Career Development
The University recognises that staff must be engaged in a continual process of developing knowledge and skills throughout their entire career with CSU, to enable them to perform their current positions effectively or to prepare for a future position (to which they may aspire).
Career development is a responsibility that is shared between the staff member and their managers who have a key role in supporting staff to develop a career plan and to achieve their career development aims.
Initial Career Phase
For staff:
- New to the University
- Moving into new roles (eg: secondment, promotion etc)
- Returning from extended periods of absence (eg: Special Study Program; maternity leave etc)
The organisational support offered in this phase is through:
- The Induction and Development Program
- Attendance at relevant Staff Development activities
- Initial career Mentoring (arranged by Manager)
- Probation and appointment processes (for newly appointed staff)
The tools used to plan and manage this phase are:
- The Individual Development Plan (for newly appointed staff) [DOC]
- The Professional Development Plan (for current staff as part of the Performance Management Scheme)
Career Consolidation and Growth Phase
For staff:
- Establishing themselves and their performance in their current role
- Developing knowledge and skills to grow in their current role
- Maintaining currency in their discipline or profession
The organisational support offered in this phase is through:
- Attendance at relevant Staff Development activities
- Mentoring (initiated by the individual)
- Assistance (time and/or financial) in undertaking continuing professional education as required of the role
- Support (time and/or financial) to study or attend external workshops, conferences and seminars
- Attendance at Staff Forums or Conferences
The tool used to plan and manage this phase are:
- The Professional Development Plan (as part of the Performance Management Scheme).
Career Extension Phase
For staff planning and managing their career:
- As an extension of their current role, or
- To advance to a new role or career
The organisational support offered in this phase is through:
- Academic Promotion Policy and Procedure
- Special Studies Program for Academic Staff
- Enrolment of Academic Staff in CSU Courses and Subjects (guidelines) [DOC]
- Membership of research teams and communities of scholars [DOC]
- Women in Research Network (including the Banksia Program)
- Mentoring
- Exploring Career Development Options at CSU [ppt]
- Preparing a CSU Job Application (booklet)
- Preparing for Interview (booklet)
- Recruiting and Selecting Staff at CSU (booklet)
- Secondment - Internal and Project Service Centre (Policy and Procedure)
- Graduate Certificate in University Leadership and Management
- Leadership and Management Professional Development Activities
- Professional Enhancement Program for Senior and Executive Managers [DOC]
- Postgraduate Study Support Scheme for General Staff
- Professional Experience Scheme for General Staff
- Study Time Scheme for General Staff
The tools used to plan and manage this phase are:
- The Professional Development Plan (as part of the Performance Management Scheme)
- Individuals may also choose to develop a personal Career Development Plan.