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CANTERBURY CHRIST CHURCH UNIVERSITY MINUTES OF THE MEETING OF THE STAFF DEVELOPMENT COMMITTEE HELD AT 2.00PM ON 14 NOVEMBER 2007 Present: Andrew Ironside (Chair), Tracy Bell-Reeves, Barbara Berkeley- Hill, Phil Poole, John Hallam, Moira Mitchell, Brenda Didmon, Sheila Bonnage, Mandy Cooper, Catherine Rising, David Andrews, Jen Phipps, David Hayling, Helen Conder, Geoff Haworth, Amanda Browne, Paul Kusel, Cat Barnett In Heather Stevens (Committee Secretary) attendance: 1 Apologies Apologies were received from: Vanessa Young, Suzanne Stokes and Sharon Quy-Verlander. 2 Chair’s Remarks The Chair opened the meeting by reminding members that the committee had been re-constituted and was no longer accountable to Academic Board. Relevant papers would now go to SMT. The Chair stated that he believed this to be a positive move and one which strengthens the work of the Committee. The Chair then invited committee members to introduce themselves and welcomed the fact that there was such a wide and representative group from across the institution. 3 Minutes of the meeting of the Staff Development Committee held on 23 May 2007 These were agreed as an accurate record. 4 Revised Committee Membership and Terms of Reference SDC members agreed the revised Committee Membership and the amended Terms of Reference. 5 Matters Arising - 449 – The Director of LTEU confirmed that he had attended the Faculty of Education Staff Development Committee meeting and he would be reporting further under Agenda Item 7. - 445 – Equality & Diversity Management Training (STEPS Drama) - verbal update. 1 Several members of the committee confirmed that they had attended this training and found it to be innovative and exciting. All agreed that the challenges lay in ‘what next?’ and how to share the important messages with staff. The Equality & Diversity Manager confirmed that she was devising a short questionnaire for the Management Group seeking their views about how to take the work forward. Resolved: Equality and Diversity Manager to present the findings from the above questionnaire to the Committee at the next SDC meeting in February 2008. 6 Staff Development Report. Paper No: SDC07/01 The SDC received Paper No: SDC07/01 and noted that a revised Appendix 1 was tabled. Members noted that the report covered all providers of staff development and encouragingly showed an increase in overall attendance figures for 2006-07. Tracy Bell-Reeves reported that IiP had proved to be a valuable vehicle by which to review how we manage, lead and work with our staff, and that the work of the Leadership Project been timely. . Committee members noted from the quantative data in Appendix 1 that attendance at some induction events could be improved, especially ‘Introduction to Equality & Diversity’. Staff Development explained that the figures had not included the online Diversity at Work module, which is also completed by many new staff but did acknowledge that managers needed to ensure that new staff were booked on these central induction events before they joined the University. Further discussion centred around the proportion of academic and support staff who participated in staff development events. It was acknowledged that much academic continuous professional development takes place at faculty and department level as evidenced by annual reports from the faculties, especially Arts and Humanities and Health. The Committee noted in Appendix 2, ‘Appraisal Outcomes’, that the revised appraisal scheme briefing meetings had been well received and attended by 85% of the institution’s appraisers and almost every 2 member of the Management Group. The dedicated online Appraisal Toolkit was proving to be an invaluable resource with early evidence and feedback indicating it is being actively used and welcomed. The Chair concluded the item by thanking Tracy Bell-Reeves, the staff development team and all who contributed to the paper. Resolved: The Committee noted SDC07/01 and agreed to forward it to SMT. 7 Academic Staff Development Framework & E-Portfolio. Paper No: SDC07/02 The Director of LTEU explained that he had been able to undertake the research for the paper as part of his Development Leave project. The focus of the project is the development of a holisitic approach to academic continuing professional development. He emphasised that, once developed, certain aspects of this approach could be adapted for support staff. The Director of LTEU stated that a consistent finding from his visit to 12 HEIs during the summer of 2007 was that many faced the same issues as ourselves in engaging academics in their CPD. He also found that Staff Development and Education Development Units rarely worked together collaboratively which further added to this issue. Discussion followed and the committee noted that the definition of academic CPD was potentially wide ranging and needed to be recognised as such: Courses and conferences Professional interactions Networking Consulting experts Learning by doing Learning by teaching Personal research The Director of LTEU stated that he believed that a e-portfolio approach was the most effective way of capturing and recording the full range of academic CPD activity, though he acknowledged that professional development portfolios need to be flexible enough to deal with different contexts, disciplines and individual needs. 3 The Chairman thanked him for producing such an informative and helpful paper on what is a complex issue and emphasised the need to guard against a simplistic and stereotypical conclusion that academic staff are not engaged in CPD. The Chair stated that he felt it imperative that faculties and departments were engaged in this discussion at local level. An institutional action plan could then be produced in support of the holistic academic development framework and e-portfolio approach. It was agreed that the Director of LTEU would engage with each Faculty during the spring and summer months of 2008. It was recognised that each Faculty would have different needs and different responses as to how to meet these would be addressed. Resolved: The Director of LTEU to meet with Faculties and report back to the Staff Development Committee in June 2008. 8 Staff ICT Competencies Toolkit – proposed scheme. Paper No: SDC07/03 The SDC received Paper No: SDC07/03 and noted that its production was an outcome of previous papers submitted to the Staff Development Committee. The toolkit was not intended to be used alone but as one component in the overall personal development planning process. Cat Barnett, LTEU, explained that the toolkit defines two competence levels : 1. ‘Baseline’ - the core ICT skills most staff should possess or seek to achieve 2. ‘Enhancements’ - a set of additional skills that may be required for specific job roles. The SDC members discussed the toolkit and agreed that it was very comprehensive and well presented. Possible uses could include: A resource to inform appraisal discussions Building aspects of the toolkit into some job descriptions Using it in recruitment as a selection ‘test’ Members also noted that the toolkit is being trialled by the current PGCLT(HE) cohort, and the Chair requested that any feedback be 4 given to the committee. The Director of Human Resources agreed that the toolkit could be built in as part of the Recruitment & Selection process and agreed to liaise with Cat on this. Resolved: LTEU and HR to provide feedback to the SDC in February on the outcomes of the pilot use of the toolkit. 9 Investor in People. Paper No: SDC07/04 Barbara Berkeley-Hill began by asking committee members to act as good ambassadors for the forthcoming IiP assessment and affirm our current “Retaining recognition”status. Committee members then noted that re-assessment will take place in the last week of January 2008 and that the sample size will be much smaller than in Summer 07. Interviews will be divided between the external assessor and members of the internal review team and will focus on the 3 indicators that were not met. After some discussion it was felt once full IiP status is received the University should fully publicise its achievement both internally and externally. The Chair expressed his continued thanks to Barbara and concluded this item by stating that although it was frustrating that the University came so close to recognition in the summer, the work we had undertaken to close the gap had had real impact for our staff. The outcomes were also a testiment to the value of the new, more rigourous standard. 10 Review of Appraisal/Contrbution Development Sept/Oct 2007 Paper No: SDC07/05 The SDC received Paper No: SDC07/05 and acknowledged level of attendance had been recorded at the briefings in September/ October. A further review of the wider impact of appraisal/contribution changes would be made in Summer 08. Resolved: A full Appraisal/Contribution review to be put to the Committee in June 2008. 11 Staff Development Policy – Draft 1. Paper No: SDC07/06 The Chairman invited the committee to share their initial responses. All agreed the policy was an important document which should clearly set out what staff can expect from the University in terms of 5 their learning and development. It was reiterated that this was a first draft and those members of the committee who wished to contribute further to the development of this document were invited to contact Tracy Bell-Reeves to form a small working group. A revised version will be presented to the Staff Development Committee in February 2008. Resolved: Staff Development Committee members to contact Tracy Bell-Reeves to form a working group to progress the policy. Draft 2 to be presented to the committee in February 2008. 12 Leadership Development Framework – conclusion & next steps Paper No: SDC07/07 The SDC received Paper No: SDC07/07 and for the benefit of the new members Barbara Berkeley-Hill gave a brief synopsis of the project. Barbara indicated that the fellowship had achieved its stated outcomes and the project had gone according to plan. The resulting Leadership Model was very important in providing a framework for all our future leadership and management development. A simple version of the model, the 10 point checklist, was currently being used in faculties and departments and was proving to be a useful diagnostic tool in preparing for our forthcoming IiP re-assessment. Next Steps The challenge in the next few years is to fully embed the model resulting in a much more structured approach to the development of our existing and emerging leaders. Leadership will need to continue to be seen as an important topic for debate and discussion, and the University needs a development programme which clearly builds leadership capability and which is shaped and owned by those for whom it is intended, linked to the model. The Chair concluded by expressing his thanks to Barbara not just for her work on this project, Investors in People and her role in Staff Development but for her commitment to the University and its work during the past 11 years. Both the Chair and committee members wished Barbara a long and happy retirement. 13 Dates & times of future meetings 6 27th February 2008 - 2pm 4th June 2008 – 3pm These were noted by the members of the Staff Development Committee. 14 Any other business There was no other business. The Chair closed the meeting by thanking everyone for attending and stating that he felt it had been a positive start to the new committee arrangements and the new academic year. The meeting closed at 4.30pm. 7