Learning is about commitment on all sides: the individual, their manager/supervisor and whoever provides any agreed learning opportunity. This is what you can expect from us as a learning provider and this is what we need from you:
You can expect us as a learning provider to:
- work with leaders and managers to understand learning and development priorities
- align resources where possible to deliver these in accordance with agreed strategic learning and development plans
- advise on appropriate learning solutions at the strategic level
- advise on alternatives to formal learning and development opportunities
- deliver or commission agreed learning and development solutions
- ensure that learning and development is of an appropriate quality
- ensure equality of access to agreed learning and development priorities
- enable a diverse workforce in every aspect of provision
- review and evaluate all formal learning with a view to meeting expectations and continuous improvement
We expect individual learners to:
- reflect on their achievement in their current roles and their future career aspirations on a regular basis
- feed that reflection into routine one to one conversations with managers/supervisors/mentors and into PDR
- identify in those discussions, their learning and development priorities in relation to department/faculty/divisional priorities and the University’s strategy
- agree the most appropriate learning solution with their manager/supervisor/mentor
- take responsibility, as agreed, for the organisation of appropriate learning
- apply learning in their roles, seeking support as appropriate from managers/supervisors/mentors
We expect managers and supervisors of individuals and teams to:
- identify and continually review strategic learning and development needs for their department/faculty/division based on existing and emerging priorities
- feed that contextual understanding into their regular communications with their staff/colleagues
- ensure that one to one conversations and PDR enable constructive discussion about initial, continuing and career development needs
- diagnose and agree development needs with individuals according to established priorities
- identify cost effective development options, bearing in mind the range of learning opportunities available and the value of promoting self-directed learning
- agree how agreed learning solutions will be delivered with the individual and take responsibility for their part
- encourage and enable the individual to embed learning in the role or to apply learning in terms of the individual’s career development as appropriate
- ensure equal access to appropriate learning and development
- release staff to attend agreed formal learning and development opportunities and to undertake agreed self-directed learning
- having had learning and development opportunities themselves, volunteer to mentor others
