Development A range of learning and development opportunities are delivered at a corporate level to support strategic capability objectives. People leaders need to be equipped with the skills to support the learning and development of others as identified and managed through MyPlan conversations. The model applied is the 70/20/10 development concept which suggests a notional blend of: 70% informal, on the job, experience based, stretch projects and practice 20% coaching, mentoring, developing through others (network) 10% formal learning interventions and structured courses. Table 11: Management and development initiatives Responsibility Responsibility Monitoring and – – Actions Timeframe Measure priority oversight implementation evaluation Develop and implement Priorities Manager ODTU Learning and June 2018 Research undertaken and Evaluation of an online system to 2, 3 and 4 Development system in place system completed capture the development Consultant yearly and and training needs of staff reported to Manager People identified in MyPlan. Executive Systems Recruit, appoint and Priorities 1 Manager ODTU Project Officer July, Recruitment completed Annual report to provide ongoing training and 4 equity and annually Executive Workshops delivered and development for diversity contact/grievance officers to assist in resolving EEO grievances. Review and amend the Priorities 1 Manager ODTU Project Officer Review Policy reviewed and Number of grievance policy as and 4 equity and June 2018, amended and promoted grievances Executive Directors necessary, promote the diversity promotion reported to policy to all employees. six monthly Executive annually Review and develop the Priorities 1 Manager ODTU Manager ODTU June 2018 Model and implementation As per staff engagement model. to 4 and PLAs plan developed and implementation Executive Directors communicated plan
Development A range of learning and development opportunities are delivered at a corporate level to support strategic capability objectives. People leaders need to be equipped with the skills to support the learning and development of others as identified and managed through MyPlan conversations. The model applied is the 70/20/10 development concept which suggests a notional blend of: 70% informal, on the job, experience based, stretch projects and practice 20% coaching, mentoring, developing through others (network) 10% formal learning interventions and structured courses. Table 11: Management and development initiatives Actions priority Responsibility – oversight Responsibility – implementation Timeframe Measure Monitoring and evaluation Develop and implement an online system to capture the development and training needs of staff identified in MyPlan. Priorities 2, 3 and 4 Manager ODTU Learning and Development Consultant Manager People Systems June 2018 Research undertaken and system in place Evaluation of system completed yearly and reported to Executive Recruit, appoint and provide ongoing training and development for contact/grievance officers to assist in resolving EEO grievances. Priorities 1 and 4 Manager ODTU Project Officer equity and diversity July, annually Recruitment completed Workshops delivered Annual report to Executive Review and amend the grievance policy as necessary, promote the policy to all employees. Priorities 1 and 4 Manager ODTU Executive Directors Project Officer equity and diversity Review June 2018, promotion six monthly Policy reviewed and amended and promoted Number of grievances reported to Executive annually Review and develop the staff engagement model. Priorities 1 to 4 Manager ODTU Executive Directors Manager ODTU and PLAs June 2018 Model and implementation plan developed and communicated As per implementation plan