Academic Leadership for Succession
|
|
|
- April Miller
- 6 years ago
- Views:
Transcription
1 Video Conference Agenda Video Conference Agenda!! *+&$%&&+#,!-+./!./0!*1&&/!2#1(*!30320(& "#$%&!'(#%)!*+&$%&&+#,!-+./!./0!*1&&/!2#1(*!30320(& Academic Leadership for Succession,'-(./*(+0""%++'/12(3%+%#*",(#1$(4&-5%&%16#6'/1(#"*/++(6,%(!*6+7( 6'%+('1(!0+6*#5'#( Research and Implementation across the Arts, Social Sciences and Humanities!"#$%&'())!"#$%&'"()%#$%*+,'-(./*(+0""%++'/12(3%+%#*",(#1$(4&-5%&%16#6'/1(#"*/++(6,%(!*6+7( in Australia (LE ) '#1(:/01"'5(/.(;%#1+(/.(!*6+7(8/"'#5(8"'%1"%+(#1$(90'6'%+(#1$( 8/"'#5(8"'%1"%+(#1$(90'6'%+('1(!0+6*#5'#( *%+,)-./'0'1'0#./())!0+6*#5#+'#1(:/01"'5(/.(;%#1+(/.(!*6+7(8/"'#5(8"'%1"%+(#1$(90'6'%+(#1$( The Australasian Council of Deans of Arts, Social <1'=%*+'6>(/.(:#1?%**#( Sciences and Humanities (DASSH) %(HH2II#&J(HE2KI-&(L8M((?%*+(( Q+(#1$(3%"/&&%1$#6'/1+(./*(6,%(!"#$%&'"()%#$%*+,'-(80""%++'/1( 6, Pro Vice-Chancellor, Pal 2+'%)+.,)304%())EF (/.(G01%(HH2II#&J(HE2KI-&(L8M(( Project leader 8"'%1"%+(#1$(90'6'%+(A!889B(+%"6/*D(.'"#,1&'0#.(( Ahluwalia 5"#16());!889(N/#*$(O%&?%*+(( (U/,*#(!V+%%*B( 704)#8)9#&1/)5"#16((P'1$'1Q+(#1$(3%"/&&%1$#6'/1+(./*(6,%(!"#$%&'"()%#$%*+,'-(80""%++'/1(,)CD+')0/)4%+.')EF)7&+,%40&)*%+,%"/D06)8#")G1&&%//0#.) R5#11'1Q(!"*/++(!*6+7(8/"'#5(8"'%1"%+(#1$(90'6'%+(A!889B(+%"6/*D( $%*+,'-('1(6,%(#"#$%&'"("/16%X6(#1$(S,#6(./*&(/.(#"#$%&'"(( "
2 Outline o Rationale o Purpose o Method o Findings o Conclusion
3 Rationale In the absence of any sector-wide succession planning, this project recognises the significance of ensuring leadership development to ensure that significant impending retirements do not impact adversely on the ASSH sector.
4 Purpose To create a robust transformational succession strategy for university leadership of the Arts, Social Sciences and Humanities (ASSH) sector by: Consolidating and building upon the outcomes of previous tangentially related projects. Providing the first study of leadership challenges facing the ASSH sector in the 21 st Century. Creating the first sector-wide succession planning strategy for transformational leadership. As the peak body for the ASSH sector, DASSH will report on the sector-wide, findings and make appropriate recommendations.
5 Methodology Stage 1: Secondary Data compilation: Analyse the existing outcomes and successes of the 5 previously funded ALTC Leadership projects. Stage 2: Literature review: Review, summarise and interrogate existing literature on the requirements and capacity for leadership succession planning in academia. Stage 3: Focus group discussions: data derives from focus group discussions with the members of the DASSH Board, the Associate Deans of Learning & Teaching, and Associate Deans of Research. Stage 4: Online questionnaire: gather data through the construction and use of an online survey seeking the views of PVCs, Deans, Associate Deans and Heads of Schools in the 44 DASSH member institutions. Stage 5: Data & literature review analysis: triangulate the project data and literature review results to formulate a succession planning strategy. Secondary Data compilation Literature review Focus group discussions Online questionnaire Data & literature review analysis:
6 Key Findings Few institutions have succession planning strategies. Over the next decade a large number of experienced academics retire from work, which will significantly reduce the output and productivity No formal succession planning, limitation in human and financial resources have critically been the challenges for Australian higher educations. Many higher education institutions had inadequately defined administrative system, processes and positions, making effective leadership succession difficult.
7 Key Challenges from Literature Findings Personal comes from individuals include individual ethics, values, level of self-esteem, flexibility, professional commitment and approach, and personal coping strategies. Professional and Organizational challenges reveal that senior level of academics face brings out other of the tensions and dilemmas.
8 Key Challenges in HE from Literature Findings (a) Social changes (b) Technological advancements (c) Economic conditions (d) Political environments (e) The increase of knowledge and information, and (f) The changing demographics and workforce.
9 Focus Group Key Findings Diagram illustrates description of the strategic leadership succession planning process
10 Academic Leadership Succession Planning Academic Leadership is defined as one component of the larger succession planning process The purpose of succession planning has remained focused on long-term institutional leadership sustainability. Academic leadership divided into the activities of developing a plan, assessing the organizations leadership needs, analysing and understanding potential or current leadership gaps,strategically responding to organizational leadership succession needs, and evaluating the succession planning process.
11 What is Succession Planning? Succession planning is a strategic, systematic and deliberate activity to ensure an organisation s future capability to fill vacancies consistent with the merit principle. Specifically, it focuses on ensuring the availability and sustainability of a supply of capable staff that are ready to assume key or critical organisational roles as they become available. Succession planning strategies, which focus on developing employee capability, ultimately enable organisations to respond to change more effectively (UQT 2011).
12 Survey Findings The survey had a largest proportion of respondents from a humanities background (45.6%), followed by Social Sciences (34.4%) and then by same number of responded from Creative Arts and from Education (10.0%) background. Information was sought on respondents percentage of their activities over the course of the year that came up with following percentages.
13 Academic Leadership Role The pattern shows the optimum focus for each academic leadership role of PVCs, Deans, Associate Deans and Heads of Schools. Mostly indicated that they have been in their current role for 1-3 years % 25.00% 21.30% 3.80% 3.80% 1-3 years 4-6years Under <1year 7-10years More than >10years
14 The pattern shows that there is a rough correlation between age and seniority. Most respondents are between 56 and 65 years of age % 42.90% 40.00% 36.30% 35.00% 30.00% 25.00% 20.00% 16.50% 15.00% 10.00% 5.00% 2.20% 2.20% 0.00% Under Over 65
15 How much positive about having a formal succession plan for your institution 30.00% 30.00% 25.00% 20.00% 22.50% 27.50% 15.00% 10.00% 16.30% 5.00% 3.80% 0.00% Extemely positive Very positive Moderately positive Slightly positive Not at all positive
16 Do you have a formal succession plan within your institution % 80.00% 60.00% 40.00% 20.00% 0.00% 88.00% No 12.00% Yes
17 Do you believe succession planning in the higher educational sector requires a different approach than those used in corporations? 10.70% 5.30% 6.70% 37.30% 40.00% Extremely different Very different Moderately different Slightly different Not at all different
18 Benefits of Strategic Planning Engaging in a strategic planning process benefits universities in a variety of ways. Strategic planning: Creates a framework for determining the direction a university should take to achieve its desired future; Provides a framework for achieving competitive advantage, Allows all university constituencies to participate and work together towards accomplishing goals, of the university Allows the university to set priorities.
19 Conclusion All participants expressed the importance of succession planning for the sustainability and success of their institutions and indicated that the leadership development and succession planning that was occurring was described informal, often individually driven, ad hoc, and uncoordinated.
20 Conclusion The research raise a series of questions to better understand a) whether national and international education institutions were currently engaged in formal succession planning and if so, how this was being implemented; b) to explore whether the culture structure of institutions influenced decisions around succession planning and finally c) to uncover what strategies for succession planning might be best supported by academic institutions.
21 Questions or Comments
22
ACADEMIC LEADERSHIP: SUCCESSION PLANNING
ACADEMIC LEADERSHIP: SUCCESSION PLANNING FINAL REPORT 2013 Lead institution University of Canberra Partner institution The Australasian Council of Deans of Arts, Social Sciences and Humanities (DASSH)
Benchmarking Procedure
Benchmarking Procedure Related Policy Benchmarking Policy Responsible Officer Provost Approved by Provost Approved and commenced TBA, 2011 Review by TBA, 2014 Responsible Organisational Office of the Provost
GUIDELINES AND PROCEDURES FOR PERIODIC REVIEW OF ADMINISTRATIVE AND EDUCATIONAL SUPPORT UNITS
GUIDELINES AND PROCEDURES FOR PERIODIC REVIEW OF ADMINISTRATIVE AND EDUCATIONAL SUPPORT UNITS Clark Atlanta University Office of Planning, Assessment and Research Revised 2009 GUIDELINES AND PROCEDURES
How to change R&T job title and/or main R&T career path within the same level
Change of R&T Job Title and/or Career Path Version 2.0 Last amended: August 2015 Process to Change Career Pathway and/or Job Title within the same Research & Teaching (R&T) Job Family Level Introduction
Rail Industry Stakeholder Survey October A survey by the Australasian Centre for Rail Innovation
Rail Industry Stakeholder Survey October 2016 A survey by the Australasian Centre for Rail Innovation Contents EXECUTIVE SUMMARY 1 Operational efficiency 1 Regulation and pricing 1 Industry structure
MANCHESTER METROPOLITAN UNIVERSITY GENDER EQUALITY SCHEME & ACTION PLAN
MANCHESTER METROPOLITAN UNIVERSITY GENDER EQUALITY SCHEME & ACTION PLAN 2007 2010 CONTENTS Pages 1. Gender Equality at MMU 1 a. Introduction 1 b. Gender Equality Scheme 1 c. Mainstreaming Gender Equality
BANGOR UNIVERSITY HUMAN RESOURCES STRATEGY
BANGOR UNIVERSITY HUMAN RESOURCES STRATEGY 2016-2020 1. Introduction The Human Resources Strategy at Bangor University is designed to underpin the Strategic plan Building on Success 2016-2020. This Strategy
Monash University Procedure. Research Outputs Data Collection Procedures. Research Outputs Data Collection Policy
Procedure Title Parent Policy Date Effective Review Date Procedure Owner Category Research Outputs Data Collection Procedures Research Outputs Data Collection Policy 05-June-2013 05-June-2016 Academic
Compliance: Not Just a Training Challenge
Compliance: Not Just a Training Challenge David Wentworth Senior Learning Analyst Brandon Hall Group @DavidMWentworth Steve Young General Manager NetDimensions Asia Pacific @steveyinasia Participation
Strategic Plan
2017 2021 Strategic Plan The Trusted Leader in Chiropractic Education CONTENTS Letter from the Chancellor and CEO..................1 Theme and Overview...............................2 Strategic Planning
Staff Position Management Guidelines
Staff Position Management Guidelines PURPOSE AND FRAMEWORK To ensure USC is exercising the highest levels of responsible stewardship and accountability for managing its staff and related resources, the
Competency Model for HR Professionals
Business Partner Mission Oriented Strategic Planner Systems Innovator Understands Team Behavior Leader EthicalTakes Risks NAPA Competency Model for HR Professionals Ethical Decisive Develops Staff Creates
Sustainability Policy
Responsible Officer Vice-Chancellor Approved by Vice-Chancellor Approved and commenced March 2015 Review by March 2018 Relevant Legislation, National Greenhouse and Energy Reporting Act 2007 Ordinance,
Principal Lecturer, Interim Course Leader Performance Arts, Course Leader BA Drama, Applied Theatre and Education.
JOB DESCRIPTION Post Senior Lecturer, Performance Arts Job Family Academic Grade 7 Role code PA001 Status Full time Contract Type Permanent Reporting to Principal Lecturer, Interim Course Leader Performance
Estia Health Limited ACN ( Company ) Approved by the Board on 17 November 2014
Board Charter Estia Health Limited ACN 160 986 201 ( Company ) Approved by the Board on 17 November 2014 Board Charter Contents 1 Purpose of this charter 1 2 Role and responsibilities of the Board 1 2.1
CURTIN UNIVERSITY. Equal Employment Opportunity Management Plan
CURTIN UNIVERSITY Equal Employment Opportunity Management Plan 2015 2017 Vice-Chancellor s Leadership Statement It is with pleasure I present to you the Curtin Equal Employment Opportunity (EEO) Management
Proposed Competitive Review Total Remuneration
May 17, 2005 Proposed Competitive Review Total Remuneration Presentation to the Advisory Group on Compensation Board of Regents Agenda Overview 3 Objectives 4 Scope 5 Methodology 7 Sample Deliverables
RMIT Diversity and Inclusion. Gender equality ACTION PLAN
Gender equality ACTION PLAN Introduction RMIT is a dynamic institution, known for its innovation, creativity and relevance to contemporary society. The University s mission is to create transformative
Data for Development: DAC Member Priorities and Challenges
Data for Development: DAC Member Priorities and Challenges Valentina Sanna and Ida Mc Donnell OECD DEVELOPMENT CO-OPERATION WORKING PAPER 35 Authorised for publication by Brenda Killen, Deputy Director,
The Department of Human Services
Workforce Planning: Driving Change and Aligning Priorities Presented by Jo Talbot National Manager Workforce Planning & Diversity, Department of Human Services 23 May 2012 The Department of Human Services
Quality Policy. Reference number. Institutional Registrar. manager. Director: Quality Enhancement. Status (First) Approved Policy: 2004
Quality Policy Reference number 2P/2.3 Accountable manager Policy owner executive Institutional Registrar Director: Quality Enhancement Responsible division Quality Enhancement Status (First) Approved
Examples of Indicators and Evidence
Examples of Indicators and Evidence Quality Area 1 Service User Experience Quality Area 1 explores how your organisation puts the user at the heart of planning services through gathering feedback from
University-wide. Staff Only Students Only Staff and Students. Vice-Chancellor. Chief Operating Officer. Director, Human Resources
Name of Policy Description of Policy Professional Staff Performance Review and Planning process Policy This policy covers the nature, purpose, requirements and procedures of the Performance Review and
Manchester is a racially and culturally diverse city where black and minority ethnic people make up 12.5 % of the population (1991 Census).
1 THE MANCHESTER METROPOLITAN UNIVERSITY Race Equality Policy 1. Introduction The Race Equality Policy and supporting Action Plan are linked to the University s Equal Opportunities Policy and Action Plan.
FIP Education FIPEd Education Development Team EDT
FIP Education FIPEd Education Team EDT Draft Workforce Goals (s) Prepared by Ian Bates and Andreia Bruno v15.vii.16 This word document is open for public consultation. We are seeking comments to enhance
A guide to evaluating services for children and young people using quality indicators
A guide to evaluating services for children and young people using quality indicators CONTENTS Page Foreword 1 Acknowledgements 3 Part 1 The role of generic quality indicators 5 1.1 Background 7 1.2 A
EFQM Ireland Excellence Recognition. George Wilson Jan 17
EFQM Ireland Excellence Recognition George Wilson Jan 17 EFQM 2014 Objectives To develop an understanding of the EFQM Excellence Model criteria To gain an understanding of how the Excellence Model integrates
Advanced Diploma in Executive Office Management Includes Advanced Diploma of Leadership and Management BSB61015
Specialist Role Related Training & Education for eas and pas Executive Assistant ACADEMY Advanced Diploma in Executive Office Management Includes Advanced Diploma of Leadership and Management BSB61015
CURTIN UNIVERSITY. Equal Employment Opportunity Management Plan
CURTIN UNIVERSITY Equal Employment Opportunity Management Plan 2011 2013 Vice-Chancellor s Leadership Statement It is with pleasure I present to you the Curtin Equal Employment Opportunity (EEO) Management
Workforce Planning to Meet Critical Business Needs
Workforce Planning to Meet Critical Business Needs TEXAS PUBLIC POWER ASSOCIATION 2016 Annual Conference July 26, 2016 - Austin, TX Presented by: Yvonne Morales Pelayo, CPS Energy Patricia Cruz, Leidos
Job Evaluation Policy
Job Evaluation Policy (Revised 1 June 2013) 1. Aims The University uses a single job evaluation system for all categories of job, in order to: - Establish the relative size of all jobs. - Enable all jobs
MBRSG ACADEMIC PROGRAMS MASTER OF INNOVATION MANAGEMENT EMPOWERING LEADERS, SHAPING THE FUTURE... MBR SG MASTER OF
MBRSG ACADEMIC PROGRAMS MASTER OF INNOVATION MANAGEMENT MASTER OF INNOVATION MANAGEMENT EMPOWERING LEADERS, SHAPING THE FUTURE... MBR SG Brief The Master in Innovation Management (MIM) program is designed
DEAKIN UNIVERSITY ABORIGINAL and TORRES STRAIT ISLANDER HIGHER EDUCATION Agenda
DEAKIN UNIVERSITY ABORIGINAL and TORRES STRAIT ISLANDER HIGHER EDUCATION Agenda 2016 2020 Deakin University acknowledges the Wadawurrung and Wurundjeri peoples of the Kulin nation and the Gunditjmara people,
Professional Development Studies
492 Professional Development Studies Professional Development Studies Today s worker is faced not only with ever-increasing technological challenges, but also with the need for applied instruction in a
State and Local Government Partnership Agreement AUGUST 2017
State and Local Government Partnership Agreement AUGUST 2017 AN AGREEMENT TO GUIDE STATE AND LOCAL GOVERNMENT RELATIONS The State Government and the Local Government sector are fully committed to working
EXECUTIVE SUMMARY 9. Executive summary
EXECUTIVE SUMMARY 9 Executive summary The global financial and economic crisis is keeping several countries in the spiral of low growth, high unemployment and lower potential output, putting public finances
MERCER WEBCAST THE WELL-PREPARED DEAL MAKER The importance of metrics for successful M&A transactions
MERCER WEBCAST THE WELL-PREPARED DEAL MAKER The importance of metrics for successful M&A transactions Adam Rosenberg Partner and M&A Leader for the UK London / Manchester Alexandra Hadley Principal London
HUMAN RESOURCES COMMITTEE CHARTER
HUMAN RESOURCES COMMITTEE CHARTER Objective The objective of the Human Resources Committee is to assist the Board in discharging its duty to oversee the establishment of appropriate human resources policies
Integrated Planning and Institutional Effectiveness: Improvement and Renewal
T H E U N I V E R S I T Y O F S C R A N T O N Integrated Planning and Institutional Effectiveness: Improvement and Renewal at The University of Scranton S C R A N T O N. Office of Planning & Institutional
EXECUTIVE COMPENSATION
LOS ANGELES COUNTY EMPLOYEES RETIREMENT ASSOCIATION EXECUTIVE COMPENSATION POLICY AND PROGRAM EFFECTIVE JANUARY 15, 2009 LA.CERA LOS ANGELES COUNTY EMPLOYEES RETIREMENT ASSOCIATION EXECUTIVE COMPENSATION
TN COURSE STANDARDS & SUGGESTED PACING GUIDE
TN COURSE STANDARDS & SUGGESTED PACING GUIDE Entrepreneurship icev Business & Marketing Site 26 days of teaching material Tennessee Department of Education Entrepreneurship Primary Career Cluster: Course
Leadership is a key enabler of change. THE THEORY AND PRACTICE OF CHANGE MANAGEMENT, 3 rd Edition, John Hayes, Palgrave
Leadership is a key enabler of change. THE THEORY AND PRACTICE OF CHANGE MANAGEMENT, 3 rd Edition, John Hayes, Palgrave 2010 1 There is marked difference in the orientation between management and leadership.
28.00 Project Briefing & Procurement
28.00 Project Briefing & Procurement 28.01 Generally A new building marks a significant investment in the future of the University. For many years hence it will reflect the changing role of the University
Program Assessment. University of Cincinnati School of Social Work Master of Social Work Program. August 2013
University of Cincinnati School of Social Work Master of Social Work Program Program Assessment August 01 Submitted to the College of Allied Health Sciences University of Cincinnati 1 University of Cincinnati
3. In addition, it describes the process the Court will use to evaluate the effectiveness of the institution s internal control procedures.
Purpose EDINBURGH NAPIER UNIVERSITY RISK MANAGEMENT POLICY 1. is a fundamental aspect of good corporate governance and the successful delivery of business objectives. This risk management policy forms
Health and Safety Management Standards
Management Standards Curtin University Sept 2011 PAGE LEFT INTENTIONALLY BLANK Management Standards Page 2 of 15 CONTENTS 1. Introduction... 4 1.1 Hierarchy of Documents... 4 2. Management System Model...
Our health and safety policy objective is that no person will come to harm while working, studying or visiting UNSW.
Introduction This plan sets health and safety objectives for UNSW for -2018 based on UNSW s Policy and in support of the UNSW 2025 Strategy and associated Faculty and Division Operational Plans. This plan
OPQ Universal Competency Report OPQ. > Universal Competency Report. Name Ms Sample Candidate
OPQ Universal Competency Report OPQ > Universal Competency Report Name Ms Sample Candidate Date 26 September 2012 INTRODUCTION This report is intended for use by managers and HR professionals. It summarises
The New Engagement: A Bold Statement of Colliding Concepts Transcending Traditional Solutions
The New Engagement: A Bold Statement of Colliding Concepts Transcending Traditional Solutions North Carolina State University Office of Outreach & Engagement NC STATE UNIVERSITY VISION, MISSION, VALUES
SHRM s HR Competency Model: A Roadmap for Building Proficiency. Alexander Alonso, PhD, SPHR
SHRM s HR Competency Model: A Roadmap for Building Proficiency Alexander Alonso, PhD, SPHR Agenda SHRM s Efforts for Professionalism The HR Competencies Model Research as a foundation The Core 9 Underscoring
Which qualification is right for you?
NVQs in Management Which qualification is right for you? Gain a Management & Leadership qualification which will give you the skills employers are looking for. The new range of work-related, vocational
Acknowledgements. Date of publication. The purpose of this guide
Acknowledgements We would like to thank NHS organisations across Wales for sharing their experiences and learning from leadership of 1000 Lives Plus. This guide draws on that learning and has been prepared
STRATEGIC PLANNING AND THE ROLE OF THE HEAD OF DEPARTMENT AT THE UNIVERSITY OF THE WEST INDIES*
STRATEGIC PLANNING AND THE ROLE OF THE HEAD OF DEPARTMENT AT THE UNIVERSITY OF THE WEST INDIES* Andrew S Downes PhD Professor of Economics and Pro Vice Chancellor University Office of Planning and Development
Strategic Level Professional Capabilities
Strategic Level Professional Capabilities This document presents the Strategic level Professional Capabilities. The capabilities should be read in conjunction with the level descriptors which can be found
Office of Management and Budget. Human Resource Management
Office of Management and Budget Human Resource Management Workforce Planning Guide May 2006 State of Delaware Workforce Planning Guide Overview Human Resource Management (HRM), Office of Management & Budget
Mainstreaming Flexible Work in Australian Business. Creating quality flexible work and careers as standard business practice in Australian workplaces.
Mainstreaming Flexible Work in Australian Business Creating quality flexible work and careers as standard business practice in Australian workplaces. platinum sponsor gold sponsors silver sponsor Written
Internal Audit Policy and Procedures
UNIVERSITY OF PRETORIA Unit for Internal Audit Internal Audit Policy and Procedures Document type: Policy / Procedure Document number: ARMC 27/15 Policy Category: Governance 1. Policy Statement It is the
Indigenous Employment Evaluation Framework
Indigenous Employment Evaluation Framework December 2016 Centre for Social Responsibility in Mining Sustainable Minerals Institute The University of Queensland, Australia www.csrm.uq.edu.au The Centre
GOLD FIELDS LIMITED. ( GFI or the Company ) BOARD CHARTER. (Approved by the Board of Directors on 16 August 2016)
1 GOLD FIELDS LIMITED ( GFI or the Company ) BOARD CHARTER (Approved by the Board of Directors on 16 August 2016) 2 1. INTRODUCTION The Board Charter is subject to the provisions of the South African Companies
Human Resource Management
Paper: 1 Module: 1 Introduction to HRM: Meaning, definition, scope, objectives and functions of Principal Investigator Co-Principal Investigator Paper Coordinator Content Writer Prof. S P Bansal Vice Chancellor
PROGRAM PRIORITIZATION. for Administrative and Service Units
for Administrative and Service Units The Need for Reform Internal and external pressures Increase revenues Decrease expenses Improve quality Strengthen reputation Rapidly changing higher education landscape
TIER II STANDARD FOR TECHNICAL COOPERATION ADMINISTRATORS INTRODUCTION
Job Classification Manual Page 1 of 49 TIER II STANDARD FOR TECHNICAL COOPERATION ADMINISTRATORS INTRODUCTION 1. This grade level standard illustrates the application of the ICSC Master Standard (Tier
Understanding How Thought Processes Impact Safety
Understanding How Thought Processes Impact Safety Welcome! Discussion: Agenda Increasing organizational awareness of workplace safety Risk to business when safety is not part of thought process 5 takeaways
Policy Professional Capability Standard
Policy Professional Capability Standard VERSION 1 5 th Feb 2014 USE OF THE IPAA POLICY PROFESSIONAL STANDARD IPAA POLICY PROFESSIONAL CAPABILITY STANDARD The Institute of Public Administration Australia
SRMM. SRMM: Stakeholder Relationship Management Maturity. Lynda Bourne DPM PMP Stakeholder Management Pty Ltd Australia.
SRMM: Stakeholder Relationship Management Maturity Lynda Bourne DPM PMP Stakeholder Management Pty Ltd Australia Session ADV06 SRMM What is SRMM? Why is it necessary? How is it used? Who can use it? Who
Employment Equity: UNB Employees Human Resources & Organizational Development (HROD)
1.0 Purpose 1.1 COMMITMENT: The University of New Brunswick is committed to the principle of employment equity. 1.2 FEDERAL CONTRACTORS PROGRAM: The University has a special commitment to help advance
LISTED PROGRAMMES. Breakfast Seminar. Workshops. The influence of emotional intelligence on a leader during transformation... 2
LISTED PROGRAMMES Breakfast Seminar The influence of emotional intelligence on a leader during transformation... 2 Workshops Managing Lecturers for Excellence in Teaching... 3 Leadership for Research and
APPENDIX 1 POSITION DESCRIPTION. Name Signature Date. Name Signature Date
APPENDIX 1 POSITION DESCRIPTION Employee: Manager: Position: Head of HR Australia and NZ (Career Progression Level 8) Location: Reports to: Purpose: Auckland, New Zealand General Manager Global People
Partnership Self-Assessment Tool (PSAT)
Partnership Self-Assessment Tool (PSAT) Every two years, OKN uses the PSAT to gather information from committee members. Developed by The Center for the Advancement of Collaborative Strategies in Health,
Strategic Planning Process Overview
The University of Mississippi UM 2020 Strategic Planning Process Overview Last Updated: November 15, 2010 Prepared by: Office of Strategic Planning PLANNING INTRODUCTION: UM 2020 2 UM 2020 Introduction
Improving Your Business Through Values
August 2008 Improving Your Business Through Values Creating a Competitive Advantage There are four critical issues preoccupying the boardrooms of both large and small companies around the world in the
IT Governance Framework. Western Illinois University. Revised May, 2017
IT Governance Framework Western Illinois University Revised May, 2017 Developed by: Subcommittee on IT Governance of the University Technology Advisory Group TABLE OF CONTENTS 2 BACKGROUND GOALS FRAMEWORK
Enterprise Risk Management Implementation Foundations and Reflections of a University Chief Risk Officer at the Five Year Milestone
Enterprise Risk Management Implementation Foundations and Reflections of a University Chief Risk Officer at the Five Year Milestone Tim Wiseman Assistant Vice Chancellor for Enterprise Risk Management
UTS POSITION DESCRIPTION UTS: SCIENCE
UTS POSITION DESCRIPTION UTS: SCIENCE Position Title Hub Project Manager Unit/Division or Faculty School of Mathematical and Physical Sciences, Faculty of Science Position Number Current HEW Level HEW
Human Resource Management
Paper: 1 Module: 5 Principal Investigator Co-Principal Investigator Paper Coordinator Content Writer Prof. S P Bansal Vice Chancellor Maharaja Agrasen University, Baddi Prof YoginderVerma Pro Vice Chancellor
Challenges faced when taking strategic decisions. Results of 2010 Global Survey. Executive Summary
Challenges faced when taking strategic decisions Results of 2010 Global Survey Executive Summary December 2010 Introduction In the third quarter of 2010, launched its second global survey to obtain a greater
Proposed Restructure of the Rockingham Campus
FOR INTERNAL DISTRIBUTION ONLY Proposed Restructure of the Rockingham Campus SECOND FORMAL CONSULTATION PAPER Contents 1. Introduction from the Chief Operating Officer... 3 2. Rockingham Library... 4 3.
Quality management/change management: two sides of the same coin?
University of Wollongong Research Online Deputy Vice-Chancellor (Academic) - Papers Deputy Vice-Chancellor (Academic) 2004 Quality management/change management: two sides of the same coin? Felicity McGregor
ACHSM MASTER HEALTH SERVICE MANAGEMENT COMPETENCY FRAMEWORK Draft Version 1.7
ACHSM MASTER HEALTH SERVICE MANAGEMENT COMPETENCY FRAMEWORK Draft Version 1.7 Introduction This version of the draft ACHSM Master Health Service Management Competency Framework has been developed by an
Intercultural Managment (EM054M2VA1A1)
Intercultural Managment (EM054M2VA1A1) Program PGE Module / ECTS / Path / Specialisation Module :Intercultural Managment : 5 ECTS. Visitants Discipline Law Year Semester Open for visitors A yes (5 ECTS)
SW 701 Foundation Field Practicum. Learning Contract Supplement: A Guide to Completing the Learning Contract
SW 701 Foundation Field Practicum Learning Contract Supplement: A Guide to Completing the Learning Contract Welcome to Practicum! Practicum is a time for blending classroom lecture and assignments to actual
Enhance Quality through Continuous Improvement
Strategic Focus Enhance Quality through Continuous Improvement Purpose of the Strategic Focus This strategic focus ensures on-going continuous improvement through a quality review process for all programs
Entrepreneurship: Building a Business
1 PROGRAM CONCENTRATION: Marketing, Sales & Service CAREER PATHWAY: Multiple marketing Pathways COURSE TITLE: Entrepreneurship: Building a Business PREREQUISITE: Marketing Principles is the foundational
Consumer, Carer and Community Participation and Engagement Policy
Consumer, Carer and Community Participation and Engagement Policy CONSUMER, CARER and COMMUNITY PARTICIPATION and ENGAGEMENT POLICY Version 1.1 February 2013 The National Call Centre Network Ltd trading
Centre for Microscopy, Characterisation and Analysis. Centre Director. Information for Candidates
Centre for Microscopy, Characterisation and Analysis Centre Director Information for Candidates Thank you for your interest in the position of Centre Director at The University of Western Australia (UWA).
Public Engagement with Research
University of Oxford Public Engagement with Research Strategic Plan 1.0 Preamble The purpose of this Plan is two-fold: 1.1 to frame an ambitious vision for Public Engagement with Research at Oxford; 1.2
2016 Employer Satisfaction Survey. National Report
2016 Employer Satisfaction Survey National Report APRIL 2017 Acknowledgements The QILT survey program, including the Employer Satisfaction Survey (ESS) is funded by the Australian Government Department
HIGHER EDUCATION DEPARTMENT MINISTRY OF HIGHER EDUCATION MALAYSIA
HIGHER EDUCATION DEPARTMENT MINISTRY OF HIGHER EDUCATION MALAYSIA KNOWLEDGE TRANSFER PROGRAMME KTP (Program Pemindahan Ilmu) KTP POLICY 2011 HIGHER EDUCATION DEPARTMENT MINISTRY OF HIGHER EDUCATION MALAYSIA
QUESTIONS NUMBER ONE (Total marks 20) NUMBER TWO (Total marks 20) NUMBER THREE
NUMBER ONE QUESTIONS The growth of telecommunications has made information a key organisational resource, which requires careful management. a. Give your definition of an Information System. (5 b. The
Common Languages Guide
Common Languages Guide The Common Languages Guide outlines a generally accepted glossary of terms and definitions widely used in the volunteering sector. Volunteering Australia, as the national peak body
POLICY. Descriptors : 1) Conduct 2) Behaviour 3) Ethics 4) Rules
POLICY Policy Title: Code of Conduct Descriptors : 1) Conduct 2) Behaviour 3) Ethics 4) Rules Category : Human Resources Intent Organisational Scope Definitions Policy Content References Contact Information
HR Excellence in Research Award TUoS Action Plan for continued implementation of the Concordat to Support the Career Development of Researchers
HR Excellence in Research Award TUoS Action Plan for continued implementation of the Concordat to Support the Career Development of Researchers This action plan has been created based on the pulling together
What are the implications for UNESCO of the proposed post-2015 EFA goals?
What are the implications for UNESCO of the proposed post-2015 EFA goals? May 2014 Policy Brief 12 Published by the UK National Commission for UNESCO May 2014 UK National Commission for UNESCO Secretariat
CFAM&LBA7 Promote equality of opportunity, diversity and inclusion
Overview This standard is about taking a lead in actively promoting equality of opportunity, diversity and inclusion in your organisation. This standard is relevant to managers and leaders with particular
DRAFT REPORT. Responses to the joint survey on New approaches to Capacity Development and Future priorities
DRAFT REPORT Responses to the joint survey on New approaches to Capacity Development and Future priorities . Background This survey, designed by PARIS2 in consultation with the High-level Group for Partnership,
Conflict of Interest Policy. Version Approved by Approval date Effective date Next full review. All persons subject to the UNSW Code of Conduct
Conflict of Interest Policy Version Approved by Approval date Effective date Next full review 1.3 Administrative update by the Director of Governance Policy Statement 8 August 2017 15 August 2017 April
Experiential Learning Portfolio for Business & Marketing Field Study
Experiential Learning Portfolio for 10104180 Business & Marketing Field Study Student Contact Information: Name: Student ID# Email: Phone: It is highly recommended that you speak with the Academic Dean
POLICY AND PROCEDURES ON SURVEY ADMINISTRATION UNC ESHELMAN SCHOOL OF PHARMACY
POLICY AND PROCEDURES ON SURVEY ADMINISTRATION UNC ESHELMAN SCHOOL OF PHARMACY THE IMPORTANCE OF SURVEYS Approved, December 20, 2012 A survey is a systematic method of collecting data from a population
Safeguarding Adults Case File Audit. Policy, Procedure and Practice
Safeguarding Adults Case File Audit Policy, Procedure and Practice 1 CONTENTS CONTENTS PAGE PARAGRAPH POLICY 4 1.0 Introduction Definitions Principles of Conducting Audits Recording Standards Aims and
STANDARD III: RESOURCES
STANDARD III: RESOURCES The institution effectively uses its human, physical, technology, and financial resources to achieve its mission and to improve academic quality and institutional effectiveness.