At the University of Newcastle we recognise that people are our greatest asset. We are committed to providing meaningful and relevant learning and development opportunities to equip our staff to meet challenges in our sector and become a world class institution. We provide an environment where staff can continuously develop as individuals, teams and leaders. We aim to provide blended learning opportunities to development staff capabilities and support the requirements of the role and career development aspirations.
Our workforce development opportunities are underpinned by the following three strategic frameworks:
Performance Review and Development is a collaborative, on-going process between a manager and staff to plan for, develop, and evaluate a staff member’s work.
The Performance Expectations Frameworks (PEF) provide performance and career clarity for all staff by outlining the capabilities, performance targets and qualitative descriptors expected at each level.
Building Capability the 70:20:10 way
Our workforce development opportunities are built on the 70:20:10 model of learning which espouses that learning is most effective when supported through a combination of Experience on-the-job, Exposure to others and through formal Education.
Looking for opportunities to build on your experience is a valuable career development tool. Most career development experiences can be organised through your manager or supervisor, usually through your performance and development discussions as part of the PRD process.
Some activities to grow your experience are:
- Secondments – temporarily work in another faculty or unit within the University or externally, usually for six months to a year.
- Job swap - swap roles with another staff member in a similar position for a short period of time.
- Acting – act for a short period in a higher or different position.
- Stretch assignments – take on tasks that require new or different skills to what you usually use.
- Special projects – take on projects in addition to your normal workload.
- Working groups – join a working group on a project in a related or completely new area.
Your colleagues and industry leaders provide a wealth of knowledge and experience that can help further your career. If you want to step up in your career you should be constantly looking at opportunities to learn from others. Opportunities can be identified as part of your development plan in the PRD process or you can organise them independently.
- Coaching/mentoring – get advice on a new task or responsibility; career development and progression; or anything you want from another more experienced and esteemed professional in your or another area either within the University or externally.
- Job shadowing – work closely with someone else to learn new aspects related to your job or the University.
- Manager/colleague advice – ask your manager or colleague for career tips and advice including observation and feedback of how you perform in your role.
- Professional bodies and associations – joining a relevant professional association can help you to gain information and contacts that will help you in your career.
- Professional activities – take on the responsibility to represent an area, benchmark externally, research best practice or identify improvements.
- Networks – use your contacts within and outside the University to discuss ideas, share experiences and learnings.
- Conferences – meet with people from other organisations to focus on and discuss issues and points of interest.
- Communities of practice – join a community of practice in an area of interest to help with collective learning and sharing of ideas.
- Focused reading – read books to research and learn about new topics.
Formal training and qualifications can help reinforce skills, develop your capability and provide opportunities to build on your career. Opportunities for training courses and qualifications should be identified through the PRD process, require manager approval, and should be aligned with the Performance Expectations Framework and the Leadership Framework. Mind Tools can also assist with identifying what type of training fits your needs best, from a face-to-face training course through to various online formats.
The combination of face-to-face programs with e-learning resources and toolkits provide you with unique blended learning opportunities. We are continually developing new training and resources which we will add to this webpage as they become available.
Don't forget that self-directed reading is also an important part of development, and the Mind Tools online resource provides you with over 1000 developmental resources across a diverse range of topics.
External courses and programs
If you can't find what you're looking for internally you might find an external course or program that supports your PRD development goals. Your manager may identify a suitable program or you could do an internet search to see what is available that aligns with your goals.
The University of Newcastle is a corporate member of the following organisations, which enables staff to access external training and development programs at reduced rates:
Please note that these external courses are not centrally funded.
Workforce Development Prospectus
Our existing career development opportunities are now on Discover. We are continuously developing new learning opportunities aligned to the University's frameworks outlined above. Blended 70:20:10 solutions will become available on Discover as soon as they are developed. HRonline is being phased out and courses can be booked directly through Discover.