Professional Development (General Staff) Procedure

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Section 1 - Preamble

(1) This Procedure was approved by the Vice-Chancellor on 20 February 2009 and incorporates all amendments to 10 March 2014.

(2) This Procedure is pursuant to the Staff Development Policy.

Section 2 - Purpose

(3) To outline the University's professional development offerings for general staff and provide details of the eligibility criteria and approval process for supporting these offerings.

Section 3 - Scope

(4) This Procedure applies throughout the University for general staff.

Section 4 - Policy

(5) Refer to the Staff Development Policy.

Section 5 - Procedure

Study support

(6) Staff members on continuing or fixed-term appointments of more than twelve months are eligible to apply for study support where the study is relevant to the staff member's work. Further information about eligibility criteria is available on the Human Resources Division (HRD) (Study Support) website.

(7) Applications are subject to the written approval of the head of the organisational area who will determine the type and level of support to be provided.

(8) To support and encourage the health and wellbeing of staff undertaking work and study, Deakin recommends that staff complete no more than one unit/subject per semester/trimester to ensure the staff member can effectively balance work expectations and study loads. Accordingly, study support is capped at one unit/subject per trimester for Deakin courses, and one unit/subject per semester for courses at external institutions, where the same study option is not available at Deakin.

Staff may opt to undertake further units/subjects within the same semester/trimester, but study support will be limited to only one applicable unit/subject.

(9) The Supervisor's Assessment Tool in the Application for Study Support - General Staff form is to be used be as a guide for determining the appropriate level of study support to be granted. Study support can include:

  1. unpaid leave and/or provision of flexible working arrangements to meet the need for travelling time;
  2. up to four (4) hours per week paid leave during normal working hours (and a day for examinations);
  3. reimbursement of course fees at the head of the organisational area's discretion according to a sliding scale percentage up to a yearly maximum amount (see Reimbursements Procedure).

    Important note: Study support is granted from the organisational area's budget and will be at the discretion of the head of the organisational area.

(10) Managers must ensure that the organisational area can maintain operations during staff absences for study. Study support will not normally be granted if it necessitates the employment of replacement staff, paid overtime or time off in lieu of overtime.

(11) At the end of each teaching period staff members must provide their managers with a statement of their results and original receipts for fees paid in order to be reimbursed. Where a staff member's progress is unsatisfactory, study support will not be continued.

(12) Staff members must submit an application for study support each year.

Secondment

(13) Staff members on continuing or fixed-term (three years or more) appointments may request a secondment to another area within the University, or to another organisation. Further details are outlined in the Secondments, Transfers and Job Rotations Guidelines.

(14) A request for a secondment will require written approval from the head of the staff member's organisational area.

(15) For a secondment outside the University, where the University continues to pay the staff member and the staff member has worked in another country for a continuous period of six (6) months or more, the head of the organisational area must advise the Director, Human Resources Division for payroll tax purposes.

Mentoring Partnership Program

(16) Mentoring Partnership Program (MPP) is available to all fixed term and continuing staff members. Further details, including the application process, are available on the HRD website.

(17) Managers must provide reasonable support for staff to participate in the MPP, and are encouraged to participate as mentors.

Vice-Chancellor's Professional Development Awards

(18) Staff members may apply for a Vice-Chancellor's Professional Development Award to undertake a program that addresses development needs and/or goals identified as part of the Performance Planning and Review (PPR) process. Further details on the award are available on the website.

Section 6 - Definitions

(19) There are no definitions arising under the procedure