Refining the Hr Policy Framework to Support the Vision

pic exploitation rate Refining the HR constitution Frame head for the hills to Support the Vision December 2010 Table of Contents 1Introduction3 2Background3 2. 1The purlieu we lead be on the line of business(p) in3 2. 1. 1External factors3 2. 1. 2Internal decisions and factors4 2. 1. 3The HR insurance policy imperatives5 2. 2Where we are now5 2. 2. 1Our contemporary mental capacitying compose5 2. 2. 2Current movement7 2. 3The approaching8 2. 3. 1The goals of Growing Esteem 20108 2. 3. 2Supporting this vision by dint of a splendid HR Strategy9 3The refined HR policy modeling9 3. 1 hearing and Feedback10 Priority areas for crystallize10 4. 1 remedyment of the military operation build upment manakin11 4. 2Clarifying public presentation expectations12 4. 3Align charm military effect to work direction categories and link these to public presentation expectations13 4. 4Supporting betimes line of action cater15 4. 5 categorisation issues broad banding of master person faculty classifications16 5 early(a) policy issues17 5. 1Building tractability Classification issues17 5. 2Attracting and retaining gamyest tint rung17 5. 3Aligning carrying out Probation and stay17 5. Investing in ply Leadership and man maturatement tuition18 6 contiguous Steps18 6. 1G everyplacenance of the implementation reckon18 6. 2 purpose for areas of further work19 Appendix 1 Schematic diagram of the refined strategic HR insurance policy Framework20 Introduction We are entirely part of an institution with a proud record of cognizance and strikement. The University of Melbourne has a well deserved global reputation for question excellence and type of learner outcomes and we grow exhibit our electrical condenser to innovate and lead higher(prenominal)(prenominal) procreation nation eithery.Melbournes international standing and look into excrescence has enab guide us to line fine disciples and cater. We try out to lead by explor e, to educate for excellence and to connect and transmit through engagement. Substantial progress has been made towards achievement of our vision to be genius of the worlds finest universities and we depart necessity to continue to adapt and improve in pursuit of this vision.The Universitys strategy record Growing Esteem 2010, states For the University to realise the ambitions of a refined Growing Esteem strategy it take aims hatful who share the vision and privy achieve the actions ask. Over the coming days we need to ensure that our research and t separatelying reputation remain among the stovepipe in the world in the face of increase op amaze to adapt our approach, to some(prenominal) belief method and our familiar interactions with students to deport a greater proportion of graduate students and to commute our sources of revenue to foul our endeavour.It is in this context that we seek to articulate our HR strategies and refine our HR insurance policy Framewo rk so that we can support and civilise our supply to achieve the excellence in writ of execution that come throughs idiosyncratic satisfaction and embodiedly result maintain and grow Melbournes standing. This paper identifies the major strategic and policy issues which need to be make doed to position us for the future through a tad of the newfangled HR perplexity framework over the next three historic period. This paper extends a figure for action to guide HR policy give voicement over the next three years.From this framework, detailed policies and procedures go away be specified, and in that respect leave be opportunity for rung and new(prenominal) stakeholders to offer up further arousal to these as they are progressively demonstrable. These policies allow be implemented at the local take aim inside the University and therefore the support that go out be fork upd to our executive programs and managers who are responsible for the day to day interactio ns with our cater give be vital to their success in bringing about the required changes. Background 1 The surround we will be working inThe environment we will operate in over the next 5-10 years will change seriously and both external factors and the internal decisions made in our plans will violation on the provide profile we will need to prosper in the impertinent environment and the HR policies and procedures that we need to support our staff. 1 External factors Changes in the external environment provide us with challenges and opportunities. increase globalisation of the higher education domain will lead to stronger competition for the best students and staff.This competition for staff will include passkey staff, particularly specialists, who will alike be sought after in the wider economy. Strategies will need to be implemented to attract, develop and retain the best faculty memberian and master key staff who can plan, deliver and support an fantabulous learning experience for students, and excessively demonstrate innovation and a capacity to thrive in a changing environment. Technological change will also decipherable new avenues for both education and research and the way in which work is performed in general and dish out networking.The change magnitude pace of knowledge acquisition will require review of the range of set forthation taught in courses and in the way it is delivered. On the research side, funding models and the interest of governments in finding solutions to major mixer problems drives greater collaboration both in the tuition of cross functional teams in spite of appearance the University and also in increased engagement with other universities, other research bodies and industry.The national higher education policy environment is placing much emphasis on nation- make through gain in graduate outputs, job readiness of graduates, social inclusion, funding for achievement, and international standardisation of a ward linguistic military operation and content. on that point is also greater emphasis on engagement of universities with their broader communities. All of these factors and the funding regimes which support the national policy decisions are nidussed on return, which is at odds with our chosen direction to recoil growth in student add up.The local policy framework is also influenced by continuing fluctuation in the global financial environment. The international education troupe IDP Education is now predicting a considerable decline in international student rounds coming to Australia in the medium endpoint which will regard on the Universitys capacity to fill in lost local revenue from this source. The ageing academic and original staff profile across the sector and within the University more specifically means that we will have to attract, develop and retain high quality staff to sub staff lost through natural attrition. Internal decisions and factors Melbourne has taken the decision to limit growth and to eventually reduce student minutes to a more stable and manageable surface in order to provide the highest quality education to our students. Consequently we will need to build other revenue streams and to find ways of doing things more efficiently. We will need to be both flexible and entrepreneurial and be able to engage well with the external community. Over this time we will also significantly change our student profile, from the current ratio of 7030 undergraduate to postgraduate students to achieve a 5050 balance.It will be challenging to attract high quality postgraduate students in these human actions. This more mature student population will be more demanding and will have high expectations of teaching and support and of their interactions with our administrative staff. Their assessment of the quality of the teaching they receive, their boilers suit satisfaction with their experience and their capacity to get good jobs will impac t on our rankings both nationally and internationally against our competitors. The HR policy imperatives This likely future environment highlights the need to consider how together we can increase the pore on cognitive process and productivity and ensure that each staff member achieves their goals and contributes to the University in the way best suited to their strengths and expertise. This will require a strong rangement betwixt individual goals and performance and the Universitys purposes and a different approach to developing and managing performance.These changes must be introduced in ways which protect and preserve the profound values of the institution, such as meritocracy, collegiality and academic freedom. 2 Where we are now 1 Our current staffing profile Melbournes permanent staff number in excess of seven thousand, divided almost every bit amongst academic and professional staff and is supported by over two and a half thousand additional day-after-day staff. Ou r academic and professional staff include many talented, committed and long-serving people.It is our staff, their interactions with each other, with students and with local, national and international communities that establish and define our reputation and position in the global higher education sector. staff are utilize in positions classified according to the current academic and professional staff classification structures, specified in the Universitys Collective symmetricalness. In addition to our paid staff, a tumescent number of honorary and visiting academic staff contribute to the life and scholarship of the University.Our current staffing profile has the following characteristics We have a large number of early calling academics, with approximately 60% of the Universitys academic staff employed at directs A and B These early career academics are predominantly employed on fixed term contracts. This position changes with seniority, with the majority of academic staf f at take C and above employed on a continuing basis In contrast, most professional staff are employed on a continuing basis, with 55% of professional staff employed at HEW trains 5 to 7Figure 1 Current distribution of Academic faculty by Classification (headcount, excluding casuals) pic % Staff Fixed term Figure 2 Distribution of Fixed term and Continuing Professional Staff by Level A. Classification (headcount) 96. pic Level B. 71. 8 Level C. 42. Level D. 25. 3 Level E. 27. 9 The growth in the Universitys staff numbers from 2005 to 2008 has largely been the takings of an increase in casual staff numbers. Over 10 % of the Universitys academic work was performed by casual staff in 2009.Casual tutors are responsible for a significant portion of teaching into new generation degrees. The ratio of professional to academic staff has remained relatively steady since 2007 and is below the mediocre for Australian universities and the roo t of Eight. This is largely beca usage of the way the University classifies Level A and B research support staff as academic quite an than professional staff unlike many other universities. virtually a trio of both professional staff and academic staff are over 50 years of age Figure 3 Age distribution of academic and professional staff pic Academic Staff by aim pic Professional Staff by level Approximately 55% of Melbourne academics are male Women manipulate about up the majority of academic staff at Level A, but by senior levels the position is reversed. Although Melbourne performs better than the sector average in terms of the percentage of women at Levels D and E and at HEW10, women remain underrepresented at PVC and DVC levels as well as amongst membership of the precedential Executive more generally.The discriminate servant of performance relative to opportunity for staff with significant external responsibilities, non-traditional career paths, or less than full-ti me working hours remains an ongoing challenge A higher proportion of our feminine staff is employed on a part-time basis than the sector average In 2008 and 2009 over half of all professional staff positions have also been filled internally while 56% of self-initiated departures from the University in 2009 from this group were from staff with less than 3 years service.The corresponding percentage for academic staff for self-initiated early departure is 51%. This suggests a turnover of newer staff to the University and is a concern if these staff are of high quality and macrocosm attracted by better offers from other employers. Level A academic staff and professional staff at HEW levels 3-5 are over-represented in these departure statistics suggesting a need to provide better opportunities and support for good early career academics and professional staff and Staffing costs per FTE are increasing at a faster rate than student dilute.Until recently this has been compensated for by revenue growth but as the environmental scan above shows, this whitethorn not be possible in the future. 2 Current performance Melbourne is well ranked in international rankings and we improved our position in the most recent round of the Shanghai Jiao Tong and clock Higher Education Rankings. In the Jiao Tong rankings Melbourne was ranked 62nd in the world, the second Australian institution after ANU at 59th. This ranking system uses weighted gain associated with alumni, awards, citations, and publications.Melbourne scores better than ANU in the alumni and awards categories but has lower scores in each of the research categories. In the Times Higher Education rankings Melbourne is ranked jump of the Australian institutions, at 36th in the world listing. A new methodology was used in 2010 for this ranking found on teaching (the learning environment), international mix (staff and student ratios), industry income, research volume, income and reputation, and citation impact. The quality of teaching within the University is vital to our students educational outcomes. season the Times Higher Education teaching scores for Melbourne are higher than our national competitors we have about way to go to reach the level of our international benchmarking partners. The CEQ good teaching scale also indicates path for improvement. temporary hookup these rankings vary and are not absolute indicators of teaching performance, it is wrap up that teaching performance has a significant impact on the level of satisfaction of our students. Improvement in our overall teaching performance will contribute to a more positive learning environment for our students.Nationally in 2008 and 2009 Melbourne was ranked first in the country for research income and publications however, if these measures were viewed per capita (across the total number of research and teaching and research staff), then our jumper lead position would not be maintained. We also performed well in nearly all discipline categories in the first trial ERA outcomes gaining scores of 4 or 5 in nearly all discipline categories. Our research performance has a significant impact on our rankings and on our ability to attract research income and quality staff and students.While we should be justifiably proud of that performance it will be more difficult to maintain this position in the future due to likely improvements in the performance of our competitors. We could climb our position in the international rankings and maintain our premier position nationally if there was improved average performance in winning grants and publishing across a broader spectrum of the academic staff complement. 3 The future 1 The goals of Growing Esteem 2010Melbourne has articulated the outcomes we wish to achieve by 2015 in Growing Esteem 2010, including that Melbourne will have an academic workforce sustainable in number and quality and outstanding in its achievement Melbourne will be trespass ranked in all ke y national indicators of research excellence and impact Melbourne will be top ranked in relation to research higher degree figurement and outcomes Through key partnerships we will have maximised the global impact of our research Melbourne will be ranked in the top five against all national learning and teaching and student satisfaction indicators Melbourne will be providing the best graduate experience in the country according to appropriate national indicators Staff will feel able to contribute broadly to our vision of interaction with wider nine through knowledge partnership, advancement and international activities and Melbourne will have talented, diverse staff who share a common vision and whose skills and knowledge equip them to achieve the Universitys goal of being one of the best international universities in the world.As has been shown Melbourne is currently well placed in relation to some of these measures of performance, but granted the increasingly competitive a nd global higher education environment, to maintain or improve this position will require improvements in leadership and counseling and to performance management and development, recognition of the diversity of professional and academic roles, greater recognition of the bowel movements of our staff and innovative approaches to retaining, and nurturing the best teachers and researchers and flexible and innovative professional staff. Specifically, amongst other things, we need to Emphasise research excellence not just research activity and improve he overall consistency of research performance and the number of high citation researchers who count among the worlds top 250 in their fields Understand, pay and promote research excellence and creativity, provide career development opportunities and mentoring and develop a research recruitment and retention strategy Improve the consistency of the quality of teaching and the student experience across the University while leting for i ncreased specialisation of academic staff in this area and, abet engagement activities as an equal partner to research and learning and teaching. 2 Supporting this vision through a refined HR Strategy To flourish in this environment and achieve these ambitious outcomes we will need to more actively manage our staff profile over the next five years through a refined HR Strategy. Our HR strategy must enable us to achieve the level of performance necessary if we are to be one of the worlds finest universities. We will need to Develop our existing staff Commit resources to attract and retain staff of the highest quality Put in place appropriate succession planning Provide classification structures which recognise diverse career paths and allow specialisation by both academic and professional staff Nurture early career academic and professional staff and provide them with clear career paths in the university Address the issues relating to the casualisation of our staff complement and the increasing proportion of fixed term staff, while retaining flexible working arrangements Recognise and develop the partnership among academic and professional staff and build the ability of staff to work seamlessly with colleagues from other disciplines and institutions Develop and recruit change-adept and flexible academic and professional staff Enhance the support provided for the core activities of the University by improving performance of the central enabling divisions through professional development and performance review Develop and improve systems which final payment and recognise excellent performance in learning and teaching, research, engagement and leadership and in professionals disciplines and Continue to hike up diversity and address issues relating to the participation of women, particularly at higher levels of the University. These actions will need to occur in the context of managing staffing and non-salary costs. The current HR insurance policy Fr amework needs to be refined to align with this revise HR Strategy to allow greater flexibility in the way work is organised and to support the development and performance of high achieving staff. The refined HR policy framework The refined HR insurance policy Framework which addresses this strategy links the following components (and is shown schematically in Appendix 1) The strategy presented in incision 2. 3. 2 The necessary organisational and individual capabilities to underpin the achievement of this strategy a commitment to excellence flexibility and a willingness to collaborate and cooperate with internal and external partners (these capabilities were well supported by staff during book of facts) large HR reduce areas these are the areas where our HR actions will be rivetsed to assist in building performance and include building flexibility attracting and retaining the highest quality staff aligning performance with the Universitys objectives and investment funds in s taff The specific high introductoryity HR implements which will have most impact on the achievement of the Universitys strategy and the development of the people required for the future and Enablers that will support domesticate. The enablers to support reform include improved HR support, including the provision of accurate, timely and high level advice for our managers and supervisors, to assist them in working with our staff to continue to build capability and best direct efforts towards our goal of being one of the worlds finest universities. 1 Consultation and Feedback A range of stakeholders were consulted about the refinement of the current HR form _or_ system of government Framework through a number of forums, including the 2010 Heads and Deans Conference Senior Executive individual and group consultations with Deans, Deputy Vice-Chancellors, Pro Vice-Chancellors, senior administrative staff and members of the HR Professional Practice playing area Academic Board th e 2010 Planning and Budget Conference (PBC) facilitated pore groups of staff randomly selected from across the University and, a quaternary week consultation period during which staff and unions could review the proposed Framework and provide anonymous feedback. Approximately 200 staff provided feedback via an online survey, which included the capacity to make free text comment. Approximately 60% of responses have were from Professional staff.Respondents represented all levels of the University, all budget divisions and included continuing, fixed term and casual staff. Staff were generally supportive of the HR framework. While there were some differences of opinion expressed, on the whole there was sound endorsement of the priorities that are set out in the following section. Priority areas for reform A number of priority areas for reform are outlined in the following sections. Although they form an integrated set of actions, the first are those considered by stakeholders to be of highest initial priority in contributing to individual and collective performance. The immediate focus of reform will be 1. improvement of the performance development framework 2. larification of performance expectations 3. alignment of academic work activity to work focus categories and linking these to performance expectations 4. support for early career staff and, 5. professional staff classification structures. As these areas are the highest initial priorities for reform, this paper canvasses them in more detail. Other policy issues, including leadership and management strategy, which will also be integral to the refined HR constitution Framework are identified later in this paper. As specific policies are developed relating to each of these proposals there will be additional opportunity for consultation with staff.This consultation will be undertaken in compliance with standard processes for consulting with staff and unions over changes to HR policy and/or, the specific requirements of Schedule 6 of the Agreement which contemplates reviews of the i. proceeding Development Framework and, ii. the academic and professional staff classification structures. The consultation required under Schedule 6 of the Agreement will be conducted by a Working company comprised of four representatives of each of the University and the NTEU in union with agreed processes for consultation and negotiation. The review process and outcomes will be implemented no later than 30 June 2011.The priority areas that received most support from staff during consultation were support for early career staff leadership and management development clarifying individual performance expectations, and improved HR support. Unless otherwise identified, the proposals discussed are pertinent to both professional and academic staff members, though some have specific relevance to one or other category of staff. 1 Improvement of the performance development framework The current PDF syst em is similar to those used in many other universities. Its application across the University is widespread and the incidence of participation is monitored. legal performance management of staff allows the University to set clear objectives against which to develop and reward good performers and to identify, support and manage under-performing staff. Sound performance management of both academic and professional staff is central to the University being able to achieve the objectives and the ranking targets it has set in Growing Esteem 2010 as documented in section 2. 3. 1. Sound performance management has particular returns for staff where it enables development needs to be clearly identified and addressed. Key policy issues relating to staff performance management in the University include the nature of the performance management system and, its mental pictureive application and use as a development tool. To improve the performance development framework we will align performanc e, confirmation and promotion outcomes for academic staff so that they represent stages in a performance continuum rather than spaced events align position descriptions, probationary criteria and objectives specified through the PDF for professional staff develop a flowing and simpler performance management system set performance objectives and requirements which are tailored to the work required of the staff member and include consideration of performance relative to opportunity issues rate performance against the different aspects of a staff members job rather than just one general rating replace current performance assessment rating descriptors to mull the relative achievement of performance expectations (e. g. he commensurate rating would become has met performance objectives) better align the PDF with tune plans and with departmental and University goals develop more objective performance measures and greater capacity to distinguish between levels of performance pro vide a higher level of HR support to provide managers and supervisors with the skills to develop staff and address performance issues ensure that we take a fair, firm, timely and more consistent approach to treatment of underperformance consider requiring Budget Divisions to establish a venire to benchmark and moderate for consistency and fairness of performance management across the Division1 and, provide a framework in which faculties and other budget divisions can develop performance management schemes specific to their area. Additionally, for academic staff we will recognise individual strengths of academic staff in the core areas of teaching, research and engagement and honour staff for excellence in those areas introduce appropriate descriptors for academic staff work functions or focus areas and align staff actual effort with these work functions. Aspects of this reform will be undertaken in treaty with the review process outlined at Schedule 6 of the University of Me lbourne Collective Agreement 2010. Other aspects will be subject to the standard processes for consulting with staff and unions over changes to HR policy. 2 Clarifying performance expectations distinct performance expectations are essential to guide staff effort and allow staff to understand how their work contributes to the strategies and goals of the University.They also support the quality, consistency and improvement of performance and allow for self-monitoring which contributes to job satisfaction. To clarify performance expectations we will Develop general performance expectations for academic and professional staff (e. g. The Melbourne Academic, The Melbourne Professional). These contestations will specify in general terms the Universitys expectations of each group and its staff as a whole (including broad behavioral expectations) Remove the University-wide definition of research activity and replacing this with faculty or discipline specific definitions aim clear and measurable performance standards for teaching, research, ngagement and leadership on a Faculty basis to guide performance against which individuals can be assessed Over time establish common performance standards for professional job families (eg finance, IT, marketing, HR, brass etc) and Align individual objectives with specific goals for the relevant budget division. This reform will be undertaken in accordance with the standard processes for consulting with staff and unions over changes to HR policy. 3 Align work activity to work focus categories and link these to performance expectations Academic work at the University is varied, has diversified and will continue to do so. While the majority of staff combine teaching with research and an engagement component, there are staff who focus solely on research and others who predominantly teach.The academic staff complement includes clinicians and specialist curriculum developers, others who focus on engagement with the wider commun ity or on the provision of specialist services and others who have management roles. Despite the general expectation for Melbourne academics, some of these roles may not have a requirement or an expectation for a research component. There is recognition of the diverse nature of academic work in both our promotion criteria and the Minimum Standards for Academic Levels (MSALs)2 which provide for academics to contribute to research and/or scholarship and/or teaching (that is to focus on one or more aspects of an academic career). Nonetheless, our research focus, although central to the University, may not allow sufficient recognition of academics with strengths outside this area.An alternative approach is to recognise that not all academics for various reasons are equally involved with teaching and research or are required to create similar research outputs and that it can be difficult for academics to manage the competing priorities of teaching, research, community engagement and adm inistrative duties. While recognising that most will continue to combine teaching with research and will meet expectations in both areas, within a single academic classification, staff with a primary focus on teaching or -activities other than research should be appropriately recognised in terms of this primary focus and associated outputs. The University has recognised in its objectives and targets that the quality of teaching is vital to our aspiration to offer an outstanding educational experience.This can partly be achieved by providing a strong career path for those staff who have an excellent record in teaching, or who have demonstrated the capacity to develop this and who are less concentrate on a research career. principle specialist roles have already been created at a number of leading Australian universities to recognise excellence in teaching. The teaching specialist roles require the staff members institute to them to make a substantial contribution to learning and t eaching, educational design and delivery, and educational leadership. Such roles reflect high performance in teaching and are not created to support and manage staff who are not performing at an appropriate level.During consultation, it was proposed that academic staff within the University should have the capacity to be appointed to positions with a focus on teaching or academic support/leadership based on the excellence of their performance in these areas. This proposition received broad support. Staff who are, or who have demonstrated the capacity to become excellent teachers and who have made a practice of innovation and scholarship in teaching in their discipline could accept an offer to take up a teaching-focused role. Other staff who have academic roles, with no specific requirement for research, could accept an offer to take up an other specialist role.For example, staff who undertake management roles outside a particular faculty and who are employed to pursue a particular m ission for the University (such as the DVC and PVC positions) would be considered part of this focus area. Academic staff within the University will therefore be identified as belonging to one of the following work focus categories based on the requirements of their role and subject to meeting any relevant requirements for the focus category Research-focussed Teaching and Research Teaching specialist Other specialist. Appropriately for a research led institution such as Melbourne, the majority of academic staff would remain within their current teaching and research or research focused categories, with performance expectations appropriate to the relevant category and faculty or discipline.Such reform allows for the retention of a single academic classification structure, along with its ranks, levels and salaries, but provides greater recognition of the diversity of work undertaken by individuals within that classification structure. The capacity to move between work focus catego ries over the course of an academic career is provided for, to allow for broad and flexible careers. Movement between the groups will take into account individual performance and development needs as determined through the performance development system. Teaching and other specialist roles may be offered after joint consideration of the interests, qualifications and capacity of the staff member and the specific needs of the Department, School or Faculty.At present the University has a number of staff classified as Level A and B academic staff who are categorized as Research Only staff but who are keep the research endeavour rather than undertaking original research. In most other universities this group is generally classified as professional staff rather than academic. A change in classification for a number of these staff will ensure more consistent reporting between the University of Melbourne and its competitors. As previously discussed, work will also be considered at a later date around further development of the job family categories for professional staff, with appropriate expectations being developed by level and job family. To better recognise the diversity of academic work we will introduce a new academic work focus category of Teaching Specialist to complement the existing categories of Teaching & Research, Research Focussed and Other specialists identify academic staff within the University by work focus category develop and apply performance expectations appropriate to the relevant category and faculty and discipline We will also further develop the job family categories for professional staff. This reform will be subject to the standard processes for consulting with staff and unions over changes to HR policy. 4 Supporting early career staff We need to support the development of our early career professional and academic staff, to provide a positive occupation experience and assist them in becoming productive members of staff. Graduate adit level for professional staff is most commonly at HEW5 level, and mentoring and other professional development is important at this stage. We need to be able to provide career paths for the development of specialist expertise.This emphasises the need for a sound performance development computer program which clarifies objectives and identifies career needs. While, when taken together, growth in fixed term and continuing academic and professional staff in recent years has been relatively modest, the percentage growth in casual staff from 2007 to 2009 is more than double this figure. The key issues for casual early career academic staff are the difficulty in establishing an academic career when there is limited certainty of avocation and the concentration of casual staff at lower levels of the academic classification structures and into particular areas, notably teaching into New contemporaries Degrees.The New Generation Degrees will account for approximately half our coursework st udent load and their success will be critically important to the future success of the Growing Esteem strategy. The quality of the teaching of undergraduate students is important to, student engagement and outcomes. alter certainty of employment for excellent staff teaching into the New Generation Degrees should be considered. Pathways for research higher degree students into an academic career also need to be improved, particularly given the need for renewal of the academic workforce. We need to recognise that casual and sessional staff, as well as research students, make a significant contribution to University teaching effort and that early career academics in general require support. To better support early career staff we will address the barriers to employing early career staff on more secure forms of employment improve access to and quality of professional development and mentoring programs for early career staff, particularly in relation to supporting early career staff de velop capabilities in relation to teaching (where relevant) employ research students as a preference for casual and sessional roles seek agreement to create a new form of employment which provides greater employment security for early career staff and, support budget divisions to increase the number of wee Career Development Fellowships. 3 The approach of the proposed academic work focus categories will also provide clearer career paths for early career academics. A teaching-specialist academic category would better facilitate the appointment of teaching-specialists as course coordinators (on other than on a casual basis) to support the teaching of large New Generation Degree subjects. This reform will be subject to the standard processes for consulting with staff and unions over changes to HR policy. Classification issues broad banding of professional staff classifications Broad banding professional staff classification categories will improve career pathways, provide greater flexibility in staffing and aid retention of good staff. There are currently 10 classification levels for professional staff. Staff can progress to a higher classification by applying for another job which is graded at the higher level or by applying for reclassification where higher level duties are required by the work area. These options may not be for sale within all work areas and so high performing professional staff may seek employment elsewhere, including outside the University.In order to rationalise the large number of classification categories for professional staff and to provide better career pathways it is proposed that a new professional staff classification structure be introduced consisting of four broad bands reflecting the level of responsibility and specialisation of professional positions in the University. New Broad Band cause Classification Number of Pay Points within the band 4 HEW Level 10 A 10E 3 3 HEW Level 8 Level 10 Base 9 2 HEW Level 5 7 9 1 HE W Level 1 4 9 In order to improve the classification structure for professional staff we will reform the structure to provide for a number of broad bands within which movement would be based on performance reduce the number of pay points within each band in most cases with the effect of increasing the salary differential between each pay point and make movement between pay points more meaningful develop clear performance standards for each broad band align position descriptions with each level of the system require movement between bands to be based on assessment of an application for a position in the higher band and introduce soft barriers within the bands that staff would have to satisfy in order to progress.This reform will be undertaken in accordance with the review process outlined at Schedule 6 of the University of Melbourne Collective Agreement 2010. Other policy issues There are also other policy issues which will be included in the rewrite HR Policy Framework and a re important to assist our current staff to achieve their potentiality and to help the University remain attractive to prospective staff. They will be the subject of further consultation and development through appropriate working groups. The issues identified below are grouped into the key focus areas of the Policy Framework shown in Appendix 1. 1 Building flexibility Classification issues Policy action quantify Introduce additional performance based salary points at the top of current academic and professional classification levels2011 Aid attraction and retention and strengthen the link between reward and performance for level E staff, possibly by 2011 providing additional salary steps at this level Explore introduction of a single salary spine for academic and professional staff 2012 Revise academic spoken language 2012 2 Attracting and retaining highest quality staff Policy action Timing Review and determine new reward and recognition policies , including imple menting a reward for performance structure to 2011 recognise, reward and retain high performing staff Review and revise the staff equity and diversity strategies and action plans 2011 Improve Workforce Planning and develop succession plans 2011 Review and determine new recruitment procedures to attract good staff 2011 Talent management program 2011 3 Aligning performance Probation and confirmation Policy action Timing Improve linkages between promotion, confirmation/probation and the PDF process 2011 4 Investing in staff Leadership and management development Effective leadership has a strong impact on staff satisfaction and is vitally important to the achievement of our goals.To ensure that we have effective leadership and management from our senior staff, we need to clarify expectations of our leaders and managers develop a broader skill set amongst staff to manage complex people matters provide a business skills set to our managers including business planning and budgeting incorporate greater levels of mentoring and coaching by peers foster an open horticulture that embraces and supports change and diversity provide more specialised development for professional roles and deliver development programs other than so that skills more easily translate into the workplace. Future policy issues for consideration are listed below. Policy action Timing Develop a Leadership and Management Development Strategy 2011 Involving A clear statement of the nature of leadership and management capabilities Formal coaching and mentoring Processes for identification of high potential talent and speed up development plans for high performers Quality standards for development program design and delivery and, Dedicated resourcing and funding to address any identified skills gap. Develop and gain agreement to a behavioural competency statement 2011 Next Steps 1 Governance of the implementation project The further refinement of the revised HR P olicy Framework will be overseen by a Steering Committee jointly chaired by the Provost and the Senior Vice-Principal. There will also be a number of related work streams each led by a project owner within HR Chancellery and coordinated by a project director, reporting to the Executive Director, HR. These work streams will draw on expertise across the University from faculties and professional practice areas. Specific reference groups mentioned above have also been established to rovide a forum for the further development and testing of policy and procedural initiatives and implementation plans. The Academic Reference group will specifically inform work around the introduction of academic work focus categories within the academic classification system, associated changes to the Performance Development Framework and measures to support early career academics. A Professional Staff Reference Group will similarly inform work on broad-banding the professional staff classification structu re as well as the associated changes to the Performance Development Framework and other key matters for professional staff. 2 Plan for areas of further work The following is a broad action plan for the refined HR Policy Framework. Timing Policy initiatives to be end By June 2011 Leadership and Management strategy and revised program development Negotiation completed with NTEU and staff about proposed changes to PDF and classification structures canvassed above Additional support in place for managers in managing performance By Dec 2011 Establishment of links between promotion, confirmation/probation and the PDF process Leadership and Management strategy and programs finalised Behavioural competency statement developed (with initial emphasis on Leadership and Management competencies) Broad banding of professional staff classification structure (subject to negotiation with NTEU) Improved Workforce Planning and succession plans in place Career paths Program fo r support of early career academics (including casuals) developed Review of transfer and secondment policies Career paths identified within professional staff job families Review of reward and recognition policies complete Talent management program developed 2012 Review of recruitment practices complete Competencies incorporated into HR processes such as performance management, recruitment and selection and learning pathways Consultation on possible changes to academic classification structure (for example, varying number of increment points overlapping bands) prior to negotiation of the next Collective Agreement Consultation on possible revision of academic nomenclature Employer brand developed to promote employment with the University Revision of Staff Equity and Diversity strategy completed Appendix 1 Schematic diagram of the refined strategic HR Policy Framework pic 1 The supervisor is responsible for performance management practices, however, it is e nvisaged that the panel is responsible for the higher level consistent implementation of performance management. Some faculties have moved to implement such practices already. 2 MSALs form part of theUniversitys Collective Agreement 3 Early Career Development Fellowships are a new category of fixed-term employment introduced through the new Collective Agreement. The University must advertise at least 28 such Fellowships before 30 June 2012. Early Career Development Fellowships were designed to provide a more secure form of employment for Level A and B staff who are predominantly employed on a casual or fixed-term basis. These Fellowships will include a structured development program providing training, supervision and appropriate career and professional development opportunities to enable early career academics to establish an academic career.