CAREER DEVELOPMENT POLICY


Date approved:	8 November 1993	Date Policy will take effect:	On approval	Date of Next Review:
Approved by:	Administrative Committee
Custodian title & e-mail address:	Manager, Professional and Organisational Development Services pods@uow.edu.au
Author:	Manager, Professional & Organisational Development Services
Responsible Faculty/ Division & Unit:	Professional and Organisational Development Services, Personnel Services
Supporting documents, procedures & forms of this policy:
References & Legislation:	UOW Strategic Plan 2008 - 2010
Audience:	Public – accessible to anyone
Expiry Date of Policy:	Not applicable

Contents

1 Purpose of Policy

1. In implementing a system of career development, the University aims to create an improved approach to employee development by recognising and responding to each individual's need for a satisfying and rewarding career. Career development should then become one of the most significant personnel considerations, applying to all staff, both academic and general, and generating progressive changes to related policies.
2. The implementation of career development will need a strong commitment from both employees and the organisation. The career development system will create a priority for planned activities so that staff will not need to apply for isolated opportunities. Career development plans will need to be regularly updated and reviewed, with supervisors and colleagues providing input, evaluation and feedback.
3. Other personnel policies in areas such as staff development, evaluation, conditions of employment, and promotion and reward, should be consistent with, and supportive of career development

1. Career development at the University of Wollongong is a self-directed activity and has two dimensions. "Career planning" is where individuals analyse their own aptitudes, skills, qualifications, interests and values and plan accordingly. "Career management" is where the University supports and assists both planning and achievement through supervisor and system support.

1. Career development will be for all staff, not just those who are ambitious or those who want a "career". Career development activities will not always be upwardly focussed nor will they necessarily lead to salary increases. Other relevant activities could include redesign, enrichment or broadening of current roles, as well as exploratory and/or permanent movements downwards, laterally, or to options outside of the University.
2. The career development system will integrate agreed employee plans with opportunities realistically available to them in terms of the needs, requirements and strategic directions of the University and their Unit within it.

1. Integrate the development plans of individual staff with the development plans of the University in a coherent manner.
2. Commit the University, and all staff to ongoing individual development of every member of staff.
3. Provide regular and continuing opportunities for all employees to formulate meaningful and achievable career goals and plans.
4. Make each career path more challenging and stimulating by, for example, increasing involvement in some areas, delegating tasks in others, changing the way in which jobs are executed, and participating in task forces or assuming new assignments.
5. Provide a planned basis for the allocation of training and development resources to staff.
6. Deliver accurate, informative and constructive evaluation and feedback to ensure goals are realistic and achievable.
7. Establish a supportive climate and an open communication style that encourages participation of employees and management in the design and revision of the career development system.

1. Both the University and the staff member accept responsibility for career development. This will require an organised, planned effort by the staff member and the supervisor to regularly define, develop and refine his/her career goals, skills, aptitudes, attributes and responsibilities.

Version Control	Date Effective	Approved By	Amendment
1	8 November 1993	Administrative Committee	New Policy.
2	6 May 2009	Vice Principal (Administration)	Migrated to UOW Policy Template as per Policy Directory Refresh

Last reviewed: 11 July, 2009

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