Policy: Career development
Purpose
To establish the principles for career development.
Overview
The University is committed to providing support to staff to enhance skills and knowledge to enable them to contribute towards the fulfilment of the University's mission and strategic goals. This includes support for development to meet mandatory programs to achieve accreditation when required.
Scope
This Policy applies across the University.
Policy Statement
- The University seeks to enable staff to perform at their best through the creation of an environment which develops and supports individuals to achieve their work goals, reach their career potential and maximise their individual contribution to the University through:
- establishing clear performance objectives and workload allocations;
- supporting staff through appropriate opportunity, development and career planning;
- access to apply to staff grants and funding to support identified career development priorities or cohorts of staff;
- providing staff with career opportunities within the University; and
- developing supervisors to assist them in carrying out their management and leadership responsibilities effectively.
- The responsibility for staff development lies jointly with the individual staff member and their manager.
- Through the breadth of opportunities it has available, the University develops the capability of individuals in their discipline specific role (e.g. physicist, anthropologist, electronics engineer and finance consultant), role category (e.g. research, teaching, support) and University role (supervisor/ manager, staff member).
- Staff and managers need to consider the wide range of development opportunities available to enhance their development. For example, formal award courses, in-house training programs, on-line training, on-the-job training, workshops, online and library-based reading material.
- The University is committed to building and supporting a diverse and inclusive workforce. The University strives to ensure equality in access to career development opportunities for women, people from diverse cultural backgrounds, people who identify as LGBTQIA+, people with disability and people from Aboriginal and Torres Strait Islander backgrounds. The University may at times undertake specific initiatives to increase equity in leadership roles by offering targeted career development programs to those from underrepresented backgrounds. Dedicated funding is available to support the growth of University career pathways for prospective Indigenous staff.
- Access to staff development events, financial support and study leave is balanced with the operational requirements of the area.
Information |
Printable version (PDF) |
| Title | Career development |
| Document Type | Policy |
| Document Number | ANUP_000381 |
| Version | |
| Purpose | To establish the principles for career development. |
| Audience | Staff |
| Category | Administrative |
| Topic/ SubTopic | Staff |
| Effective Date | 9 May 2024 |
| Next Review Date | 4 Dec 2026 |
| Responsible Officer: | Chief People Officer |
| Approved By: | Vice-Chancellor |
| Contact Area | People and Culture Division |
| Authority: |
The Australian National University Enterprise Agreement 2023-2026 |
| Delegations | 0 |
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Information generated and received by ANU staff in the course of conducting business on behalf of ANU is a record and should be captured by an authorised recordkeeping system. To learn more about University records and recordkeeping practice at ANU,
see ANU recordkeeping
and Policy: Records and archives management.
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