Although the Autumn sees a hiatus in preparations for Appraisals and then Pay, Progression and Promotion boards, OD work throughout the year with Faculty Executives, on ways in which they can manage talent, performance and succession within their teams, particularly in respect of supporting their staff to develop fused academic identities and careers.
Using a blended approach to staff development, OD facilitates workshops, provides coaching and mentoring support, working with department teams, cross-faculty groups and with all levels of staff on an individual 1-2-1 basis to realise their goals. Programmes include; Academic Staff Induction, Developing an Academic Identity/Career, Career Coaching/Career Mentoring, and sessions on preparing for Moving Between Grades.
One of our aims is to encourage staff and their managers to have regular career-centred, developmental conversations throughout the year – rather than just waiting for appraisal time.
Helping appraisers to develop their coaching skills – both informally and through BU’s Foundation Programme in Coaching and Mentoring Practice (FPCMP) are just two of the offerings that are assisting this process.
Another aspect of our work, is the ongoing recruitment and development of Independent Pay and Progression Panel Members (IPPPMs) which is essential in sustaining adequate provision, with appropriate representation across the University.
OD are always looking for case studies of staff who have an interesting career journey to share; with good examples of how they are striving to integrate Professional Practice, Education and Research to achieve fusion.
Working with HR and lead IPPPMs, OD will run a specific session for the Women’s Academic Network (WAN)., details of which will be coming out to members in the new year.
Contact Organisational Development here.
