is in the process of being customised to suit
                    the Curtin environment.
               o    Internationalisation Staff Development Sub-committee established in 2008 in
                    conjunction with the International Office the sub-committee continues to meet
                    on a regular basis to discuss issues and share information relating to the
                    development of materials and workshops aimed at addressing and raising
                    awareness of the internationalisation and diversity agenda.
               o    Staff English Program (SEP): the ODU provided support to the Office of Teaching
                    and Learning to coordinate this program. The program is a multi-media English
                    language development program for staff that has English as an additional
                    language. The program consists of face-to-face workshops and a mentoring
                    component. In 2009 three programs consisting of 6 workshops per program
                    were held with a total of 92 individual staff attending one or more workshops.
               o    Ways of Working (WOW) In 2009 the ODU commenced a partnership with the
                    Centre for Aboriginal Studies to assist with the coordination of the Ways of
                    Working program in 2010.

Optimise performance and innovation (VCSP 1.2)
         With support from Human Resources, the ODU designed and facilitated 31 workshops
          for staff and managers engaging more than 635 participants. Feedback from these
          workshops has been positive with corresponding high levels of participation in the
          WPPR process within the workplace.




Organisational Development Unit – Annual Report 2009                                                  10
Improve the quality of the University environment (VCSP 1.4)

Develop a culture of excellence & innovation (Strategic Plan 1)
         During 2009, 79 consultancy/advisory assignments were undertaken by ODU staff
          supporting Faculties, Schools and Areas in the following areas:
          o    Design and facilitation of 11 team development workshops
          o    12 customised training workshops/sessions
          o    Provision of specialist consultancy advice to 37 individual areas
          (List of individual projects listed at Appendix 4)


      Your Voice: As a result of the 2008 survey, local Area Action Plans were developed to
       address issues at local work areas across the University. The plans are being
       progressively implemented and monitored. Interim reports from Executives and other
       Senior Managers prepared in September 2009 and submitted to the Vice‐Chancellor.
       Final reports to be submitted March 2010. The reports show that many new initiatives
       are being trialed in all areas indicating engagement with the process for improvement.

Other Priorities (ODU Business Plan 2008/2009)
         Internal Communications Working Party: A Working Party was established to review,
          identify problems and develop internal communication strategies to address responses
          to the 2008 Voice It Survey and 2007 Internal Communications Survey. As part of the
          Heads of School Development Plan the ODU also facilitated an Action Learning Project
          under the sponsorship of Professor Jane den Hollander which worked on developing a
          toolbox to improve cross faculty communication. Their recommendations were
          incorporated into the recommendations of the working party. In December the ODU
          commissioned a review by an external specialist which has provided direction for
          further improving the standard and effectiveness of the University’s internal
          communications.

         Women’s Executive Development (WEXDEV) Program (designed for senior women
          throughout ATN Universities).

          o    Coordinated the nominations for two academic women to participate in the 2009
               WEXDEV Leadership Program for Senior Academic Women.

          o    Organised the highly successful ATN WEXDEV Clare Burton Memorial Lecture with
               116 participants attending this event. An iLecture version of this event and
               Associate Professor Baird’s final paper are available via the ATN WEXDEV, Dept for
               Communities and Curtin’s Organisational Development Unit websites.

         Curtin’s Action Plan for Women: In conjunction with EE&SJ commenced work on the
          2010 – 2013 Advancing Women’s Strategy.




Organisational Development Unit – Annual Report 2009                                                11
         Increase sources of funding support: the ODU successfully supplemented its recurrent
          operating budget by $90K. This was from successfully attaining the Commonwealth
          WELL program grant and through user contributions from areas. This income allows us
          to provide courses at a reduced rate and also offsets the costs of running courses and
          workshops.

         ODU Website: A calendar function was added to the ODU website at the end of 2009
          based on feedback from members of staff. The website overall had 7,239 visits which
          was an increase in just over 15% since 2008.

Other Activities undertaken by ODU
         Training and Development across the University: A training analysis was conducted to
          identify the level of professional development activity across the University in 2009.
          The analysis identified a number of areas who facilitated and/or provided training and
          development and, where available, data was gathered on the number of enrolments for
          each activity. Approximately 7,423 registrations were recorded by 11 areas/training
          providers (NB: this figure excludes the mandatory online SALT/SOL compliance
          training). Additional areas were identified as training providers however were unable to
          provide data at this time. ODU intends to undertake a further analysis at the end of
          2010
         Office Professionals at Curtin (OPAC) Symposium: an ODU consultant worked with the
          OPAC Committee in formulating a program of events for the annual OPAC Symposium.
          Two ODU consultants facilitated workshops relating to Your Voice and Induction.
         Curtin Professional Development Scholarship: these scholarships are offered annually by
          the Perth Convention Bureau (PCB) which is responsible for marking Western Australia
          as a business events destination. The PCB is a non-profit organisation that provides
          unbiased free advice and assistance to convention and conference planners. They
          offered two awards of $5,000 each to Dr Caroline Fleay, Lecturer, Faculty of Humanities
          and Dr Zhonghua Sun, Senior Lecturer, School of Science.
         LH Martin Institute Analysis: An in-house evaluation of staff’s attendance at LH Martin
          Executive Programs from 2007 – 2009 was undertaken. The collated feedback was
          shared with the ATN WEXDEV Management Committee and LH Martin Institute. LH
          Martin programs have been promoted to the Senior Managers’ Group.
         Staff Study Support Policy: In 2009 the ODU became responsible for the Staff Study
          Support Policy. A review of the Policy with consultation from the wider community was
          undertaken, however due to EBA negotiations not yet being finalised, the updated
          Policy has yet to be presented to P&MC.
         Staff Development Policy: A draft policy has been developed to assist in the professional
          and career development of Curtin staff and to provide equitable access to development
          opportunities. Following finalisation of the EBA negotiations, the policy will be
          circulated for university-wide consultation.




Organisational Development Unit – Annual Report 2009                                               12
Performance, Recognition & Achievements
The Organisational Development staff and their commitment to their work have enabled the
ODU to establish a reputation of excellence. Staff’s commitment to accept challenges presented
by the changing surrounds of the University and their contribution and efforts allowed for a very
successful year.

Ongoing staff professional development is just as important to our team as to the University and
we would like to recognise some of the accreditation that was undertaken by our staff members
throughout 2009.

Priscilla Paikos              Accredited Myer Briggs Type Indicator (MBTI)

Juris Varpins                 Accredited LSI Human Synergistics

Tony Brown                    Accredited Team Management Systems




            For further information regarding the ODU, please visit its website at

                                             odu.curtin.edu.au




Organisational Development Unit – Annual Report 2009                                           13
Appendices
Appendix 1
ODU Staff 2009
            Director ODU
            Mr Juris Varpins                           Director

            Consultants
            Mr Tony Brown                              Organisational Development Consultant
            Ms Janice Burmaz                           Organisational Development Consultant
            Ms Sheila Flanagan                         Organisational Development Consultant
            Ms Kate Lowe                               Organisational Development Consultant
            Ms Jodi Lukins                             Organisational Development Consultant
            Ms Priscilla Paikos                        Organisational Development Consultant


            Professional Staff
            Miss Heather Campbell                      Administration Support Officer
            Miss Nicole McKinnon                       Acting Administration Coordinator
            Mrs Rebecca Crosbie                        Administration Coordinator
                                                       (Maternity Leave from Dec 08 – Dec 09)

Committee Representation & Professional Activities

Mr Juris Varpins
Management Representative, Management Staff Consultative Committee
Member, Internationalisation Staff Development Sub Committee
Member, VC’s SMG Conference Committee
Member, Curtin Indigenous Policy Committee

Mr Tony Brown
Associate Fellow, Association for Tertiary Education Management
Certified Professional, Australian Human Resources Institute
Member, International Society for Performance Improvement
Member, VC’s SMG Conference Committee

Ms Janice Burmaz
Elected General Staff Representative, Management Staff Consultative Committee
Member, Association for Tertiary Education Management

Ms Priscilla Paikos

Member, Australian Psychology Society
Member, Internationalisation Staff Development Sub Committee


Organisational Development Unit – Annual Report 2009                                            14
Appendix 2




ORGANISATIONAL DEVELOPMENT BUSINESS PLAN 2008-2009
                                                       Updated (DRAFT 16 November 2008)

                     'Learning is not compulsory… neither is survival.' W. Edwards Deming (1900-1993)

Organisational Development Purpose

In a changing world, the ability for individuals and organisations to adapt, learn and develop is vital for ongoing success. How well Curtin is able
to do this significantly impacts upon our ability to realise our Vision.

Organisational Development is a planned system of change through an organisation-wide series of interventions based on behavioural science to
increase organisational effectiveness and cultural health at an individual, team and organisational level.

The role of the Organisational Development Unit (ODU) is to focus on the University’s strategic objectives and to further support the Faculties and
Areas manage their transformations and help build the capabilities of their staff and teams. The ODU was created in 2007 as one initiative
addressing the Priority Improve quality of working life at Curtin (Supporting University Strategic Objective: C4 – Obtain, develop and retain excellent
staff).

Importantly, organisational development is a whole of institution responsibility. Many staff and areas are involved in the provision of formal and
informal learning, development and improvement opportunities. The ODU has a different emphasis from traditional staff training and
development units and is not replicating the excellent work being done by internal providers of training within Curtin.




Organisational Development Unit – Annual Report 2009                                              15
The ODU works in partnership with managers and staff to meet their needs and the needs of the University. The ODU will actively engage with
University wide planning processes including the development of the Valuing Curtin Staff Plan.


Planning process

Formulating of the Revised Organisational Development Business Plan 2008 – 2009 was informed by data scanned from a number of sources
including:

A review of Curtin documents
The following documents were reviewed late 2007, early 2008:
     Strategic Plan 2006-2008
     Priorities 2007/8 and 2007 University Operational Plan
     Valuing Curtin Staff Plan 2006-2008
     Teaching and Learning Enabling Plan
     Research Management Plan
     International Enabling Plan
     Ethics, Equity and Social Justice Operational Plan
     Faculty Plans
     2006 Quality of Working Life (QWL) Survey Report
     Head of Schools Appointment Policy
     AUQA Audit Report (2002)
     AUQA Audit – draft portfolio (2008)

During 2008, the following documents were considered:
    AUQA Portfolio
    Your Voice – Curtin Staff Satisfaction Survey Results
    Disability Access and Inclusion Plan 2007 – 2011

Evaluation data for 2007 and 2008 professional development programs and organisational development initiatives




Organisational Development Unit – Annual Report 2009                                         16
Exit Interview Data

Interview Data
The Director Organisational Development interviewed the majority of Curtin’s senior and executive leaders in late 2007/early 2008.

Benchmarking
In November 2007, the Director Organisational Development undertook a benchmarking exercise with organisational development units at six
universities: University of South Australia; Deakin University; Monash University; University of Melbourne; University of Sydney and University
of Technology Sydney.

Plan endorsement
A consultation draft was circulated to senior executives for feedback and validation during February 2008. The plan was endorsed by the Planning
and Management Committee on 3 June 2008.


Organisational Development Focus

Organisational Development Directions 2009

In partnership with managers and staff, the ODU will achieve:
     A higher performance culture through enhanced leadership and management
     Improved workplace performance and career prospects through strategically focused professional development opportunities
     Improved compliance to policy and legislative obligations
     Improved equity and diversity outcomes
     Improved efficiency and effectiveness of the Organisational Development Unit

Scope of ODU Activity

The ODU will, through all its activities, strive to embed Curtin’s Values:
     Integrity - being consistently honest and trustworthy in all activities
     Respect - having regard for self and others




Organisational Development Unit – Annual Report 2009                                           17
         Fairness - ensuring just decisions through open decision-making
         Care - acting to ensure the welfare of others

The ODU will provide focused organisational development services at individual, team and organisation wide levels.



The ODU will provide leadership in the areas of:
     Cultural change initiatives
     Learning needs analysis
     Professional learning and development programs (delivered or brokered)
          o University wide
          o Customised for work areas

The ODU will also support managers and staff by providing specialist consultancy services in the following areas:
    Process consultation/facilitation
    Coaching and mentoring
    Team development
    Role definition
    Leadership
    Problem solving
    Culture/climate
    Conflict/ cooperation


Key Initiatives 2009

         Finalise the development of the Curtin Leadership and Management Development Framework to provide a comprehensive, consistent,
          coordinated, Curtin approach to leadership and management development including:
              o Implementation, evaluation and improvement of the: Senior Executive 360 Degree Feedback Development Program; Pro Vice
                   Chancellor Coaching Program; Head of School Development Program; Course Coordinators Academic Leadership Program; and
                   Frontline Management (Cert III and IV)




Organisational Development Unit – Annual Report 2009                                           18
               o   Development needs identification/analysis and design, as required, of appropriate programs for: Senior General Staff (HEGS 10
                   +); School Business Managers; and Deans (R&D, T&L, International)
         Develop and implement Cultural Change Initiatives to address findings of the Your Voice Survey
         Contribute to the development of the Valuing Curtin Staff Plan 2009-2013 and provide leadership and support to University-wide
          initiatives enabling Faculties and Areas to action the plan
         Develop and enable delivery of professional development programs to support Internationalisation at Curtin including the induction
          program for offshore teaching
         Implement, evaluate and improve the University’s induction and staff orientation processes including: the development of an online
          Induction Management System; Collation of local level induction exemplars/best practices; and the development of online induction
          materials for new Sessional Staff
         Develop and implement an approach for online and blended learning for staff development
         Further develop the ODU website as a hub linking staff to available learning and development opportunities within Curtin and elsewhere
         Develop and enable delivery of professional development and cultural change programs supporting the University commitment to
          diversity, including: English Language Development Program; EEO and Diversity training; Career development to support Indigenous
          employees; training to support the implementation of the Disability Access and Inclusion Plan 2007 – 2011; and support for the delivery of
          the Centre for Aboriginal Studies’ “Ways of Working” Program
         Implement a process to enable staff access to ICT training: meeting the needs of academic and general staff
         Coordinate a comprehensive professional development program for staff to improve work performance and career development
          opportunities
         In partnership with policy owners, support the development and delivery of staff education required for policy deployment




Organisational Development Unit – Annual Report 2009                                             19
Organisational Development - Action Plan

The following table contains the ODU’s Priorities, corresponding 2009 initiatives, positions responsible and targets.

Priority                               2009 initiative                                                       Responsible            Targets
1. A high performance                  1.1 Finalise the development of the Curtin Leadership and             Director OD            November 09
    culture through                        Management Development Framework to provide a
    enhanced leadership                    comprehensive, consistent, coordinated, Curtin approach to
    and management                         leadership and management development
                                       1.2 Implement, evaluate and improve the                               Director OD
                                           a. Senior Executive 360-Degree Feedback Development                                      June 09
                                           Program                                                                                  Ongoing
                                           b. PVC Executive Coaching Program                                                        Ongoing
                                           c. Head of School Development Program                                                    Ongoing
                                           d. Course Coordinators Academic Leadership Program                Director OD
                                           e. Frontline Management (Cert III and IV)
                                       1.3 Establish/analyse development needs and design, as                                       July 09
                                           required, appropriate programs for                                                       July 09
                                           a. Senior General Staff (HEGS 10 +)                                                      July 09
                                           b. School Business Managers                                       Director OD            Ongoing
                                           c. Deans (R&D, T&L, International)                                DVC Academic/
                                       1.4 Support the ATN WEXDEV program (Clare Burton                      Director OD
                                           Memorial Lecture, VC’s WEXDEV group)                                                     Ongoing
                                       1.5 Coordinate conferences/ forums/ communities of practice
                                           for:
                                           a. VC Senior Managers Group
                                           b. Academic leaders – HOS
                                           c. Deans                                                          Director OD/Director   April 09
                                           d. ‘Change Agents’                                                Quality
                                       1.6 Design and deliver programs for managing continuous               Enhancement            March 09




Organisational Development Unit – Annual Report 2009                                                    20
Priority                               2009 initiative                                                        Responsible            Targets
                                           quality improvement, including the application of                  DVC Academic
                                           benchmarking                                                       Director OD/Director
                                       1.7 Contribute to the development of the Valuing Curtin Staff          Staff Services
                                           Plan 2009-2013 and provide leadership and support to
                                           University-wide initiatives enabling Faculties and Areas to
                                           action the plan

2.   Improved workplace                2.1 Develop and implement Cultural Change Initiatives to               Director OD            March 09
     performance and career                address findings of the Your Voice Survey
     prospects through                 2.2 Implement, evaluate and improve the University’s                   Director OD/
     focused professional                  induction and staff orientation processes including                Director Staff
     and organisational                    a. The development of an online Induction Management               Services               July 09
     development                                System                                                                               July 09
                                           b. Collation of local level induction exemplars/best                                      February 09
                                                practices
                                           c. The development of online induction materials for new           Director OD            February 09
                                                Sessional Staff
                                       2.3 Provide a professional development program targeting               Director OD            Ongoing
                                           identified priority needs of staff at HEGS 1-9
                                       2.4 2.4Coordinate development and delivery of a series of              Director OD            March 09
                                           Career Development Workshops for staff
                                       2.5 Identify, evaluate and compile online resources to support         Director OD            Ongoing
                                           staff career development.
                                       2.6 Implement a process to enable staff access to ICT training:
                                           meeting the needs of academic and general staff

3    Awareness and                     3.1 In conjunction with Staff Services, develop and deliver            Director OD/
     understanding of policy               training to enable the ongoing implementation of the               Director Staff
     and legislative                       a. Work Planning and Performance Review Policy                     Services               Ongoing
     obligations                                (incorporating elements of Curtin Expectations,




Organisational Development Unit – Annual Report 2009                                                     21
Priority                               2009 initiative                                                         Responsible              Targets
                                               Academic Promotions, Academic Workloads)
                                           b. Recruitment and Selection Policy and Guidelines, and                                      Ongoing
                                           c. Other core human resource management policies and                                         As required
                                               guidelines
                                       3.2 Coordinate staff development in support of EEO, Records             Director OD and          Ongoing
                                           and other compliance requirements                                   relevant policy
                                                                                                               owners

4    Improved equity and               4.1 Develop and enable delivery of professional development             Chair of                 Ongoing
     diversity outcomes                    programs to support Internationalisation at Curtin                  Internationalisation
                                           including the induction program for offshore teaching               Staff Development
                                           across all faculties                                                Sub-Committee/
                                                                                                               Director OD

                                                                                                               Director OD and
                                       4.2 Develop and enable delivery of programs supporting the
                                           University commitment to diversity, including                       A/Prof Dunworth          February 09
                                           a. English Language Development Program                             Director EESJ            Ongoing
                                           b. EEO and Diversity training                                       Director Staff Service   March 09
                                           c. Career development to support Indigenous employees               Director Staff           As per DIAP project
                                           d. Training to support the implementation of the                    Services/Head            plans
                                              Disability Access and Inclusion Plan 2007 – 2011                 University
                                                                                                               Counselling/others
                                                                                                               Director CAS
                                            e.    Support for the delivery of the Centre for Aboriginal                                 July 09
                                                  Studies’ “Ways of Working” Program

5.   Improved effectiveness            5.1 Develop ODU staff capabilities to provide an enhanced               Director OD              Ongoing
     of the Organisational                 level of organisational change management and
     Development Unit                      development consultancy services for managers and staff




Organisational Development Unit – Annual Report 2009                                                      22
Priority                               2009 initiative                                                      Responsible      Targets
                                       5.2 Further develop the ODU website as a hub linking staff to        Director OD      June 09
                                           available learning and development opportunities within
                                           Curtin and elsewhere
                                       5.3 Develop and implement an approach for online and                 Director OD      March 09
                                           blended learning for staff development
                                       5.4 Enhance recording and reporting processes and further            Director OD/     Ongoing
                                           promote Alesco as the University’s training database             Director Staff
                                                                                                            Services
                                       5.5 Incorporate sustainability considerations into ODU               Director OD      Ongoing
                                           professional development/consultancy solutions and
                                           practices




Organisational Development Unit – Annual Report 2009                                                   23
Appendix 3
Summary Statistics 2009 Programs


                                                              No. of            Total
                                                                       Total
                               Course / Function              times           Participant
                                                                     Attended
                                                                run             hours


Additional Recruitment & Selection Panel / Chair Workshop         10       78      136.5
Additional Recruitment Training Refresher 2008                     4       36         36
Additional Work Planning and Performance Review - All Staff       16      228        456
Applying for Jobs at Curtin                                        1       17
Building Cohesive Teams                                            1        8          24
Business Report Writing                                            1       14          42
Clare Burton Lecture - 16 October 2009                             1      112         280
Corporate Induction                                                3      201     1105.5
Creative Thinking in the Workplace                                 2       30         120
Creative Thinking in the Workplace - Additional                    1       11        38.5
Front Line Manager                                                 2       35       2520
Head of School Conference - 22/23 Sep 2009                         1       13         195
Head of School Conference - 24/25 March 2009                       1       15         225
Head of School Conference - 4/5 June 2009                          1       19         285
Head of School Launch Breakfast - 2010 Cohort                      1       29          58
Head of School Working Breakfast - 2010 Cohort                     1
Head of School Conference - 8/9 Dec 2009                           1
HEGS 10+ Development Program Conference                            1
How to Influence Others Effectively                                1       13         39
Induction - Sessional Academics                                    6      195        390
Induction - Sessional Academics (online module)                            18
Intro to Project Management                                        1       16          96
Learning to Lead Program (6 workshops per program)                 2       31         558
Making the Most of Change                                          1        6          24
Managing Change as a Manager                                       1       12          72
Minute Taking Made Easy                                            2       30         120
Professional Development Scholarship                               1       21        31.5
Project Management Series (4 workshops per program)                4       67       1072
Quality Training- Benchmarking                                     2       29         435
Quality Training- ISO                                              1       14         210
Quality Training- Process Improvement                              2       28         210
Quality Training- School and Area Review                           3       50         150




Organisational Development Unit – Annual Report 2009                                24
                                                                                     Total
                                                                  No. of    Total
                      Course / Function (Continued)                                Participant
                                                                times run Attended
                                                                                     hours

Recruitment & Selection Panel / Chair Workshop                      10         161        483
Recruitment Training Refresher 2008                                  3          86      107.5
SMG Conference                                                       1          97       1746
SMG Forum - 13 March 2009                                            1          81        162
SMG Forum - 22 October 2009                                          1          74        148
Staff English Program (6 workshops per program)                      3          92        814
Time Management                                                      1          10         30
Understanding and Supporting Staff                                   2          31      108.5
Understanding Emotional Intelligence                                 1          13         39
Work Planning and Performance Review - Academic Line Managers        3          33         66
Work Planning and Performance Review - Academic Staff                3          27         54
Work Planning and Performance Review - General Line Managers         5          52        104
Work Planning and Performance Review - General Staff                 4          61        122
Work/Life Balance                                                    1          12         42
Working with Diversity in Teams                                      2          33      115.5
Writing Business Procedures                                          1          16         48
Total                                                              133        2255    13118.5




Organisational Development Unit – Annual Report 2009                                  25
Appendix 4
Sample of OD consultancy assignments 2009

Client                                       Service Offered
BEAD                                         Facilities Management Admin Staff Team Development Day
                                             [consultancy]
Built Environment                            Brokered external consultant - Team Development Day (Creative
                                             Thinking in the Workplace)
Business Law & Taxation                      Developing ground rules and behaviours workshop [facilitated]
Career Centre                                Career Development - consultancy, training advice & materials
CBS                                          Nvivo and SPSS training [response]
CBS                                          training needs analysis for administrative team [consultancy]
CBS                                          Materials re: TNA module & assessment component of unit
CBS International                            Team building activities (consultancy)
CBS PVC Office                               leadership & management development options for senior staff
                                             [consultancy]
CBS School of Accounting                     MBTI and additional career development assistance
                                             [consultancy]
CBS Student Services                         Finalise Ground Rules [facilitated]
CBS Student Services                         1-on-1 Career Planning Discussion [advice]
CBS Student Services                         1. Admissions & RPL Team Dev Day (facilitated MBTI)
                                             2. CBS Student Services Team Development Day (facilitated)
CBS Student Services                         Management programs and PD for Admissions & RPL Team
                                             [advice]
CELC                                         Provision of development paper and materials to Indonesian
                                             Delegate
CITS                                         Insights Discover Workshops [advice]
Corporate Communications                     RPL assessment for FLM program [advice]
Corporate Communications                     Employee rewards & recognition program suggestions [response]
Counselling Services                         DAIP inclusion in FLM program [response]
Curtin IT                                    competency mapping framework for CITS staff development
                                             planning [advice - ROCS]
DMU                                          Team development day [facilitated DiSC]
DVCA/EE&SJ                                   WEXDEV - Curtin's Advancing Women's Plan [response]
Education                                    Training for new HOS PA [consultancy]
EduSafe                                      Contribute Training [response]
EduSafe                                      EduSafe training plans [consultancy]
EduSafe                                      Consultancy & materials re: Career Dev and Job Application
EE&SJ                                        cultural staff diversity training development
EE&SJ                                        EOWA Citation 2009 Application input
Engineering                                  Consultancy, training advice & materials for new PA
Financial Services                           Staff Study Support Application procedures [response]
Financial Services                           recruitment and staffing issues [consultancy]




Organisational Development Unit – Annual Report 2009                                                   26
Client (continued)                           Service Offered
Health Sciences                              General PD/courses query [consultancy]
Health Sciences                              CHIRI Planning Workshop [facilitated]
HR                                           Brokered external facilitator for Customer Service Team
                                             Development Workshop
HR                                           cultural diversity training (response)
HR                                           University wide mentoring program (response)
HR                                           Development Days - team building interventions [consultancy &
                                             facilitation]
Human Resources                              HR Planning day [facilitated]
Humanities                                   Interview preparation [consultancy]
Humanities                                   360 degree feedback, debrief & Coaching [facilitated]
Humanities                                   Reviewed Selection Criteria for an admin position [advice]
Humanities                                   OPAC conference staff attendance [advice]
Humanities                                   Applying for Jobs at Curtin workshop [facilitated]
Interior Architecture                        Promotions outcomes for IA via WPPR [consultancy]
Kalgoorlie                                   Team Development Workshop (facilitated DiSC)
Kalgoorlie (WASM/VTEC)                       Alesco Training / technical [response]
Legal & Compliance Services                  Brokered external consultant - Team Development Day (MBTI)
Library                                      360 degree feedback, debrief and coaching of management team
                                             [facilitated]
Library                                      Brokered external consultant - Team Development Day
                                             (Emotional Intelligence)
Library                                      Discussions with general staff regarding position classification
Marketing                                    Team building activities for PD day addressing Strategic
                                             Branding & Marketing [consultancy]
Occupational Therapy & Social                Structures/strategies Curtin has for managers implementing and
   Work                                      staff undergoing change [consultancy]
Occupational Therapy & Social                PD needs of a staff member [consultancy]
   Work
ODU                                          Reviewed staff job application
ODU                                          Facilitated 2 x DiSC workshop for FLM programs
OPAC                                         2009 OPAC Symposium agenda [consultancy]
OPAC                                         Work Area Induction & Your Voice sessions [facilitated]
Properties                                   Advice and sourcing appropriate mentor
Public Health                                Team effectiveness and cohesion workshops [consultancy]
Quality Office                               Benchmarking and Quality Training [preparation & facilitation]
R&D                                          PD & mentoring for new staff member [consultancy]
School of Accounting                         1. Team effectiveness workshop [facilitated]
                                             2. Career and Professional development workshop [facilitated]
School of Nursing & Midwifery                Staff Development Day: Team building & communication
                                             [facilitated]
School of Nursing & Midwifery                Provision of SMART Objective template post- WPPR session
School of Social Work and Social             School philosophy team development workshop [facilitated]
   Policy




Organisational Development Unit – Annual Report 2009                                                      27
Client (continued)                           Service Offered
Staff Services                               Professional Development course information [consultancy]
Staff Services                               Workforce Planning Training [response]
Student Central                              WPPR processes and procedures [advice]
Student Central                              360 degree feedback, debrief and coaching for management team
                                             [facilitated]
Student Central                              Customer Service Training [brokered external provider]
Student Central                              cultural diversity training [facilitated]
Student Central                              Reviewed staff job applications
VC Office                                    PD needs for Exec Officer and team [consultancy]
VTEC                                         Discussion re leadership & management training requirements
                                             for VTEC (1) senior manager group & (2) line managers (incl
                                             academics)
VTEC                                         VTEC management development needs [consultancy]
WASM Kalgoorlie                              WASM T+D needs for 2009/10 [consultancy]
WASM Kalgoorlie                              Provision of workshop materials re: Balancing Work/Life
WEXDEV                                       Leadership PD via LH Martin organised [response]




Organisational Development Unit – Annual Report 2009                                                   28

				
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