Leaders Institute (LI) recognises the strategic importance of maintaining a high quality human resource and facilitates professional development support in association with the Staff Recruitment and Review Policy. This policy forms part of the overall strategic staff development plan and is additional to statutory training in EEO, WHS and information systems and equipment upgrades. The policy helps facilitate and check the implementation of the strategic objectives.
A grievance means a complaint from a staff member concerning treatment in a particular workplace that is inequitable or procedurally unfair; or a complaint that arises from perceived personal concerns relating to one or more work-related interpersonal relationships. If more than one staff member raises the same or substantially similar grievance(s), then each grievant will be managed separately.
· LI recognises the needs to provide LI staff with appropriate support, time and encouragement to undertake professional development and inductions.
· LI recognises that LI staff need to be provided with opportunities to develop knowledge, skills and capabilities that will ensure the achievement of strategic goals, contribute to the achievement of individual aspirations and achieve the required legislative and professional requirements.
· The HR Manager and the relevant delegated supervisors identify development needs primarily through planning, development and review.
· LI expects that staff will be proactive and take responsibility for their own professional development and strive to achieve their full potential.
ROLE AND RESPONSIBILITIES
The Institute recognises that responsibility for performance and development lies with an individual employee and their supervisor. The individual employee’s responsibilities are to:
· develop training and development goals that meets the Institute’s and individuals needs in consultation with their supervisor;
· assist with workplace training and development activities which may involve coaching others through on the job training.
The Program Director and supervisors are responsible for:
· discussing development needs with individual employees;
· influencing performance with coaching, mentoring and support;
· providing feedback on performance and potential for career development;
· identifying training and development needs through the performance review and development process.
All staff and students