Career Development Prospectus
Providing world-class learning and development opportunities is critical to ensuring that our staff are well placed to meet the challenges of major sector transformation in the 21st century. The Career Development Prospectus showcases the career, training and development opportunities available to assist our staff to reach their full potential. We offer a range of programs from the very practical and role specific to broader personal and career focussed opportunities.
CAREER DEVELOPMENT PROSPECTUS Brought to you by Organisational Development in partnership with Health and Safety, Equity and Diversity, Centre for Teaching and Learning, and the Research Division CONTENTS Welcome 3 Shaping Futures – our collaborators Organisational Development, Human Resource Services The Centre for Teaching and Learning The Equity and Diversity Unit Health, Safety and Wellness, Human Resource Services Research Division Your Career Development Consider your needs Check what’s available Applying your training Other strategies Questions to guide your choice More assistance Centre for Teaching & Learning Role Synopsis Current Challenges Academic Development Academic Technologies eTeaching Support Blended and Online Learning Design (BOLD) Team Teaching Spaces Support Learning Development Pathways to Collegiality Communities of Practice and the Knowledge Café Consultancy 4 4 4 4 4 4 5 5 5 5 5 5 5 6 6 7 7 7 7 7 7 7 8 8 8 Leadership and Supervision Heads of School Leadership Program Directors’ Leadership Program Leadership Impact, Management Essential (LIME) Pathways to Performance Walking the Leadership Line Manager as Coach 18 19 20 21 22 24 25 Research 26 Early Career Academic Lunch Time Program Industry Opportunities Return to Research Researcher Animal Training Scheme (RATS) Research Assistants Development Day Effective Financial Management of Research Funds Supervision of RHD Students Rethinking Supervision of RHD Students Accredited Programs Certificate IV in Frontline Management Diploma of Management (BSB51107) Advanced Diploma of Management (BSB51107) Career Development and Workplace Skills Career Development Planning Effective Job Applications Effective Interview Skills One-on-One Career Sessions Service Excellence: a positive student experience Aboriginal & Torres Strait Islander Cultural Competency Using Time Effectively Effective Delegation Dealing with Difficult Situations Effective Presentation Skills Communications Workshops Minute Taking Report Writing Business Writing Records and Information Management 27 28 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 48 49 50 51 52 54 55 56 57 Mentor@UoN 29 Mentoring 9 Coaching 9 Orientation 10 UoN Orientation Welcome to Wollotuka Meet your Executive Team GIPA, Privacy and Complaints Information Performance and Development (PDF) Orientation Respectful Workplace Behaviour 11 12 14 15 16 17 CAREER DEVELOPMENT PROSPECTUS 2013 | 1 The Equity and Diversity Unit EO Online Greater Responsibilities and Opportunities for Women (GROW) ALLY Network Radiate Innate Confidence and Strength (RICS) 58 59 60 62 63 Women@UoN 65 Health â€“ Safety Health and Safety at the University of Newcastle CPR Course Manual Handling Evacuation Warden (Basic) and First Attack Fire fighting Gas Handling Safety Senior First Aid Armed Robbery and Cash Handling Aggression Minimisation Training Laser Safety Chemwatch III Dangerous Goods Manifest Driver Awareness Training Developing Resilience Mental Health First Aid Introduction to Tai Chi Introduction to Pilates Information Technology & Corporate Systems Training 66 67 68 69 70 71 72 73 74 75 76 77 78 80 81 82 83 Ergonomics 79 welcome The career, training and development opportunities outlined in this prospectus are designed to assist the University of Newcastleâ€™s staff to reach their full potential. Outstanding performance and the satisfaction that this brings, will ensure that we produce excellence in research and teaching as, together, we progress NeW Directions. Our aim is to encourage, support and inspire staff to engage with the Universityâ€™s Education and Research and Innovation strategic plans by extending their knowledge, skills and strengths. Providing worldclass learning and development opportunities is critical to ensuring our staff are well placed to meet the challenges of major sector transformation in the 21st century. We will work with our colleagues to provide an environment where our staff can continuously develop themselves as individuals, as team members and as leaders. To this end, we offer a range of programs from the very practical and role specific, to broader personal and career focussed opportunities. As well as formal training programs the University of Newcastle encourages staff to share their knowledge, skills and innovative ideas with others through communities of practice and other forums. There are also a number of programs to encourage our community to maintain personal and organisational health and wellbeing. We urge everyone to take an active approach when considering training and development needs. Using the Performance and Development Plan, introduced through the Performance Development Framework process, staff are able to map their career development path for each year with their supervisor. It is an opportunity for staff to reflect on their needs, as well as align individual capability and professional growth with the Universityâ€™s Vision and strategic objectives. We welcome you to this annual prospectus and encourage you to take the time to read the range of opportunities available. The Organisational Development Team Human Resource Services CAREER DEVELOPMENT PROSPECTUS 2013 | 3 SHAPING FUTURES – OUR COLLABORATORS Organisational Development – Human Resource Services The Organisational Development team is a key agent in the development and practice of transferable skills, leadership, and cross-disciplinary knowledge communication. In developing a learning culture that creates opportunities for both career and personal growth, Organisational Development emphasises continuous development and an individual’s responsibility to pursue excellence. This is done in an environment that is strategically focused on outstanding quality and a respected reputation. Organisational Development partners with many providers within and external to the University to ensure the advancement of capability for competitive advantage. We endeavour to work across all campuses and within each local and remote institute, centre and facility. We aim to provide you with multi-channel delivery options and encourage everyone to develop a collegiate pathway to success. There will be a continuing focus on the expansion and quality of online learning and virtual learning development spaces to match our Education, Research and Innovation context. >> Find out more http://www.newcastle.edu. au//unit/human-resourceservices/organisationaldevelopment/ Centre for Teaching and Learning The Centre for Teaching and Learning (CTL) provides an extensive range of academic workshops, professional development programmes and resources for University staff. The Centre works closely with other development providers to ensure staff have access to multi-channel delivery options and accredited programs that meet both individual and organisational needs. Importantly, CTL offers assistance with online teaching via the eTeaching support team and online staff resources. On a practical level, CTL assists with booking recording, video conferencing and technical support. The Centre also provides critical support for staff applying for grants and awards. >> Find out more http://www.newcastle.edu. au/unit/centre-for-teachingand-learning/ The Equity and Diversity Unit The University of Newcastle values equity, diversity, access and social justice. The Equity and Diversity Unit strives to create a learning and working environment that reflects and celebrates diversity, practises affirmative action, offers equal opportunity and is free from discrimination and harassment. The role of the Equity and Diversity Unit is to work in partnership with staff, students and the wider community to ensure that these values and principles are embedded in all practices at the University as we progress towards NeW Directions in 2015. >> Find out more http://www.newcastle.edu. au/unit/equity-diversity/ Health AND Safety – Human Resource Services The University of Newcastle is committed to providing an environment that maintains the health and safety of its staff, students and visitors. This commitment is expressed in its Work Health and Safety Policy. Holistic health and safety practice should form an integral part of each activity at the University, whether it involves teaching, research or administrative functions. The implementation of the ‘Healthy University Scheme’ will see a consolidation and expansion upon existing health, safety and wellness programs. >> Find out more http://www.newcastle.edu. au/unit/human-resourceservices/health-safety/ Research Division The University of Newcastle is consistently ranked in the top 10 of 36 universities in Australia for its research effort and outcomes. We are proud of our reputation as a research university. One of our ongoing commitments, aligned with NeW Directions, is to ensure this reputation grows and strengthens. The University is dedicated to creating and strengthening partnerships with industry and other significant institutions and organisations to maximise our research outcomes. We are especially proud of the contributions the University is making through our Centres of Excellence and Co-operative Research Centres, and their involvement with industry partners. We have strong links with local health bodies and the community through the Hunter Medical Research Institute. The success of Newcastle Innovation, the University’s commercial arm in transferring research outcomes to commercial reality, is also highly regarded. The University of Newcastle values the development of its staff and research students and provides a supportive environment so that excellent outcomes can be achieved. The high standards set by the University ensure that our Research Higher Degrees are respected and valued throughout the world. The University also places a high value on research that will facilitate outcomes that position, improve, empower and encourage Indigenous self-management. Integral to this is the promotion of best practice in research training and the development, mentoring and support of emerging Indigenous researchers. Our Indigenous Higher Education Research Unit (Umulliko) takes the leading role and is recognised for the relevance of its research and its impact on Indigenous issues. >> Find out more http://www.newcastle.edu. au/division/research/ Your career development Consider your needs What are your career aspirations and plans? A discussion with your supervisor, mentor or Organisational Development may assist you with clarification of your career aspirations. Once you have a clearer idea of your career direction then you can decide what skills and knowledge you’ll need to help you to take the next step. Your training and development needs will become more apparent as you develop your Performance and Development Plan with your supervisor. Check what’s available Review the training programs within this prospectus to determine what suits your needs. If what you need is not listed, then it may be worth speaking to your supervisor or a Staff Development Consultant from Organisational Development to see what might be possible. Applying your training Consider how you can apply your training to your role. Using your training as soon as possible is the best way to cement what you have learned. Again, a discussion with your supervisor is important so you can develop a strategy to ensure your training is put to good use. Other strategies Having a strategy is important if you want to develop and/or shift your career. Some strategies you might try include; mentoring, on the job training, higher duties, short term contracts, internal and external secondments, job rotation, committee memberships, voluntary work with external agencies, formal study, scholarships and awards, coaching, work shadowing and exchanges with staff in other universities in Australia and overseas. Most importantly – look after your reputation! Questions to guide your choice What is most important to you? Who are you responsible for? What are your values? What do you want to be remembered for – and by whom? What skills do you have? What skills would you like to have? What are your strengths? When have you felt most fulfilled at work? What would you like to do more of? For more assistance When planning and thinking about your career, consider registering for the Career Development Planning workshop and arrange an individual consultation with a career development practitioner. You can also discuss your aspirations with your family, friends, mentor, colleagues, and/ or your supervisor to help gather ideas and insights into your goals and your career plan. Visit us online For more information, and to register your attendance, log in to HROnline. n n n n n n n n n CAREER DEVELOPMENT PROSPECTUS 2013 | 5 CENTRE FOR TEACHINg AND LEARNING Role synopsis The Centre for Teaching and Learning at the University of Newcastle is responsible for the provision of training, development, and support of all teaching staff in their pursuit of teaching excellence, the provision of a worldclass learning environment, and an outstanding learning experience for all students. Current challenges Several of the strategies in NeW Directions relate directly to the services and initiatives offered by the Centre for Teaching and Learning. These are directed toward the improvement of teaching as measured by internal and external student feedback on teaching surveys and overall student success and experience. Additionally, the drive to provide more blended and online learning opportunities for students rests on the activities of the Centre, as does the commitment to provide world-class physical and virtual learning environments. The dedication of the University to support non-traditional students is heavily supported by the Centre through the offering of student diagnostic and support programs so that students derive the maximum benefit from their university experience. The Centre, with a total staff of approximately 50, offers broad and comprehensive support services through the following functional teams: Academic development The Academic Development team includes both academic staff and professional staff who provide campus-wide programming, faculty and school specific programming, and individual consultations to academic and sessional staff on a broad range of teaching competencies. This team is responsible for offering the Graduate Certificate in Practice of Tertiary Teaching, as well as broader initiatives relating to curriculum redesign, constructive alignment of learning outcomes, and peer assisted teaching. The Grants and Awards Office has a successful record of assisting academics at the University of Newcastle in seeking recognition through pursuit of a variety of teaching awards – from local to national – as well as teaching development grants targeted at improving the scholarship of teaching and learning at the University and in the broader tertiary education community. Academic technologies The newly created Academic Technologies group includes three distinctive teams, reporting to the Deputy Director of Academic Technologies. eTeaching support This team provides comprehensive support for all academics engaging with any of the tools available in our Virtual Learning Environment that includes Blackboard as our primary Learning Management System which integrates Turnitin academic integrity software and will soon incorporate Collaborate as a synchronous online communication tool. This support takes the form of a “help desk” style telephone and email support system as well as both general and on-demand training workshops. Individual consultations to assist academic staff in their exploitation of the virtual learning tools to enhance student learning opportunities have become a large part of the services offered. Blended and Online Learning Design (BOLD) Team This team offers comprehensive support for faculties, schools, and academics who require assistance with the complex task of moving either course activities or entire courses into an online environment. Comprised of academics, instructional designers and multi-media experts, this team will take a project from conception and design to implementation, as well as training of the course coordinator to assure that students are offered the most flexible and engaging course materials possible in a pedagogically appropriate format. Teaching spaces support This team is responsible for the provision of the technologies used in the university’s physical learning environments. These activities include project planning, classroom system design, and user support services for classroom teaching activities relating to classroom projection equipment, computers, and lecture capture equipment. The team takes responsibility for retrofitting classrooms as required, and equipping newly-built teaching spaces with teaching technologies. Teaching spaces is also responsible for all video-conferencing facilities at the University and other mediasupport related services. Learning development The Learning Development team has 20 learning advisors who provide generic learning skills and academic strategies to both undergraduate and graduate students as well as targeted assistance to academics requiring additional learning support for students in identified courses. Specific areas of focus are English language and maths skills. This team is undertaking a number of projects that will offer more online support and diagnostic services for students and academic units. If you would like to know more about Centre for Teaching and Learning’s programs, contact email@example.com CAREER DEVELOPMENT PROSPECTUS 2013 | 7 PATHWAYS TO COLLEGIALITY Communities of practice To achieve our vision, collegiality and communities of practice are of great importance. Collegiality and communities of practice rely on an organisational and individual commitment to sharing and interacting within and across disciplines and work groups. Organisational Development, in partnership with the Centre for Teaching and Learning, Research Division, the Equity and Diversity Unit, and Health and Safety, creates opportunities to engage and develop a workforce that inspires and leads the way together regionally, nationally and internationally. Collegiality, communities of practice and the knowledge café Communities of practice are created by people passionate about what they do and how they do it. They are the people who strive to discover and share excellence. They break down silos and create new pathways towards achieving goals. They are the network that transforms passion into success. A sense of collegiality grows from sharing knowledge and the value of working together. At the University of Newcastle, communities of practice – whether academic or professional – are encouraged by the formation of a Knowledge Café. The Knowledge Café concept was developed by Organisational Development to create a learning community relating to an area of expertise or interest which could be shared and further developed. Beyond knowledge, they provide a space for the development of ideas, transferable skills, effective communication and a sense of shared direction. Contact www.newcastle. edu.au/unit/human-resourceservices/organisationaldevelopment/contacts.html to find out how you can develop a Knowledge Café in your area. Consultancy Organisational Development is committed to the continuous development and effectiveness of staff and associated contributors to the University of Newcastle community. Key to this growth is creating and supporting a first class, needsbased focus on knowledge and skills transfer, not just acquisition. Consultancy begins with a conversation. An experienced specialist from Organisational Development can work with you and your team using a range of analytical tools and techniques to ensure your needs are identified, and outcomes are met in a timely and cost effective way. Examples range from working to develop a mentoring scheme, team away days, career development paths, faculty based inductions and performance management solutions. Using a variety of technologies and delivery modes, solutions are created collaboratively, transparently and flexibly. Reviews are also conducted and feedback is provided to both client and service deliverer to ensure continuous improvement. Mentoring Mentoring can make a real and positive difference to an individual’s capacity to grow and develop in their career. The key to successful mentoring is for both parties to have a genuine and mutual interest in the mentoring relationship, which needs to be based on trust and open-mindedness. While the classical definition of a mentor is that of a wise guide, mentoring has evolved beyond this to become a model of human interaction to grow knowledge. The contemporary term ‘mentor’ formalises a commitment for growth and development in an individual or a team. The University of Newcastle supports mentoring relationships within faculties to guide staff in research and teaching, across faculties to develop staff perspectives and to support equity of employment and promotion within the University. Most importantly, mentoring is about reaching your potential and recognising the great diversity of skills and experiences that surround you at the University. Coaching A coach is someone who has a positive impact on you, with this extending you beyond your current conception of your own potential in a strong and affirming way. Coaching endeavours to unlock a person’s potential in order to maximise their performance. It is a predominately non-directive way of working with people to enable them to assess their capability and through that process to find ways to resolve issues, perform more effectively, and grow. Organisational Development is able to advise on a range of suitable coaches for: n executive level coaching staff who may be moving into management staff who wish to explore their options for change. n n As well as recommendations for external coaches, we have internal capability to provide coaching. Contact Organisational Development to find out more. http://www.newcastle.edu.au/ unit/human-resource-services/ organisational-development/ contacts.html CAREER DEVELOPMENT PROSPECTUS 2013 | 9 ORIENTATION UoN orientation Overview This orientation session introduces new and existing staff members to the University of Newcastle, our vision and strategic direction, our campuses, staff benefits, and other services that we offer. Staff are encouraged to attend within their first few weeks of commencing. Thereâ€™s also plenty of opportunities to ask questions. Program focus Overview of the University n n Duration One hour How to register/apply Register your attendance through HRonline Related programs n Getting Ready for Work Supporting your Work n Learning outcomes Participants will: n Receive a thorough and dynamic orientation to the University of Newcastle Have the opportunity to ask questions Develop an informal network with other staff members. Respectful Workplace Behaviour Performance Development Framework Orientation GIPA, Privacy and Complaints Information n n n n Suitable for All staff members When Twice weekly in Human Resource Services, The Chancellery, Callaghan n n Once per quarter in the Administration Building, Ourimbah Also able to teleconference for rural and remote groups when required n CAREER DEVELOPMENT PROSPECTUS 2013 | 11 ORIENTATION Welcome to Wollotuka Overview This session offers an introduction to The Wollotuka Institute. It provides an opportunity for new and existing staff to understand the Instituteâ€™s work, their achievements, and vision for the future. Program focus Overview of the Institute n n Tour of the Institute A delicious ‘bush tucker’ morning tea and time for questions and discussion. How to register/apply Register your attendance through HRonline Related programs UoN Orientation n n n Learning outcomes Participants will: n Respectful Workplace Behaviour Performance Development Framework Orientation GIPA, Privacy and Complaints Information Welcome to Wollotuka Aboriginal and Torres Strait Islander Cultural Competency n Understand the role and functions of the Wollotuka Institute Meet staff members associated with the Institute n n n n Suitable for All staff members When Monthly, throughout the year Duration 1.5 hours “ As an Academic staff member I found the most useful components were curricular orientation and content, history, design of Wollotuka Institute, number of Aboriginal and Torres Strait Islander Students. Really informative and made good contacts.” CAREER DEVELOPMENT PROSPECTUS 2013 | 13 ORIENTATION Meet Your Executive Team Overview New staff are welcomed to the University by our senior executive team. This program also provides an opportunity to meet and mingle over morning tea. Program focus A presentation is made by each executive member, with a focus on key achievements of their portfolios and own personal career journey. Learning outcomes Participants will: n When May and October Duration 2.5 hours How to register/apply Register your attendance through HRonline Related programs Respectful Workplace Behaviour n n Be familiar with the names, faces and background of each executive member Have an understanding of the functional relationships of Divisions and Faculties Understand how their role contributes to the strategic direction of the University. n Performance Development Framework Orientation GIPA, Privacy and Complaints Information Aboriginal and Torres Strait Islander Cultural Competency n n n Suitable for All staff are welcome to attend, however, this event is offered to all staff new to the University. GIPA, Privacy and Complaints Information Overview This session will provide information regarding legislation which may impact on your role at the University, namely Privacy legislation and the Government Information (Public Access) (GIPA) Act. Privacy legislation It may not always be immediately obvious how the Privacy Act impacts on your work, however the Privacy Act is likely to apply if you do any of the following: n Learning outcomes Participants will: n Explore the concept of privacy and the context for privacy legislation Increase your awareness of Privacy and GIPA legislative requirements Develop an understanding of how the University responds to GIPA applications and to complaints regarding a breach of privacy Identify and know where to source further information on Privacy and the GIPA Act Handle personal information regarding students or staff Develop policy that may impact on the handling of personal information Design forms for the collection of personal information n n n n Government Information (Public Access) (GIPA) Act On 1 July 2010, the Government Information (Public Access) (GIPA) Act came into effect, replacing the FOI Act. The GIPA Act is intended to help the public better understand what government agencies do and to increase accountability and public confidence in those agencies. The new Act seeks to open the publicâ€™s access to government information by providing the public with an enforceable right to information and a more simplified means of access. Program focus Understanding GIPA and Privacy legislations and how they may impact your role at the University n n n Suitable for All staff When Eight sessions throughout the year Duration 1.5 hours How to register/apply Register your attendance through HRonline Related programs Respectful Workplace Behaviour n n Performance Development Framework Orientation TRIM Records and Information Management n Practical examples and case studies will be used to assist learning n CAREER DEVELOPMENT PROSPECTUS 2013 | 15 ORIENTATION Performance Development Framework (PDF) orientation Overview This session provides an overview of the Performance Development Framework (PDF). It explains why and how to use it, and also provides information on the online record keeping tool. Program focus What is the PDF? n n Suitable for All staff When Callaghan campus one session each month n n Key Features of the PDF Why use the PDF? The Role of the PDF Supervisor The Role of the Staff Member Performance goal setting and development planning The Performance feedback and review discussion Using the Performance Diary Timing How does PDF Online work? n n n Ourimbah campus February, April, July, October n Duration 1.5 hours How to register/apply Register your attendance through HRonline Related programs Career Development Planning n n n n n n Learning outcomes Participants will: n Effective Interview Skills Respectful Workplace Behaviour Gain an overview of the PDF and how the PDF Online tool supports the conversations Learn how the PDF supports the achievement of the University’s strategic objectives Learn how the PDF facilitates individual staff development to maintain skills and enhance career development. n n n “ The session was well organised – a good mix of theory and practical methods” “ Great to see such an enthusiastic and engaged presenter” Respectful workplace behaviour Overview Presented by the Equity and Diversity Unit and Organisational Development, the workshop will provide an overview of how antidiscrimination law and University diversity policies, including the Code of Conduct, impact on your workplace on a daily basis, specifically in relation to harassment and bullying. Program focus The legal framework, your rights and responsibilities and realistic strategies for identifying and dealing with harassment and bullying n n Learning outcomes Participants will: n Have an understanding of policies relating to harassment and bullying, Have an understanding of the Code of Conduct Be aware of the responsibilities of being a University of Newcastle staff member Hints and tips on working with students from diverse backgrounds, in particular international students and students with a disability The Code of Conduct component will examine the University’s values and explore how we will incorporate these values and ‘live’ them through our role Includes real life examples and case studies n n n Suitable for All staff When Eight sessions throughout the year Duration 3 hours How to register/apply Register your attendance through HRonline Related programs Communications workshop n n “ Excellent presentation which was easily understood – very interesting and easy to stay focussed” CAREER DEVELOPMENT PROSPECTUS 2013 | 17 LEADERSHIP AND SUPERVISION Heads of School Leadership Program Overview Effective leadership is critical to achieving the University’s 2025 Vision and NeW Directions Strategic Plan. As the sector becomes more competitive, there is a greater need for Heads of School to exercise strategic leadership. Championed by Professor John Germov, Leader of UoN’s Future Workforce Strategy and Pro Vice-Chancellor Education and Arts, this program is a requirement for all new and existing Heads of School to further develop their leadership and management capabilities. Designed on the basis of stakeholder feedback, the program focuses on practical application of skills and shared experience to enable participants to succeed in their Head of School role. Program focus Program Welcome Session n n n Heads of School Leadership Retreat 360 degree survey tool (QLP) & tailored individual development 6 Hot Topic Lunchtime forums Executive Coaching Access to HOS mentoring (if required) Management Capability Development Workshops End of Year Review n n Strengthen skills in strategic thinking to produce systemic solutions and approaches to challenging situations Learn from other Head’s experience in planning, organising and prioritising Hear insights and personal experiences from peers and other guest speakers including their challenges and key lessons for success Be provided with an opportunity to identify common issues for the Head of School role and build strategic collaboration through a University-wide involvement with NeW Directions implementation groups n n n n n n n Learning outcomes Participants will: n Broaden their understanding of the University expectations of the Head of School role Build upon existing leadership and management capabilities for engaging, leading and developing others Build the capacity to drive and lead organisational change n Suitable for All new and existing Heads of School n CAREER DEVELOPMENT PROSPECTUS 2013 | 19 LEADERSHIP AND SUPERVISION Directors’ Leadership Program Overview Effective leadership is critical to achieving the University’s 2025 Vision and NeW Directions Strategic Plan. As the sector becomes more competitive, there is a greater need for Directors to exercise strategic leadership. Championed by the Chief Operating Officer, this program is a requirement for all Directors to further develop their leadership and management capabilities. Designed on the basis of stakeholder feedback, the program focuses on practical application of skills and shared experience to enable participants to succeed in their role. n Program focus Program Welcome Session Directors Leadership Retreat 360 degree survey tool (QLP) & tailored individual development 6 Hot Topic Lunchtime forums Executive Coaching Access to Mentoring Management Capability Development Workshops End of Year Review n n Strengthen skills in strategic thinking to produce systemic solutions and approaches to challenging situations; Learn from other Director’s experience in planning, organising and prioritising; Hear insights and personal experiences from peers and other guest speakers including their challenges and key lessons for success; Be provided with an opportunity to identify common issues for Director’s role and build strategic collaboration through a University-wide involvement with NeW Directions implementation groups. n n n n n n n n n Learning outcomes Participants will: n Broaden their understanding of the University expectations of the Director role; Build upon existing leadership and management capabilities for engaging, leading and developing others; Build the capacity to drive and lead organisational change; n Suitable for All new and existing directors n Leadership Impact, Management Essentials (LIME) A fresh approach to leadership Overview The Leadership Impact, Management Essentials (LIME) program is designed to develop staff who have multiple direct reports so they can develop beyond supervisors to be confident and engaging leaders. Program focus LIME aims to develop a targeted cohort so they can reach their leadership potential and help build the University of Newcastleâ€™s performance. Working in a world-class institution requires leaders who are self-aware, resilient, can act as effective change agents, and can skillfully conduct challenging conversations were necessary. Participants will enhance their understanding of the University by contributing to constructive change at a local level The program will be facilitated by experienced University staff and external expert facilitators to develop strong, confident and informed leaders. Learning outcomes: Participants will: n n improve ability to manage projects and resources advance their communication skills improve ability both to manage upwards as well as to lead and supervise others be more equipped to identify and solve problems using insight and creativity, and making decisions which best fit University strategic objectives n n n Suitable for This is a targeted program. Organisational Development will contact supervisors with the criteria early in the calendar year. How to register/apply Staff meeting criteria, with supervisor recommendation and commitment to release, will be invited to attend. Related programs Manager as Coach n n become more adept at managing changing environments, priorities, situations and demands have the opportunity to examine their management style and capability be exposed to a range of approaches to management develop understanding of where their current role fits in a broader career context Diploma of Management Advanced Diploma of Management n n n n CAREER DEVELOPMENT PROSPECTUS 2013 | 21 LEADERSHIP AND SUPERVISION Pathways to Performance Overview Performance through people contribution to the University’s objectives is one of the foundations for our success. We need our leaders to have the ability to conduct conversations that clearly define the requirements of roles, performance objectives and individual development actions. This program aims to align our performance with NeW Directions by equipping our leaders with the practical skills required to traverse the breadth of pathways to performance. Leaders will be provided with the opportunity to apply these skills throughout the workshop as well as a toolkit to support them back in the workplace. Program focus The University of Newcastle Pathways to Performance n n Learning outcomes Participants will: n Laying the Foundations The Performance Development Framework “Preparing and Conversing” Setting the Platform The Role of Feedback Fundamental Communication Skills The Performance Development Framework “Post Conversation Steps” The Legal Considerations in Managing Performance Concerns & Unsatisfactory Performance Managing Performance day-to-day “Enhancing the Workplace” Performance Concerns “Lifting Performance” Coaching as a Tool Managing Unsatisfactory Performance n Understand the requirements of Leaders in managing performance at UoN Gain an understanding of the pathways to performance available to leaders at UoN Develop practical skills and knowledge to build performance within their team Gain awareness of the legal considerations surrounding managing performance in the workplace Understand how to manage Performance concerns and Unsatisfactory performance in the University context Build confidence in raising issues with staff n n n n n n n n n n n n Suitable for All supervisors n n n n PDF supervisors (both Academic and Professional Staff) When Semester 1 and 2 Duration 2 consecutive days How to register/apply Register your attendance through HRonline Related programs Performance Development Framework Uni Orientation program (pre-requisite) n “ The training manual is a great resource for future reference” “ The role-playing was the most useful activity to my learning” “ I now feel more confident to face some of the current issues in my team” “ All managers and supervisors should attend as part of the induction process” “ Excellent course, thoroughly recommend” CAREER DEVELOPMENT PROSPECTUS 2013 | 23 LEADERSHIP AND SUPERVISION Walking the Leadership Line Overview Walking the Leadership Line provides an opportunity for managers and team leaders to learn how to have productive relationships with their staff by negotiating the line between being a friend and leader. Program focus What makes this workshop different to most other leadership training courses is that it emphasises the understanding and management of emotions. Learning outcomes Participants will: n Suitable for Professional and academic managers, supervisors and team leaders When Semester 2 Duration Full day How to register/apply Register your attendance through HRonline Related programs Leadership Impact, Management Essentials (LIME) n n Constructively analyse challenging leadership situations Will also develop an individually-tailored Personal and Professional Action Plan to help them continue to develop their abilities to deliver their role as a leader more effectively. n Manager as Coach Pathways to Performance n “ What was most useful was identifying and noticing how to change behaviour. Setting boundaries, facing emotion from staff. Self awareness, saying “no”, documenting emotions, actions and impacts.” Manager as Coach Overview Coaching is an important part of the modern Leaders toolkit based on the premise that if a person can discover solutions to their challenges, then they are more likely to exhibit great effort and commitment to the solutions. This course is designed to introduce Leaders to the concept of Coaching. Program focus Understanding the boundaries and limits to Coaching n n n Suitable for Professional staff managers, supervisors and team leaders Academic staff When and why would Coaching be used How to establish a Coaching Process with an staff member Practical experience in utilizing the Coaching Skills Webinars One-on-one sessions n n n To coach effectively you need a desire to want to engage people in a way that enables them to create their own solutions. When April â€“ October Duration All day workshops in conjunction with one-on-one sessions n n n Learning outcomes Participants will: n Develop confidence as a leader that they can develop the skills to coach Learn how to use coaching as part of their Leadership toolkit Make the distinction of why and how you can coach Greater self-awareness and of those you Lead n n How to register/apply This is a targeted program. Organisational Development will contact supervisors with the criteria early in the calendar year. Related programs Pathways to Performance n n n LIME CAREER DEVELOPMENT PROSPECTUS 2013 | 25 RESEARCH Early Career Academics Lunch Time Program Overview Collaborations start at home. Early career researcher training and development at the University of Newcastle aims to create a supportive environment that promotes the sharing of ideas and debate. Attendance gives an opportunity to meet fellow researchers and senior staff while contributing to a collaborative culture at the University of Newcastle. Program focus The program is an opportunity to meet established researchers, hear their advice and engage in discussion. The sessions are designed to be interactive. The program focuses on providing strong positive role models to developing researchers at the University of Newcastle. The program is responsive to requests from early career academics and senior researchers. Two sessions a year respond to hot topics requested by participants or recommended for inclusion by established senior researchers. Learning outcomes Participants will: n Suitable for University of Newcastle staff who have completed their PhD within the last 5 years. Part-time and casual staff meeting this requirement are welcome to participate. How to register/apply Register your attendance through HRonline When Eight sessions throughout the year Duration 1.5 hours Be provided with strong positive role models early in their careers. Have opportunities for the development of researcher support networks and potential collaborations. n CAREER DEVELOPMENT PROSPECTUS 2013 | 27 RESEARCH Industry Opportunities Overview Researcher involvement with industry can increase research funding, increase publications and most importantly contributes a service to the broader community. The University has a number of entities to facilitate and negotiate with industry to create positive outcomes. This session is to inform researchers of the possibilities of engaging with industry. Alongside development managers and legal experts, a panel of researchers engaging with industry will be available to share their experiences. Program focus The journey from idea to product can be a difficult one. This session will introduce the idea of commercialisation and negotiated relationships with intellectual property to enable publication, funding and constructive industry collaboration for service to the community. n n Learning outcomes Participants will: n Understand the benefits of commercialisation for researchers Develop a functional understanding of industry consultation as it applies to individual researchers. Understand the need for expert negotiators within the commercialisation process. Create networks for potential engagement with industry n n Case studies will be discussed to demonstrate key principles of preserving intellectual property for journal publication, exploring funding from industry to fund research and low level engagement with industry to gain in kind support such as access to data, technology and individuals. This session will also display the value of using the Universityâ€™s interfaces to negotiate commercialisation of research. Intellectual property will be examined and legally defined with examples given. The session will discuss strategies for the protection of novel technologies and researcher consultancy engagement with industry. n n Suitable for These sessions are particularly suited for researchers developing training, research models, products or substances that may have commercial potential. All research staff wishing to engage in external consultancies to increase research expertise, funding or access to resources should attend. When Semester 1 and Semester 2 Duration Half day How to register/apply Register your attendance through HRonline Mentor@UoN Overview Mentor@UoN was established as a grass roots initiative to cultivate a collegial mentoring culture across the University. This program is championed each year by a senior staff member with a strong research presence. Within the bustle of the digital age, Mentoring@UoN focuses on building real relationships with real people to meet individual needs. Program focus Mentor@UoN is a University wide program that supports mentoring across faculties for all academic levels. The compulsory training manages the expectations of participants as they engage with crossfaculty and cross discipline mentoring relationships. The training promotes dialogue based processes to challenge assumptions and develop new perceptions. Mentor matching takes place in April and will be led by the Mentor@UoN champion. Matchings may be reviewed by members of Faculty Executive and relevant members of the Faculty Executive discipline research leaders. Learning outcomes Participants will n Suitable for Academic and professional staff with PhDs or staff working in research intensive environments are welcome. When Mentee and Mentor matching: April Mid-program review: September Program wrap-up: November Duration Mentee and Mentor initial training manages expectations of the mentoring experience and is compulsory for all new applicants. The training is a half-day session as is the mid review. The program wrap up is a 2 hour session. A 2 hour refresher course is available for staff who have mentored with this program previously. How to register/apply Register your attendance through HRonline Increase awareness of new career and research possibilities Identify and articulate career goals Develop new possibilities through self-awareness Increase communication skills n n n CAREER DEVELOPMENT PROSPECTUS 2013 | 29 RESEARCH Return to Research Overview This intensive program is to re-engage researchers returning to work after a period away from academia. Re-identifying as a research academic can be challenging after a period of absence. Program focus This program will address real time strategies to re-engage with your field of research, develop networks and most importantly manage your time and your health. This program will be hosted by established researchers and draw upon research and working strategies currently used by successful researchers. Learning outcomes Participants will: n Suitable for Staff returning to research after a period of time away or dis-engagement from their research area for example industry involvement or parental responsibilities. This includes new and existing staff working full time, part-time or casually. Conjoints are also welcome to apply. When March and August Duration Half day How to register/apply Register your attendance through HRonline Develop strategies to re-engage with the academic research environment Increase confidence in engaging with the academic environment Increased awareness of new career and research possibilities n n Researcher Animal Training Scheme (RATS) Overview This program aims to provide researchers using animals with the knowledge and practical skills to ensure compliance with relevant legislation, humane and ethical animal use, and minimisation of risks associated with the use of animals. This training is presented by the Animal Welfare and Training Unit of Research Services. Program focus The program consists of on-line learning, tutorials, seminars and practical sessions. Participants may enrol in all of the modules or only those relevant to their research, however some modules are prerequisites for other modules. Module 1 must be completed before participation in any other module. Module 1: Introduction to the use of animals in research – online module Module 2: Monitoring, pain management and anaesthesia – online module Module 3: Developing and using an monitoring checklist – seminar Module 4: Animal care, monitoring, handling, and basic research procedures – practical Module 5: Principles of anaesthesia in rodents – practical Module 6: Surgery and aseptic surgical techniques – practical Module 7: Applications to an Animal Ethics Committee – tutorial Suitable for Persons who are/will be working or studying in areas in which animals are used for research or teaching purposes For example: under-graduate students, honors students, post-graduate students, and experienced researchers who wish to update their knowledge. When Modules 1 and 2 delivered online from February to November each year. Modules 3-7 are delivered in March – April each year and then as required. A wait list applies for these modules. Modules 3-7 have an online component as well at the main practical/ seminar/tutorial. How to register/apply Details on how to register are available from the Animal Welfare and Training Unit website: http://www.newcastle.edu.au/ research/research-services/ animal-welfare-training/training. html CAREER DEVELOPMENT PROSPECTUS 2013 | 31 RESEARCH Research Assistantsâ€™ Development Day Overview In todayâ€™s world of translational research, managing multiple projects and globalisation, good research requires good support. This development day is a unique opportunity for both lab and office based research support staff to come to come together to discuss common issues and develop their skills and their careers. Program focus The current national research landscape and the critical place of the research assistant will be discussed. An orientation of current research systems and reporting focus will be discussed jointly, followed by specialised content to engage in future skills development and career planning. Learning outcomes Participants will: n Suitable for All staff directly supporting current Research projects including full-time, part-time and casual staff. When May Duration Full day How to register/apply Register your attendance through HRonline Develop an awareness of the current challenges facing research Develop an understanding of information systems supporting research activities Develop a general understanding of legislative and policy relating to research activities Map a career development plan n n n Effective Financial Management of Research Funds Overview This workshop is jointly facilitated by Research Services and Risk and Assurance and covers the responsibilities when approving/ processing expenditure against research grants. Program focus Responsibilities when approving transactions against research grants n n Decision making when approving transactions Purchasing Policy implications Consequences of inappropriate expenditure n Suitable for Research grant holders and Heads of School who approve financial transactions and their administrative support staff who process the financial transactions and/or provide advice to researchers on expenditure. When Semester 1 and 2 Duration Half-day workshop How to register/apply Register your attendance through HRonline. n Case studies Learning outcomes Participants will: n Learn how to identify potentially inappropriate spending and how to act on this Understand the consequences of approving/ processing inappropriate expenditure for the Individual, the Head of School, and the University as a whole n CAREER DEVELOPMENT PROSPECTUS 2013 | 33 RESEARCH Orientation to Supervision of RHD Students Overview This workshop aims to ensure that supervisors of RHD candidates approach their duties fully informed of services available to support them and their students, relevant policies, procedures and codes of conduct. It also includes information on the Research Higher Degree landscape at the University of Newcastle, the Federal Government agenda, RHD statistics and recruitment activities. Program focus The workshop will cover: n Developing students through good supervision Understanding resources available to RHD supervisors The importance of the student experience Key government initiatives and the impact on academics promoting academic staff excellence n Suitable for All new RHD supervisors and RHD supervisors new to the University. Part time and casual staff and conjoint staff are welcome to participate. When Semester 2 Duration Half day How to register/apply Register your attendance through HRonline n n Learning outcomes Participants will: n Develop knowledge of RHD supervision Maintain currency regarding national focus Acquire knowledge of UoN RHD policies and resources Engage students in the University’s research culture. n n n “ The course was well suited to commencing supervisors” Rethinking Supervision of RHD Students Overview Rethinking Supervision is a workshop that uses case studies to highlight key aspects of RHD student supervision and allows for group discussion on the solutions to problems that occur throughout a student’s candidature which may prevent timely completion. Topics include admission, the confirmation process and progress reports. Staff from Counselling will lead a discussion on how to have those ‘difficult conversations’ with students. It also includes information on the Research Higher Degree landscape at the University of Newcastle, the Federal Government agenda, RHD statistics and recruitment activities. Program focus The workshop will cover: n Developing students through good supervision The future academic in tertiary eduction Problem solving on barriers to completion Promoting academic staff excellence Promoting academic staff excellence n Suitable for All current RHD supervisors or those looking to re-engage. Part time and casual staff and conjoint staff are welcome to participate. When Semester 2 Duration Half day How to register/apply Register your attendance through HRonline n n n Learning outcomes Participants will: n Develop deeper knowledge on RHD supervision Share experiences of different approaches to supervision across disciplines Develop strong, proactive approaches to resolve completion issues Gain Knowledge of ways to engage students in the University’s research culture Gain knowledge of strategies to manage the student/ supervisor relationship n n n n “ All parts were valuable – case studies and discussion were of particular value” CAREER DEVELOPMENT PROSPECTUS 2013 | 35 ACCREDITED PROGRAMS Certificate IV in Frontline Management (BSB40807) Overview The Frontline Management initiative was developed to help Australian organisations to improve productivity and management performance in the frontline from team leaders through to line managers with responsibility for the strategic direction of the business. The Certificate IV qualification reflects the role of individuals who take the first line of management in a wide range of organisational contexts. They may have existing qualifications and technical skills in any given vocation or profession, yet require skills or recognition in supervisory functions. The qualification is applicable to anyone with management responsibility or aspiring to become a manager or team leader. Program focus The Certificate IV qualification comprises 10 units of competency. n BSBWOR404B: Develop Work Priorities BSBWOR401A: Establish Effective Workplace Relationships BSBOHS407A: Monitor a safe workplace BSBMGT401A: Show Leadership in the workplace BSBWOR402A: Promote Team Effectiveness BSBCUS403B: Implement Customer Service Standards BSBMGT402A: Implement Operational Plan BSBMGT403A: Implement Continuous Improvement BSBRSK401A: Identify risk & apply risk management processes BSBITU304A: Produce spreadsheets or BSBITU303A: Design and produce text documents n n Suitable for The Certificate IV is designed for workers in team leader, supervisory, front desk or line management positions. At this level frontline managers provide leadership, and guidance to others, and take responsibility for the effective functioning and performance of the team and its work outcomes. Staff aspiring to work in a team leader role may also participate. When The course will be delivered face-to-face over a 10 month period. Each unit of competency will be assessed through a task related to the unit and its application in your workplace. Duration Whole day How to register/apply You may express your interest in participating in a program by emailing michelle.campbell@ newcastle.edu.au An information session will be held with all interested participants in early. Permission to participate in this program must be obtained from your supervisor. This activity should form part of your Performance Development Plan. Related programs Diploma of Management Pathways to Performance n n n n n n n n Learning outcomes Participants will: n Develop leadership competence which will allow for enhanced management skills Develop an understanding of their impact on the team and others and how this can lead to greater team effectiveness and service deliver and continuous improvement Develop abilities to manage self and build effective relationships with others n n n n CAREER DEVELOPMENT PROSPECTUS 2013 | 37 ACCREDITED PROGRAMS Diploma of Management (BSB51107) Overview A practical and relevant qualification that is of particular value to managers with staff and/or operational responsibilities. The Diploma qualification reflects the role of individuals who are engaged to manage the work of others or to add value to or review management practices. Their role may be in any organisational setting. Typically people in these roles will have experience in their respective area, and an informed perspective of the specific work requirements. The Diploma of Management requires a sound theoretical knowledge base and managerial capability to plan, carry out and evaluate own work and/or the work of a team, although this does not mean that you will necessarily have responsibility for managing staff. Program focus The Diploma of Management comprises eight units of competency: n than implementation under the guidance of another supervisor. When There are two options for course completion: (i) The course will be delivered face-to-face over an 8 month period. Each unit of competency will be assessed through a task related to the unit and its application in your workplace. (ii) Should you have come to your role with the required skills, knowledge and experience and can readily demonstrate this, you may complete this qualification via a group recognition process. This means that you would attend an initial information session to assess your suitability and then attend a one day forum to participate in the recognition process. Duration Eight whole day sessions How to register/apply You may express your interest in participating in a program by emailing michelle.campbell@ newcastle.edu.au An information session to assess your suitability will be held with all interested participants in early. Permission to participate in this program must be obtained from your supervisor. This activity should form part of your Performance Development Plan. Related programs Advanced Diploma of Management n n BSBCUS501A: Manage quality customer service BSBLED501A: Develop a workplace learning environment BSBMGT502B: Manage people performance BSBMGT515A: Manage operational plan BSBMGT516A: Facilitate continuous improvement BSBWOR501A: Manage personal work priorities and professional development BSBPMG510A: Manage projectsBSBWOR502A: Ensure team effectiveness n n n n n n Learning outcomes Participants will: • Effectively manage the work, development and performance of self and others • Consider how they contribute to and ensure team effectiveness • Deliver work that is aligned to an operational plan and that complies with the organisation’s policies, procedures and legislative frameworks Suitable for The Diploma is designed for workers in management or supervisory positions. They provide leadership and guidance to others and take responsibility for the effective functioning and performance of the team and its work outcomes. The Diploma has greater focus on managing and developing a range of functions and people rather Pathways to Performance Certificate IV in Frontline Management n Advanced Diploma of Management (BSB51107) Overview This qualification reflects the role of individuals who have senior or managerial responsibilities. They may oversee the work of others or have specialised roles where they do not supervise others but provide strategic leadership. The Diploma qualification reflects the role of individuals who are engaged to manage the work of others or to add value to or review management practices. Their role may be in any organisational setting. Typically people in these roles will have experience in their respective area, and an informed perspective of the specific work requirements. The Diploma of Management requires a sound theoretical knowledge base and managerial capability to plan, carry out and evaluate own work and/or the work of a team, although this does not mean that you will necessarily have responsibility for managing staff. Program focus The Advanced Diploma of Management comprises eight units of competency: n BSBINM601A: Manage Knowledge and Information BSBINN601A: Manage Organisational Change BSBMGT608B: Manage Innovation and Continuous Improvement BSBMGT605B: Provide Leadership across the Organisation BSBMGT616A: Develop and Implement Strategic Plans BSBPMG510A: Manage projects PSPGOV6012B: Establish and Maintain Strategic Networks BSBRSK501A: Manage Risk n n Suitable for The Advanced Diploma is designed for staff in management positions or specialist roles. The qualification places emphasis on managing strategically as opposed to operational or day to day management of teams and people. When Semesters 1 and 2 Duration One day How to register/apply Should you have come to your role with the required skills, knowledge and experience and can readily demonstrate this, you may complete this qualification via a group recognition process. This means that you would attend an initial information session to assess your suitability and then attend a one day forum to participate in the recognition process. How to register/apply You may express your interest in participating in a program by emailing michelle.campbell@ newcastle.edu.au An information session to assess your suitability will be held with all interested participants in early. Permission to participate in this program must be obtained from your supervisor. This activity should form part of your Performance Development Plan. Related programs Diploma of Management n n n n n n n Learning outcomes Participants will: n Demonstrate understanding of specialised knowledge with depth in some areas Analyse, diagnose, design and execute judgements across a broad range of technical or management functions Generate ideas through the analysis of information and concepts at an abstract level Demonstrate a command of wide-ranging, highly specialised technical, creative or conceptual skills Demonstrate accountability for personal outputs within broad parameters Demonstrate accountability for personal and group outcomes within broad parameters n n n n n Pathways to Performance Certificate IV in Frontline Management n CAREER DEVELOPMENT PROSPECTUS 2013 | 39 CAREER DEVELOPMENT AND WORKPLACE SKILLS Career Development Planning Overview Drawing upon current career development planning research, this full day workshop aims to assist participants assess and identify their individual strengths, interests, and skills. A large part of this workshop will be on self assessment and participants will be asked to consider how their values and personal needs have impacted on their career path to help to determine future career goals. Program focus This workshop includes: n n Self assessment Opportunity awareness Decision making Implementation Identify and access information on relevant opportunities Make career-related decisions Assess and qualify employment related skills to increase competitiveness for courses and jobs n n n n n Following the workshop, there will be the opportunity for participants to book a consultation to discuss individual career aspirations. Participants will be invited, at the workshop, to book a time for an individual careers consultation. Attendance of the Career Development Planning workshop is mandatory for preparation for the individual consultation. Learning outcomes Participants will: n Suitable for Professional staff and early career academics When Semesters 1 and 2 Duration Workshop – 6 hours n n Individual consultation – 40 minutes How to register/apply Register your attendance through HRonline Individual consultation times will be arranged at the workshop for the following week. Related programs Effective Job Applications n n Understand their strengths, interests, values, skills, needs and aspirations in relation to their current role and their future career goals Assess how their current and previous roles can assist to make a career shift n Effective Interview Skills Performance Development Framework n “ This was an excellent course... assessing what matters to me and how this applies to my planning” CAREER DEVELOPMENT PROSPECTUS 2013 | 41 CAREER DEVELOPMENT AND WORKPLACE SKILLS Effective Job Applications Overview Creating effective job applications involves focus, preparation and time. This workshop will assist participants with skills to critically analyse their own job applications. The workshop will outline the elements of an effective cover letter and résumé and provide guidance for successfully addressing selection criteria. Program focus Developing powerful stories to demonstrate the added-value that you bring to your work and to your employer. Convincing yourself is the first step n n n Create a competitive job application which is targeted to a particular role and employer Practical aspects such as resume formats, layouts, fonts and language. Suitable for Professional staff and early career academics When Semesters 1 and 2 Duration 5.5 hours n n There will be the opportunity, following the workshop, for participants to book a consultation to discuss individual career aspirations. You can bring the latest version of your résumé for discussion. Attendance at the Developing Effective Job Applications workshop is mandatory as preparation for the individual consultation. Learning outcomes Participants will: n At the workshop, participants will be invited to book a time for an individual job application/ resume review How to register/apply Register your attendance through HRonline Individual consultation times will be arranged at the workshop for the following week. Related programs Career Development Planning n n Reflect upon current and previous experiences to understand the value of individual skills and strengths Understand the need to be able to tell stories using the STAR system Analyse a job advertisement and research an employer to gain a clearer understanding of the employer’s needs n Effective Interview Skills Performance Development Framework n n “ Times have changed since I last wrote a resume and I found the topics covered very useful” Effective Interview Skills Overview Using a narrative model, this workshops aims to assist participants with identification of their strengths, interests, values and skills in relation to the position for which they will be interviewed. The key to performing well at interview is preparation, preparation, preparation. Program focus This workshop includes: n The purpose of the interview How to prepare Personal presentation Greetings Body language Voice Listening Questions – theirs and yours Suitable for Professional staff and early career academics When Semesters 1 and 2 Time 5 hours How to register/apply Register your attendance through HRonline Individual consultation times will be arranged at the workshop for the following week. n n n n n n n n The workshop will have a presentation component, with the additional opportunity for a number of people to participate in a mock interview. The mock interview method provides valuable insights and is a quick way to really understand the need to prepare for interviews. Learning outcomes Participants will: n n Related programs Career Development Planning n n Effective Interview Skills Performance Development Framework n Reflect upon current and previous experiences to understand the value of individual skills and strengths Manage interview nerves Structure responses Understand the need to be able to tell stories using the STAR system n n n “ The techniques were useful to make interviewing less stressful” CAREER DEVELOPMENT PROSPECTUS 2013 | 43 CAREER DEVELOPMENT AND WORKPLACE SKILLS One-on-One Careers Sessions Overview These Careers Sessions provide participants with an opportunity to have a confidential discussion about their career. Program focus Talking about your circumstances n n Suitable for Professional staff and early career academics When Semesters 1 and 2 Duration 30 minutes How to register/apply Contact Organisational Development Related programs Career Development Planning Effective Interview Skills Performance Development Framework Reflecting on your background Helping you identify your skills, strengths and interests Helping you focus on what’s important to you Identifying your options Suggesting ways of tackling obstacles Discussing job hunting strategies Helping you work out your next steps – action planning n n n n n n n n n Learning outcomes: Participants will: n Identify and consider career options Develop a targeted action plan n “ The one on one session was very helpful – it enabled me to narrow my focus and work out the direction I should head in, as well as the steps I need to take” Program focus Who is our customer? n n Suitable for All staff When Workshops will be run in semester 1 and semester 2 Duration One day How to register/apply Register your attendance through HRonline Related programs Communications workshops Dealing with Difficult Situations The impact of poor customer service Valuing customers – why should we? Defining service excellence and a positive student experience Roadblocks to service excellence A Model for Service Excellence Relationship management Defusing difficult situations n n n n n n n n Learning outcomes Participants will: Service Excellence: a positive student experience Overview This one day program aims to provide participants with the skills and knowledge to ensure the University’s products and services are delivered and maintained to consistently meet customer needs and ensure a positive student experience. n Identify their customers Define the measures of a positive student experience Discuss the relevance of valuing the customer Assess customer needs and preferences Define the features of service excellence and the skills and attitudes required to provide service excellence and a positive student experience Plan to meet internal and external customer requirements n n n n n “ The defusing techniques and how to deal with difficult situations – useful reference on steps to take” CAREER DEVELOPMENT PROSPECTUS 2013 | 45 CAREER DEVELOPMENT AND WORKPLACE SKILLS Aboriginal and Torres Strait Islander Cultural Competency Overview This program reflects the University of Newcastle’s ongoing strategic commitment to Aboriginal & Torres Strait Islander Collaboration through NeW Directions and The Reconciliation Action Plan (RAP) 2011 – 2015. The Wollotuka Institute is offering Aboriginal & Torres Strait Islander Cultural Competency Workshops to meet our goals of n equality and respect in education, research, employment, cultural inclusion and celebrating diverse cultures and success enhance education and research achievements to ensure outcomes that benefit our Indigenous communities acknowledge the important role that strong Indigenous community participation plays in setting directions and priorities extend our understanding of Indigenous collaboration and culture to encourage the development of cultural competency and collaborative partnerships across the University n 2. Workshop – This will be a face-to-face session that will expose participants to ways of applying cultural competence in their professional practice encompassing inclusivity within their workplace. Participants will be given the opportunity and scope to develop their own Aboriginal & Torres Strait Islander Collaborative Action Plans 3. Post-Workshop – Participants will need to go online to submit and evaluate their Aboriginal & Torres Strait Islander Collaborative Action Plans, share their successes and engage in further critical reflection The Workshops will focus on content such as: n Learning outcomes This program aims to expand knowledge and understanding about Aboriginal and Torres Strait Islander peoples and cultures to develop skills, values and critical reflection that enables positive changes in professional practice and capacity building, for staff and students, in working effectively within inter-cultural contexts Suitable for All staff When Regular workshops How to register/apply Register your attendance through HR Online To organise for workshops for staff from same areas/schools by contacting Estelle Johnstone on 4921 7819 or AboriginalTorresStraitIslander-workshop@ newcastle.edu.au The program will be evaluated though a manual survey which is to be completed at the end of the workshop. Duration 5.5. hours with up to 3 hours online pre-work prior to the workshop Cost Nil n n Program focus The Aboriginal & Torres Strait Islander Cultural Competency Workshop comprises three stages: 1. Pre-Workshop – An online interactive multi-media resource that provides scenario-based examples with both broad and localised material aimed towards grounding in Aboriginal & Torres Strait Islander cultural awareness and sensitivity Communication, Cultural perspectives, Supporting Aboriginal and Torres Strait Islander peoples, students and working with Aboriginal and Torres Strait Islander peoples Teaching and Learning, Teaching and Supporting Aboriginal & Torres Strait Islander students, Teaching Aboriginal & Torres Strait Islander content to non-Aboriginal students, Communication & Community Engagement n Participants will have the opportunity to identify strategies and actions to contribute to the University’s priority of Aboriginal & Torres Strait Islander Collaboration CAREER DEVELOPMENT PROSPECTUS 2013 | 47 CAREER DEVELOPMENT AND WORKPLACE SKILLS Using Time Effectively Overview This program aims to provide participants with practical strategies and skills to use time more effectively. This will be achieved through completing a brief pre-course activity which will be used as the basis for activities during the program; assessing the use of your time in a work setting, planning and prioritising the effective use of time, and the use of specific time management tools. COMING SOON! Using Time Effectively will be piloted as a Hybrid Learning program â€“ powered by more than one source of learning! The pilot program will include a range of topics and learning bites that you can work on in your own time. You will achieve the same learning outcomes, but will be able to complete the training through a variety of mediums, at your own pace. Program focus Live and recorded online learning webinars n n Learning Outcomes Participants will: n Identify the effects of poor time management Identify personal time management strengths and weaknesses Plan for and prioritise principle work activities Develop personal strategies for managing time more effectively Select from a range of time management tools and apply those which are appropriate to your circumstances. n n n n F2f learning Discussion forums Self-guided learning Cooperative learning On-line learning materials and resources Self-assessment and selfreflection tools One-to-one coaching sessions Workspace Zen Desk Audits Email support, tips and newsletters How do you spend your time? Time wasters Purpose, planning and priorities Meeting deadlines Controlling distractions Delegation Time Tips â€“ Bonus Section! n Suitable for All staff When Semesters 1 and 2 Duration One day How to register/apply Register your attendance through HRonline Related programs Effective Delegation n n n n n n n n n n n Dealing with difficult conversations n n n n n Effective Delegation Overview This one day program is ideal for those who want to improve their delegation skills and techniques. Effective delegation is one of the most challenging aspects of leadership, but it is also one of the most powerful tools for managing time and developing others. Delegation makes a significant difference to the motivation of the individual and productivity of the team. Good delegation also frees management time and allows for the pursuit of higher priority goals. Program focus Identifying delegation benefits and pitfalls n n Matching the delegated task to the right person Defining and clarifying expectations and responsibilities Ensuring willingness, motivation and commitment to the task 8 step process for delegating effectively to others Delegation planning, skills practice and action planning Suitable for Team leaders, supervisors and managers or others who are responsible for delegation consistency. When Semesters 1 and 2 Duration Half day How to register/apply Register your attendance through HRonline Related programs Using Time Effectively n n n n n Learning Outcomes Participants will: n Identify the role, value and meaning of effective delegation Identify opportunities for delegating to others Define the criteria for: – choosing tasks and activities suitable for delegation – selecting the appropriate person or team – matching people’s capabilities to the delegation tasks – communicating clear expectations n n n Develop a plan for the preparation, implementation, monitoring and review of a delegated task or activity CAREER DEVELOPMENT PROSPECTUS 2013 | 49 CAREER DEVELOPMENT AND WORKPLACE SKILLS Dealing with Difficult Situations Overview This one day program is designed to enhance skills and communication during difficult situations. It focuses on self-awareness, understanding of behaviour and its impact (our own and others), developing skills for communicating in difficult situations, and dealing with manipulative behaviours. The program is highly interactive and makes use of discussion, self-assessment, small group activities and the practical application of skills and techniques. Program focus What is conflict? n n Suitable for All staff When Semesters 1 and 2 Duration One day How to register/apply Register your attendance through HRonline Related programs Service Excellence Communications workshops Positive and negative conflict Behavioural habits and styles Understanding and valuing difference Dealing with our own and otherâ€™s emotions Strategies for dealing with difficult behaviours n n n n Learning Outcomes Participants will: n n Describe the features of each level of conflict experienced in difficult situations Analyse the impacts of conflict Identify and describe a variety of behaviour habits and styles used in conflict Identify our own behavioural approaches in difficult situations Analyse a range of approaches for dealing with difficult situations Identify strategies for communicating effectively to defuse difficult situations Describe specific strategies for dealing with difficult behaviours n n n n n n n Effective Presentation Skills Overview This two day program aims to develop skills in preparing, delivering and reviewing highly successful presentations that are targeted to a specific audience – using clear communication and adding impact to presentations through the use of effective aids and materials. Learning will be achieved through active participation in a variety of individual and group activities, discussion and opportunities for practicing the knowledge and skills learned. On Day Two of the program you will be required to deliver a 20 minute presentation to the group, after which you will be given written feedback from other participants and the facilitator. Program focus The program content covers the nine steps to successful presentations: n • Prepare a presentation outline and other written material to support the delivery • Select creative and innovative presentation aids and materials to enhance your presentation • Identify effective communication and delivery skills that will maintain audience interest and engagement • Develop an evaluation strategy to determine the effectiveness of the presentation Suitable for All staff When Semesters 1 and 2 Duration Two days scheduled one week apart How to register/apply Register your attendance through HRonline Related programs • Effective Interview Skills • Communications Workshops Audience analysis Venue reconnaissance Outlining the structure of the presentation Research and preparation Writing the presentation plan and notes Materials and aids Practice and rehearsal Delivery Evaluation n n n n n n n n Learning Outcomes Participants will: • Determine the outcomes of the presentation to provide focus • Apply the key steps to preparing and delivering effective presentations • Choose presentation methods to suit the audience, the location and available resources CAREER DEVELOPMENT PROSPECTUS 2013 | 51 CAREER DEVELOPMENT AND WORKPLACE SKILLS Communications Workshops Overview There are three levels of the Communications workshops Level 1: Foundational Workplace Communication Skills Level 2: Influencing, Networking and Collaboration Skills Level 3: Communication Excellence â€“ Advanced Interpersonal Skills Each level is designed to provide practical, easy to apply methods, tips and techniques to help professional staff be more effective in their roles. Participants aspiring to complete Level 2 and Level 3 program must first complete the Level 1 program. Level 1: Foundational Workplace Communication Skills Workshop components n Level 2: Influencing, Networking and Collaboration Skills Workshop components n Frameworks for use in meetings, one on one conversations and other environments, to help ensure that communication is clear, concise and relevant Identifying and adapting to different communication styles Using email effectively. What is influencing, networking and collaboration Understanding the benefits and barriers to these workplace skills Callidus Influence Planning Sheet Applying scenarios to the Influence Planning Sheet Skills and strategies for networking and collaboration with internal and external audiences Setting targets for post program reinforcement n n n n n n Learning outcomes Participants will: n Increase knowledge and understanding of what contributes to effective workplace communication Have awareness of different communication style and how to adjust your style in order to engage others with different styles Learn new practices to improve efficiency and effectiveness of email. n n Learning outcomes Participants will: n Have increased awareness of what success influencing, networking and collaboration looks like Learn skills and strategies to influence others without authority Learn skills and strategies to network and collaboration with different groups in order to achieve personal, team and organisational goals. n n n Level 3: Communication Excellence – Advanced Interpersonal Skills Workshop components n Suitable for Professional staff, early career academics, current and emerging leaders, both professional and academic When Semesters 1 and 2 Duration Level 1: Online Level 2: 4 hours Level 3: 4 hours How to register/apply Register your attendance through HRonline Related programs Effective Job Interviews Presentation Skills Business Writing Understanding what it means to be a powerful communicator Using different communication strategies, depending upon the other person’s view of the world Creating the right impression from the outset Keeping control during challenging situations Identifying key personal strengths and setting targets for personal development. “ Every section was beneficial especially the sharing of experiences and approaches” n n n n n Learning outcomes Participants will: n n n Increase awareness of what it means to be a powerful communicator Learn skills and strategies to deliver messages and engage audiences with impact Receive feedback on existing communication style and approach and recommendations for taking your skill set further. n n CAREER DEVELOPMENT PROSPECTUS 2013 | 53 CAREER DEVELOPMENT AND WORKPLACE SKILLS Minute Taking Overview This workshop will teach participants how to take effective minutes so meeting outcomes are maximized. No matter who you are or what you do, whether at work or in the community, you are involved in meetings. To ensure meetings are productive and worth the expense involved, three ingredients are necessary: 1. An assurance of closure 2. A strong chair or leader, and 3. Accurate minute taking. n Workshop components Taking and Writing Minutes – The purpose of your meeting and your minutes – How much detail is really needed in your minutes? Taking Minutes – The Agenda – The purpose, content and structure of the meeting’s agenda. What the items mean – Writing the agenda as a control tool for the Chair – Adequate and inadequate agendas Taking Minutes – Format of Minutes – What goes where? – Making the minutes useful but easy to read – Minute Terminology Taking Minutes – Responsibilities and Preparation – You and the Chair – Who does what? – Before, during and after the meeting – Good preparation – Building a working partnership Taking Minutes – Listening and Note Taking – Barriers to good listening. What gets in the way? Overcoming the barriers – Tips for improving your listening when taking minutes – Keeping up. What to do when you get lost Taking Minutes – From Notes to Minutes – Writing and editing the draft minutes into the final version – Checking accuracy of minutes prior to circulation – Obtaining sign-off Learning outcomes Participants will: n n Develop the confidence and skills to take accurate and concise minutes Understand best practice theories to prepare for meetings and write effective minutes Clearly identify your role before, during and after the meeting Identify positive strategies for listening and summarising Deal with jargon and technical language professionally Identify different methods of Minute Taking and organising your material Learn techniques to identify and highlight important points. n n n n n n n n Suitable for All staff When Semesters 1 and 2 Duration 4 hours How to register/apply Register your attendance through HRonline Related programs Business Writing Report Writing n n n n Report Writing Overview This skills-based workshop will focus on the preparation of concise, readable and well written reports. The workshop will commence with attention to grammar, spelling and punctuation, and will progress to demonstrate how to synthesise information and points of view throughout a report. The perspective of the intended readers of the report will be considered together with how to write a relevant conclusion and strong recommendations. Appropriate headings, style, layout and consistency in approach will also be covered. Program focus Scope of Report and Getting Started n n Learning outcomes Participants will: n Types of business research Steps to report writing Appropriate tone and language Efficiency and equity Sentence comprehension Reported speech and active and passive voice Plain english pointers Syntax, spelling, grammar and punctuation Paragraph structure Summarising and synthesising an argument Referencing techniques Layout Use of templates Proofreading, editing and visual presentation n State the steps involved in preparing a professional and well-written report Identify the importance of preparing clear, concise and sufficiently detailed reports State what should be included in a report Identify the components of a well-written report Recognise the value of spending time to prepare reports of a high standard and the importance of proofreading State the Universityâ€™s preferred protocol when preparing reports Contribute to the preparation of template documents where appropriate n n n n n n n n n n n n n n n n n n Suitable for All staff. When Semesters 1 and 2 Duration One day How to register/apply Register your attendance through HRonline Related programs Business Writing n n Minute Taking CAREER DEVELOPMENT PROSPECTUS 2013 | 55 CAREER DEVELOPMENT AND WORKPLACE SKILLS Business Writing Overview This workshop will assist leaners to develop their writing skills specifically in relation to file notes, emails, memos, letters and records of meetings. Focus will be on capturing factual and cogent points during a discussion and ensuring that all relevant information is included. The importance of ‘attribution’ will also be considered and when to include direct quotations. The importance of removing ambiguity and ensuring a clear message is sent to potential readers will be reinforced as will the need to identify ‘confidential’ and ‘draft’ documentation in accordance with University protocol. There will be some time spent on grammar, spelling and punctuation as well as consistency of layout. Learners will be given the opportunity to practise and real examples will be workshopped. ‘Model’ examples will be provided together with tips on how to proofread effectively. Learning outcomes Identify which type of document to use for each circumstance n n Suitable for All staff When Semesters 1 and 2 Duration Half day How to register/apply Apply through HR Online Related programs Report Writing n n State what should be included in each type of document Identify the components of a well-written business document Recognise the value of spending time to prepare sound business documents and the importance of proofreading State the University’s preferred protocol when preparing business documents Contribute to the preparation of template documents where appropriate n n Minute Taking n n Program focus Emails n n Memoranda Letters Records of ‘informal’ meetings Making Recommendations Attribution Tips for Taking Notes Active listening for note taking Writing skills Syntax, spelling, punctuation and paragraphing Synthesising information Use of templates Proofreading, editing and physical presentation n n n n n n n n n n n Records and Information Management Overview The session will raise staff awareness of their responsibilities in records management practices and processes at the University. Program focus An introduction to key concepts in recordkeeping, as well as outlining your records responsibilities n n Information on where to get help and how Records Management can assist Learning outcomes Participants will: n Understand what is a record Know when to create a record Understand the benefits of good records management Understand the Universityâ€™s record keeping policy Understand their responsibilities for records management. n n n n Suitable for All staff When Semesters 1 and 2 Duration 1.5 hours How to register/apply Register your attendance through HRonline Related programs Introduction to TRIM n CAREER DEVELOPMENT PROSPECTUS 2013 | 57 THE EQUITY AND DIVERSITY UNIT EO Online Overview EO Online: ‘fair play on campus’ is an Equal Opportunity professional development program for Australian Universities. The program has been developed by a consortium of four Universities, including the University of Newcastle. Program focus EO Online is a self-paced learning program n n When At participant’s convenience Duration Approximately 30 minutes How to register/apply EO Online can be accessed at: www.newcastle.edu.au/ eoonline Related programs Respectful Workplace Behaviour Equity principles, terminology and application are explained through real life case studies and interactive learning techniques There are two modules in EO Online. Module 1 is for all staff members, and Module 2 is an additional component for Supervisors and Managers. n n Learning Outcomes Participants will: n Gain an understanding of Equal Employment opportunity principles Recognise how to apply Equal Opportunity principles in their workplace n CAREER DEVELOPMENT PROSPECTUS 2013 | 59 THE EQUITY AND DIVERSITY UNIT Greater Responsibilities and Opportunities for Women (GROW) Overview GROW has been developed by Amanda Phillips from APA Training & Development in conjunction with the Equity & Diversity Unit following a series of highly successful programs previously delivered by APA Training as part of the Women@UoN program. Each part of the GROW program operates as a fully tailored Action Learning Program. The central philosophy of such a program is that the participants use their own work and work situations as the basis for expanding learning and skill development. Program focus Workshop sessions will be highly participative, and also include the use of: n Learning outcomes Participants will: • Understand diversity and growth in the applied knowledge of gender implications and inclusive contemporary management and applied leadership strategies (with particular considerations of the higher education sector in Australia and internationally) • Conduct analysis and information about themselves – their abilities, knowledge and their potential as leaders in addition to creation of a personalised “toolkit” to support future development • Have exposure to senior personnel and initiatives/ strategies underpinning practices and future directions within the University of Newcastle • Network to strengthen organisational understanding and engagement • Apply skill and knowledge development in areas including emotional intelligence • Further development of applied knowledge and practical strategies linked to negotiation, influence and conflict resolution (including targeted gender considerations and gender inclusive techniques) • Have a focus on career understanding, career self management and expanded insights into and the career opportunities for the participants • Have applied and conceptual understanding of change management models and approaches Provision of pre-readings including contemporary research targeted for developing leaders and including key content for women aspiring to greater leadership roles Presentation of best practice examples by participants and presenter Analysis of the content including appropriate University of Newcastle policy and priorities University of Newcastle Guest Speakers Overall participation in the sessions course materials, resources and activities Whole group Q and A sessions Self-assessment tools tailored to analyse skills and approaches needed for those aspiring to leadership roles One on One interview and problem solving activities Tailored case studies involving role play and observer feedback to support evaluation of the practical demonstration of the skills needed in key areas Career Planning Resource Kit building. n n n n n n n n n n • Have increased understanding of the organisational strategies and opportunities within the University of Newcastle (current and future) • Improve engagement with their managers (and colleagues/staff) in their current work environment. Suitable for Professional Female Staff at HEW 7 and above Academic Women at Level B and above When 4 x 2 day workshops – March, May, August, November Duration 8 full days How to register/apply Applications will be invited in January from both academic and professional women employed by the University who are keen to develop and extend their leadership potential in their workplaces. Applicants must: • Be committed to actively participating in all aspects of the program, which includes compulsory attendance at all workshops • Be in a continuing position, or have a contract that extends for at least twelve months beyond the program end date or a reasonable expectation that the contract will be renewed; and • Have the support of their manager. CAREER DEVELOPMENT PROSPECTUS 2013 | 61 THE EQUITY AND DIVERSITY UNIT ALLY Network Overview The University of Newcastle ALLY Network consists of a number of contact people (staff and students) who are informed about, sensitive toward and have an understanding of gay, lesbian, bisexual, transgender and intersex (GLBTI) people and their issues, and are willing to affirm their experiences and rights. The UoN ALLY Network aims to extend the current diversity initiatives of the University into the area of sexuality and to promote a more welcoming, diverse and inclusive culture by facilitating greater visibility and awareness of GLBTI issues. The ALLY Network, through our ALLIES, also assists in raising the awareness of GLBTI issues across our campuses. Program focus Diversity, inclusiveness and cultural implications within the University environment n n Overview of gay, lesbian, bisexual, transgender and intersex (GLBTI) issues from the staff and student perspective Learning Outcomes Participants will: n Gain an understanding of GLBTI people and issues Gain sufficient knowledge to provide support and referral to a service for GLBTI staff and students n When Semesters 1 and 2 Duration Full day How to register/apply Register your attendance through HRonline Related programs Respectful Workplace Behaviour n n EO Online Radiate Innate Confidence and Strength (RICS) Overview The Radiate Innate Confidence and Strength (RICS) course is designed for women who wish to become more powerfully aware and in control of their own safety. Program focus Instruction on how to negotiate and handle unsafe and potentially dangerous situations whilst staying in power. n n Conducted by an experienced consultant, Ms Silva Osaki., with a maximum of 14 participants. Courses are regularly held through the year. Learning Outcomes Participants will: n Learn about the power that all women have and how to tap into it, and Learn to display the characteristics of powerful ease and awareness, confidence, and strength. n Suitable for All female staff When Semester 2 Duration 2 hours per week for 6 weeks How to register/apply Register your attendance through HRonline Related programs Respectful Workplace Behaviour n n EO Online CAREER DEVELOPMENT PROSPECTUS 2013 | 63 THE EQUITY AND DIVERSITY UNIT Women@UoN Overview Women@UoN is an integral part of an overall equity strategy aimed at supporting women to achieve promotion and prepare for leadership roles. Program focus The Women@UoN workshop program is innovative and dynamic and incorporates a variety of themes and activities, including: n Suitable for All female staff When Throughout the year How to register/apply Workshops are promoted via the Women@UoN email list. Registration is via HRonline Preparing for Academic Promotion Communicating with Impact Negotiation and Influence Writing Retreat for Women n n n Learning outcomes Participants will: • Identify and provide for the development needs of women at all levels of the University • Develop and deliver training programs that support the University’s strategic priorities • Facilitate meetings and networking of women across the University “ The university is excellent for being able to maintain a healthy work/life balance. The university is very family friendly. The opportunities to continue training/education for staff, especially women through the Women@UoN program is brilliant” “ The mix of academic and professional women is really valuable. I really appreciated the opportunity to interact and discuss the issues that we are all juggling” CAREER DEVELOPMENT PROSPECTUS 2013 | 65 HEALTH AND SAFETY Health and Safety at the University of Newcastle The University of Newcastle is committed to providing an environment that maintains the health and safety of its staff, students and visitors. This commitment is expressed in its Work Health and Safety Policy. As an international research and educational institution this University has achieved international recognition for its environmental initiatives. In order to maintain our environmental best practice the Environmental Management Program is currently under review. Good health and safety practice should form an integral part of each activity at the University, whether it involves teaching, research or administrative functions. We offer a range of training and support programs to ensure that our staff have a good understanding of health and safety issues and are equipped with the skills and knowledge to manage day to day issues and emergency situations should they arise. Presently the University is consolidating all current, future initiatives for staff and students into a co-ordinated Universitywide program using the Healthy University Strategy as a model. Further training programs will be made available in response to training needs of staff throughout the year. University Online WHS Harmonisation training The University has developed an online WHS Harmonisation training module through Elmo Learning. This module includes an overview of the NEW Health and Safety Legislation that commenced on January 1, 2012. University Online Risk Assessment training The University has developed an online Risk Assessment training module through ELMO Learning. This training forms part of tools for supervisors, managers, Chief Investigators and other people undertaking teaching and research activities. The online training is designed to guide you through the Risk Assessment process, describe the tools and techniques and contains some useful information for accessing further documents, processes and systems. Logging into ELMO Training online: To access this or other Online Training Packages, please click on the link below. http://elearn.com.au/newcastle CAREER DEVELOPMENT PROSPECTUS 2013 | 67 HEALTh, safety AND Wellness CPR Course Overview Cardiopulmonary Resuscitation (CPR) is a life-saving skill. This course teaches participants how to perform CPR and assist in an emergency situation. Program focus Assisting a conscious casualty n n Suitable for All staff. No previous first aid training is required. When Semesters 1 and 2 Duration Four hours How to register/apply Register your attendance through HRonline Related programs Senior First Aid n Assisting an unconscious casualty Assisting at an accident scene Skills to perform Cardiopulmonary Resuscitation (CPR) or Expired Air Resuscitation (EAR) n n Learning outcomes The program will give participants the skills and confidence to be able to assist in an emergency situation. â€œ It was very interesting and the booklet is a very good referenceâ€? Manual Handling Overview This training covers manual handling specific to sustained / static duties in addition to dynamic posture control during lifting. Individuals are encouraged to discuss specific manual handling duties with the trainer on the day. Program focus Posture control n n Lifting techniques Workstation assessment An inactive session n n Learning outcomes Posture control n n Correct lifting techniques Workstation assessment n Suitable for All staff. When Semesters 1 and 2 Duration Two hours How to register/apply Register your attendance through HRonline Related programs Ergonomics n “ All parts were useful – the simplicity and logic behind it was great” “ Excellent presentation – strong, clear messages” CAREER DEVELOPMENT PROSPECTUS 2013 | 69 HEALTh, safety AND Wellness Evacuation Warden (Basic) and First Attack Fire Fighting Overview This course is a combined course that provides information and practical exercises in the management of the University’s Emergency Evacuation System. It complements the University of Newcastle Evacuation Warden Procedures, and the Warden Evacuation Procedures for respective buildings. Program focus Information to enable wardens to make an informed decision as to the most appropriate response to an emergency situation n n Suitable for Evacuation Wardens When 12 courses throughout the year Duration Half day How to register/apply Register your attendance through HRonline Related programs N/A Practical exercises in extinguishing small fires Learning outcomes Participants will: n Gain an understanding of the principles of fire Have an improved awareness of risks from smoke and heat Be aware of the University’s procedures for management of emergencies Learn the differences between Fire Fighting equipment Have an opportunity to gain practical skills in fire fighting n n n n “ Hands on experience was fantastic along with awareness of how quickly fire can take over” Gas Handling Safety Overview Coregas provide gas handling training for staff and postgraduate students who work with gas or liquid nitrogen. Program focus This program covers all aspects of gas handling including: n Suitable for All staff who work with gas or liquid nitrogen. When Semesters 1 and 2 Duration Three hours How to register/apply Register your attendance through HRonline Related programs N/A Handling Storage Regulators Transport DG classes Confined space considerations n n n n n Learning Outcomes Participants will: • Gain a greater understanding of the methods used to identify risks particular to different gases • Understand how to interpret the Safety Data Sheets • Be aware of the risks of incorrect storage and handling of gases • Receive demonstrations of the different regulators used to control gas flow and pressure • Understand the risks and safe handling and use of liquid nitrogen CAREER DEVELOPMENT PROSPECTUS 2013 | 71 HEALTh, safety AND Wellness Senior First Aid Overview This course is a combined First Aid training and is available as a one day flexible learning or as a two day course. This training is suitable for people with no previous first aid training or who have a first aid certificate that is close to expiry. A first aid certificate is issued current for three years. Program focus Emergency first aid n n CPR Learning outcomes Participants will: n Initiate first aid during an emergency Treat minor burns, cuts, bites and sprains n Suitable for All staff When Two courses on campus. Offsite classes can be accessed by contacting firstname.lastname@example.org Duration One to two days How to register/apply Register your attendance through HRonline Related programs CPR n “ Really fantastic course – workbook and training day both great” Armed Robbery and Cash Handling Overview Participants will be made aware of the risks and method of improving their safety while handling cash. Program focus Risk management n n Safe cash storage Avoiding unsafe situations n Learning Outcomes Participants will: n Suitable for Staff who look after petty cash, reimburse study participants, empty cash collecting machines and those who are responsible for collecting money from functions. When Semesters 1 and 2 Duration Four hours. How to register/apply Register your attendance through HRonline Related programs N/A understand the benefits of being prepared for an armed robbery in the workplace and daily life, understand their responsibilities under the Work Health and Safety Act be aware of their obligations in preventing opportunities for armed robberies, and be guided through a process of identifying risks and opportunities within the workplace which provide possibilities for robbery offences to occur. n n n CAREER DEVELOPMENT PROSPECTUS 2013 | 73 HEALTh, safety AND Wellness Aggression Minimisation Training Overview This program will give staff the skills to act should they become a target of abuse or other aggression. Program focus How to avoid being a target of abuse or other aggressive actions toward themselves n n Method of minimising the risk Actions to take should an event occur n Suitable for Staff who look after petty cash, reimburse study participants, empty cash collecting machines and those who are responsible for collecting money from functions. When Semesters 1 and 2 Duration Four hours. How to register/apply Register your attendance through HRonline Related programs N/A Learning Outcomes Participants will: n understand the benefits of being prepared for an armed robbery in the workplace and daily life, understand their responsibilities under the Work Health and Safety Act be aware of their obligations in preventing opportunities for armed robberies, and be guided through a process of identifying risks and opportunities within the workplace which provide possibilities for robbery offences to occur. n n n â€œ How to deal with aggressive people Identifying escalation risks and what course of action is appropriateâ€? Laser Safety Overview This training covers the safe handling storage and use of a range of laser types. Program focus Participants will receive information on: n When Semesters 1 and 2 Duration Three hours How to register/apply Register your attendance through HRonline Related programs N/A Various class types of lasers Risk minimisation strategies n Learning Outcomes Participants will: n Be aware of how to identify the type of laser Understand the risks from each particular type of laser Gain an awareness of the methods required to control the risks from exposure to lazers n n Suitable for Staff who are operating equipment containing lasers including confocal microscopes, mass spectrometer, particle sizer/ counters. CAREER DEVELOPMENT PROSPECTUS 2013 | 75 HEALTh, safety AND Wellness Chemwatch Chemgold III Dangerous Goods Manifest Overview The University must have a Hazardous Material (Dangerous Goods and Hazardous Substances) Manifest to ensure its compliance with the requirements for Dangerous Goods under legislation. The purpose of this course is to learn how to enter data from your area (laboratory, storeroom, workshop, DG storage cabinet/compound) onto the University’s Hazardous Material Manifest/Register using Chemwatch Gold III. Prior to attending the course, attendees must prepare a current listing of chemicals and reagents in their area as they will have the opportunity to start entering data onto the manifest at the training. Information required for the manifest includes: n n Program focus Introduction The Materials Module The Folders Module The Manifest Module The Risk Assessment Module The Classify Module The Intray Module Security – Access & Alerts n n n n n n n Learning outcomes Participants will: n Be able to access the on line ChemWatch web site Gain an understanding of how to access the data base Undertake a practical session in populating, accessing and updating the data base for their area n n the full name of each material the manufacturer’s name (the product code is also useful if there is a number of reagents with similar names) number of storage containers and maximum capacity (volume/ weight) of those containers – we will be entering the maximum quantity (containers x capacity) expected to be held in an area at any one time. The storage location including – building, room number and specific storage description (chemical shelf, fridge, -20C freezer / -80C freezer, Corrosive Cabinet, Flammable Cabinet, Toxic Cabinet, Poison Safe etc.). NOTE – if you have more than one, number them eg. Freezer 1, Freezer 2 etc. n n Suitable for Laboratory staff, including Managers or Technical Officers or anyone who has responsibility for maintaining the inventory of chemicals and reagents in a given location. When Semesters 1 and 2 Duration Three hours How to register/apply Register your attendance through HRonline Related Programs N/A n Driver Awareness Training Overview This course provides the participant with information and skills to improve safety while driving a motor vehicle. Program focus Training consists of two parts: n Part One is a theory session that includes information about the nature of roads and motor vehicles; the interactions with other road users; how to set up and maintain a motor vehicle, and the things that drivers should consider before and during the use of a motor vehicle. Part Two includes a practical component whereby the trainer joins you in a motor vehicle and provides information about driving safely, in a one-on-one practical way. This part will be arranged directly with the trainer at a time that suits availability. Suitable for All staff who drive a motor vehicle When Semesters 1 and 2 Duration â€˘ 1.5 hours theory â€˘ 2 hours practical How to register/apply Register your attendance through HRonline Related programs N/A n Learning outcomes Participants will: n Gain a better understanding of vehicle characteristics Be better aware of the need for safe practices while driving a motor vehicle Be provided with a practical component of driving skills Be better aware of the benefits of driving defensively Be aware of the safety features of vehicles and how these can be used n n n n CAREER DEVELOPMENT PROSPECTUS 2013 | 77 HEALTh, safety AND Wellness Developing Resilience Overview Resilient individuals are those who have the capacity to withstand stressors, as well as knowing when a situation is irreparable. Those who are resilient demonstrate dynamic self-renewal, rather than finding themselves worn down and negatively impacted by life stressors. They are people who have a tendency to see problems as opportunities and people who have the capacity for seeing small windows of opportunity and making the most of them. Resilient people have the wherewithal to competently handle most different kinds of situations. n Program focus Identification of when stressors are triggered How to better control emotions during difficult discussions or other activities How to maintain relativity with what can or canâ€™t be achieved so physical wellbeing if not affected n n Learning outcomes Participants will: n Learn how to identify those things that make them anxious Learn how to manage the stressors in the work and home environments Have a greater awareness of the benefits of maintaining control over their mind and physical actions during times of stress. n n Suitable for All staff When Semesters 1 and 2 Duration 3 hours How to register/apply Register your attendance through HRonline Related programs N/A Ergonomics Overview Ergonomic training teaches participants the skills to set up workstation correctly. They will learn about the spine and why they may be experiencing neck and shoulder pain at the workstation. Program focus How the spine works n n When Semesters 1 and 2 Duration 1.5 hours How to register/apply Register your attendance through HRonline Related programs Manual Handling Poor posture Workstation set up n Learning outcomes Participants will: n Gain an understanding of the basic ergonomic principles to be able to set up workstations correctly. n Suitable for All staff “ All useful – How to position chair, monitor and how to reduce eye strain” CAREER DEVELOPMENT PROSPECTUS 2013 | 79 HEALTh, safety AND Wellness Mental Health First Aid Overview This training provides skills and knowledge designed to help participants better manage a potential or developing mental health problem in themselves, a family member, friend or work colleague. Similar to other first aid sessions, this does not train in diagnosing or treating health problems. This course covers helping others in mental health crisis situations and/or in the early stages of mental health problems. Program focus The course provides information about: n Depression Anxiety disorders Psychosis, and Substance use disorder. n n n Learning outcomes Participants will: n Develop the skills to be able to help others in a mental health crisis. Suitable for All staff When Semesters 1 and 2 Duration All day for two days How to register/apply Register your attendance through HRonline Related programs Senior First Aid n n CPR Developing Resilience n “ The course is very well structured including resources, references and real life scenarios via DVDs – one of the best courses I have attended” Introduction to Tai Chi Overview Research indicates that attention to physical fitness enhances mental agility. We also become less stressed and cope better with problems. This 8 day program of Tai Chi – Qigong is aimed at beginners and focuses on postural alignment, balance and focus. The teacher is an accredited Master Trainer. Participation is based on attendance at all 8 sessions, as each week develops previously learned skills. Program focus Balance n n Focus Postural alignment n Learning outcomes Participants will: n Develop strategies to manage stress more effectively Practice safe postural alignment techniques n Suitable for All staff When Semesters 1 and 2 Duration 1 hour How to register/apply Register your attendance through HRonline Related programs Introduction to Pilates n “ Loved it. Much more focussed and productive after each session – reduces stress levels” CAREER DEVELOPMENT PROSPECTUS 2013 | 81 HEALTh, safety AND Wellness Introduction to Pilates Overview Pilates is well renowned for providing perfect physical balance. When practiced regularly you will transform your body. It is a safe and effective non-impact fitness routine designed to stretch, strengthen and tone your body without adding bulk and stressing the joints. Posture and confidence will improve and you will become longer, stronger and leaner. Synergy Pilates is a functional exercise program to improve your lifestyle. By strengthening the powerhouse muscles of the torso which support the spine, you will have better posture and range of movement to do the things you love. Benefits will be noticed immediately and you can sustain this throughout life by continuing these exercises. n Program focus Body tone Postural alignment n Learning outcomes Participants will: n Gain an understanding of the principles associated with Pilates Actively transfer understanding into practice n Suitable for All staff When Semesters 1 and 2 Duration One hour How to register/apply Register your attendance through HRonline Related programs Introduction to Tai Chi n INFORMATION TECHNOLOGY AND CORPORATE SYSTEM TRAINING With rapid changes in technology it is crucial that our staff have opportunities to develop and update their skills and knowledge of Information Technology and Corporate Systems. Information Technology training is available to staff in the following areas: Microsoft Suite n n Adobe Suite NVivo SPSS The Centre for Teaching & Learning offers a range of workshops and online resources in the use of Blackboard, Echo, Smartboards and other teaching related information technology. nb. Other training may be arranged depending on needs. Additional programs may have associated costs. n n Corporate Systems training is available to staff in the following areas: TOF Workflow for Approvers n n TOF Purchasing – New Users TOF Debtor Invoicing – New Users TOF Reporting & Enquiries – New Users Trobexis and Amadeus Training Introduction to TRIM Spendvision Staff Appointments Online Upgraded NUSTAR CMS2 n n n n n n n n “ Spendvision – Examples provided were relevant and helpful” “ Windows7 – I especially liked the discussion about how to use various shortcuts” CAREER DEVELOPMENT PROSPECTUS 2013 | 83