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To ensure the Staff Development Plan is a valid, workable document it should: Recognise input from staff Respond to needs identified in staff and student feedback Be flexible enough to change as priorities shift Be consistent with the organisational unit’s other planning process Support supervisors in their role as developers of staff and provide them with the appropriate level of discretion in resource allocation and decision-making • Guide staff in their pursuit of development options • Align the development activities with the strategic direction of the wider organisation and • Highlight any other priority development issues of the organisational unit.. Examples of performance measures for staff development at organisational unit level can be quantitative or qualitative and might include: Expenditure targets • Benchmark hours of development per staff member • Implementation of specific processes or programs • Completion of individual development plans • Evaluation and dissemination practices • Quality of nomination and decision-making procedures • Staff satisfaction with access to development opportunities • Targets for the qualification profile or competency standards among staff The Quality Assurance System and ISO Accreditation require that organisational units follow a number of staff development related processes.. Broad Priorities Universitywide Priorities Teaching and Learning Research and Development International Regional and Community Development Information Technology Management and Leadership RMIT Business Processes and Systems Legislation and Regulations Organisational Unit Specific Priorities Discipline Specific Expertise Personal Growth / Skills Development Development Programs/Activity Schedule/Timing Programs Resource Needs to be Allocation developed Assistance and advice It is recognised that staff resources are not necessarily available for Portfolios and Schools/Groups to prepare their plan..
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