Professional Services Career Progression Working Group
"WE WILL CREATE OPPORTUNITIES TO BUILD THE CAPABILITY OF OUR STAFF"
The Group was established following the review of PDR and Academic Progression.
It was evident from feedback that more needs to be done to support career progression for Professional Services staff. This message was further reinforced by the results of the 2019 Staff Survey.
Membership of the group was planned to ensure that all categories of staff were represented. Following the initial meeting it was agreed that clerical staff did not have sufficient representation and in response a current member of clerical staff was invited to join the group.
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Listening and Wider Consultation
The Group met three times, and engaged in wider processes of consultation and listening across Queen’s, members considered:
- Results from the 2019 Staff Survey, particularly comments relating to career development and progression.
- The activity of the Technician Commitment Steering Committee.
- Representations from each Trade Union: UCU, NIPSA and UNITE.
- Feedback from School Managers, which provided an additional perspective for Professional Services staff within Faculties.
- Areas Identified for Improvement
The Group identified the following areas for improvement:
The opportunities available to support the career development and progression of Professional Services staff include:
- Learning and Development support;
- access to Job Opportunities;
- ensuring that job criteria are applied in a fair and consistent manner with particular attention to the experience and qualification criteria;
- providing clarity on the process for reviewing and responding to individual training requests.
Our approach to clerical recruitment.
Building on existing Grade Profiles, consider the creation of Job Families/Pathways.
The support available to line managers to help them to effectively support the development and progression of their team members.
- The Role of Personal Development Review (PDR)
The Group noted the pivotal role that the PDR process will play in supporting career development and progression for Professional Services staff. PDR has a developmental focus and provides the framework for an ongoing conversation between Reviewee and their Reviewer (normally line manager for PS staff), to review progress against priorities; discuss plans and career aspirations; co-create future priorities and development goals, agreeing the appropriate support required.
Reviewee and Reviewer Skills Sessions are available for staff to help develop the practical skills and confidence required to prepare for and participate in effective PDR conversations in order to agree Priorities and Development Goals required supporting personal and career development.
- Existing Support for Career Development and Progression
In addition, the group also noted the following activity introduced which supports the career development and progression for staff:
Learning and Development Support
A range of support is currently available to aid development for Professional Services staff through the refreshed Learning and Development offering, which includes Learning for All , LinkedIn Learning and Administrative Skills.
Line Manager Capability
The People Manager Essentials (PME) programme has been developed to support line managers by building their capability and confidence to effectively fulfil their role. Topics include managing performance, coaching, difficult conversations, managing teams and creating a positive team environment. This programme was piloted in 2019 and is offered on an ongoing basis for anyone with line management responsibility.
Leadership Development
The Leadership and Management Framework was introduced, providing a supportive and developmental self-assessment tool for staff to reflect on their current leadership practice as well as those aspiring to leadership roles. The Connected Leaders programmes, are underpinned by the Framework and help us to build the visibility and impact of our leaders.
- Working Group Action Plan
An Action Plan was developed by members of the Working Group. It was clear that some actions could be implemented, see below, and others would require further consideration and would require longer-term action.
INITIATIVES
Career Development Hub
An online Career Development Hub was developed as a central point for information, guides and resources that provide useful and practical support to encourage staff to manage their own development and career aspirations. The Hub provides guidance through a three-step process, enabling staff to consider where they are now, where they want to be, and how to make a plan to achieve these aims.
Career Development Workshops
In addition, two new Workshops Planning My Career and Interview Skills were added to our Learning for All schedule, which is available to all staff. The Workshops will help you when planning for your career including completing job applications, interview preparation, and how to best present yourself at interview.
The Workshops are available for booking on iTrent self-service.