Objectives for the Staff and Educational Development Programme 2012 - 2013
To provide a comprehensive programme for the training and development of School staff at all levels, updating the programme as necessary to meet training needs in line with School strategies and with a life-long approach to learning.
To operate the programme to support staff in line with agreed SED policies.
(As approved by the Staff Review Committee in May 2011 and carried forward to the current year with small amendments as neccessary)
1. Teaching – to develop the training of staff in the context of the UK Professional Standards Framework for Teaching and Supporting Student Learning in Higher Education (UKPSF) and in support of the LSHTM Teaching and Learning Strategy.
1.1 Run the in-house programme of training for teaching to meet the requirements of the current Strategy for Training for Teaching and the Probationary Review Requirements for Lecturers.
1.2 Run the Postgraduate Certificate in Learning and Teaching (PGCILT), in a sustainable way taking into account demand and resources, as the core programme within the overall provision for training for teaching and to meet the current requirements for Lecturers and others.
1.3 Maintain HE Academy accreditation for the PGCILT programme (accredited in December 2007 and re-accredited in March 2012) and continue to consider and follow best-practices shared and disseminated through the Academy.
1.4 Developing on PGCILT, to explore the possibility of putting in place a programme or CPD framework (or similar structure) at Level 3 of the UKPSF for more experienced staff involved in the design, management and leadership of teaching and educational change.
1.5 By exception, support staff who wish it to attend and complete a Certificate course in teaching and learning at another HEI for specific reasons, if funds allow.
1.6 Provide access to additional training to support the development of excellence in the teaching programme.
1.7 Support the development of both new and experienced research degree student supervisors in line with current School and national policies.
1.8 To provide training tailored to meet the needs of distance learning tutors, and to provide this in flexible formats including workshop training, on-line courses, self-study workbooks and other resources.
1.9 To develop a range of e-books and other resources available to staff online, focussing particularly on core teaching activities, and core management activities – this also links to section 2 below (time and resource permitting)..
2. Management – to deliver management training for academic and professional support staff in line with and developing on the established programmes now in place.
2.1 Provide Management Development Programmes at Stages 2 and 3 and promote them to middle and senior managers throughout the School.
2.2 Run the MOTH programme (Management on the Horizon) for new and aspiring managers, with parallel progression pathways for academic and professional support staff, and establish this as the main option for staff at Stage 1.
2.3 Run again the popular Research Team Leadership programme.
2.4 Continue to provide the option of external management training for specific groups of staff (e.g. supervisors and managers of support staff, administrators), within Bloomsbury and elsewhere.
2.5 Provide modules of training in other management skills through in-house and external courses, including financial and budget management, and where appropriate make places available to staff from other Bloomsbury colleges..
3. Computing – provide training to all levels of staff, including the opportunity to take the International Computer Driving Licence.
3.1 Continue the provision of some computer training in-house, and supplement this with access to year-round computer training through access to a wide range of external courses.
3.2 Make available some more advanced computer training to professional support and academic staff, mainly through external provision.
4. Specific training for professional support staff
4.1 Continue the programme of transferable and career development skills training for professional support staff, with some provision available to other Bloomsbury colleges.
4.2 Explore the possibility of accreditation for elements of the transferable skills programme, possibly through the National Open College Network (NOCN) – time and budget permitting.
5. Research skills
5.1 Develop further the training available in research skills, in light of needs identified, and provide an appropriate range of options and opportunities particularly for post-doctoral research staff focusing on transferable skills and career development (in addition to training opportunities elsewhere in the Programme).
5.2 Consolidate and run again the Career Development Programme for Research Staff.
5.3 Provide individual support for research staff facing change or transition in their current role (or in the near future) through a tailored programme combining group work and one-to-one coaching.
6. Other areas of the Programme
6.1 Run a Staff Induction Day once each term.
6.2 Develop and source further e-learning resources to support employee induction and other appropriate knowledge/awareness-based learning (time and budget permitting).
6.3 Provide training in general working skills including key aspects of personal effectiveness.
6.4 Provide presentation skills training for professional support staff and some academic staff, and open places to other Bloomsbury/London institutions.
6.5 Provide integrated Equality and Diversity training in line with the School’s evolving Equality and Diversity Strategy.
6.6 Continue to operate the scheme for specialist skills training (including language training) where SED makes a contribution to the costs of specialist training approved by the individual’s line manager if it can be shown that insufficient funding is available from other sources (and if the budget allows).
6.7 To develop and pilot (this year or next) a new training initiative on facilitation skills aimed at staff and managers needing to lead group discussions or similar events either within the School or externally.
7. Administration – continue to improve the efficiency of the administration of the SED Programme and promotion of its activities
7.1 Should budget be available, to remedy and improve aspects of the current Staff and Educational Development database.
7.2 Improve further the communication and promotion of Staff and Educational Development activities.
8. Other related SED activities
8.1 To continue to respond to requests for advice and support on a range of team and organisational development issues dependant on the availability of time and resources.
8.2 To continue to contribute to discussions, proposals and strategies concerning capacity-strengthening initiatives with institutions in low-income countries.
8.3 To explore options for helping to make elements of the Staff and Educational Development Programme more readily accessible to staff based overseas, subject to budget and resourcing.