Staff progress in career terms through academic and professional experiences and qualifications. Career paths differ according to discipline area, qualifications, stage in career and the nature of contracts and funding. At every stage of the pathway staff should feel a level of ownership of the process and procedures. A successful career path should blend institutional and individual development plans so that the needs of all are met. Career plans require senior staff and designated academic line managers to promote scholarship and integrity in teaching and research. Such career development is formally noted in the Annual Review. This is an opportunity for two-way feedback and reflection on the achievements of the past year. Objectives and training needs are identified and set for the next twelve months. Relevant SMART (Specific, Measurable, Achievable, Realistic, Time-bound) goals and defined timescales should be established during the review and will be supported by training, mentoring and regularinvolvement in professional activities. The University carries out an Annual Review process, usually between May/September (you will receive information via email). Goals should be reviewed six months after the review meeting.
During the annual review potential training activities are discussed and these are key elements of an individual's career plan. Identified training needs are recorded and agreed with the designated academic line manager during their Annual Review. Specific details of any training needs should be listed, and generic statements (e.g. statistics training) avoided. Many of these training activities are available within the University via the Centre for Academic Development (CAD). Participation in external courses will be considered if opportunities do not exist within the University and if the training is of benefit to both the individual and Institute.
At the end of the Annual Review period, the SDG will receive an anonymised copy of the Individual Development Plan. These will be collated and reviewed by the SDG to identify common training needs.
The SDG has funded several events recently. Information regarding appropriate training courses can be found on the University Staff Development page along with details of the University’s formal mentor programme which is open to all staff. In addition the IAHS hold various events and seminars throughout the year which maybe of interest to you.