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Professional Development Program (PDP) - Managerial Policy
Responsible officer: Vice-Chancellor and President
Designated officer: Director, Human Resources
Approving authority: Vice-Chancellor and President
Approval: C08/88, 14 October 2008
Last amended:
Effective starting date: 15 October 2008
Any policies replaced by this policy: Professional Development Program (PDP) Policy
Policy number: O7.
Related policies:
Due date for next review: 14 October 2013
Part A: Preliminary
1. Purpose of policy
The following policy is intended to define the purposes, characteristics and conditions of the University’s Professional Development Program (PDP).
2. Application of policy
This policy applies to all ongoing and fixed-term staff of the University.
3. Definitions
In this policy the following definitions apply:
PDP means Professional Development Program.
Part B: Policy
4. Purposes of PDP
PDP provides opportunities for staff to broaden their experience and further develop their scholarship, teaching and research skills and professional knowledge by working collaboratively and in a sustained manner with scholars, teachers, researchers and professionals outside the University of the Sunshine Coast (USC). Through PDP, staff are able to undertake a significant project that is not normally available through other means within the University.
From the University’s perspective, PDP is a means by which the performance and achievement of staff can be recognised and rewarded, a significant investment in staff and career development can be made, and strategic and productive partnerships can be developed. Also, the implementation and outcomes of PDP contribute to the achievement of the University’s, Faculty’s and Cost Centre’s strategic goals.
PDP is not a means by which staff are released from teaching in order to focus on research, study and other activities locally. Such release can be negotiated through Performance Planning and Review (PPR) processes and achieved through annual work allocation and workforce planning processes within the Faculty, School or work area.
5. Eligibility to apply
5.1. Full-time and fractional (0.5 fractional appointment and above) staff, both ongoing and fixed-term, with a minimum of three years’ continuous service with USC at the closing date for applications, are eligible to apply.
5.2 Staff are eligible to reapply for PDP after three years’ continuous service from the end of the last PDP.
6. Duration
The duration of PDP is normally between four (4) months and six (6) months.
7. Location of PDP
7.1. PDP must be undertaken in an organisation other than USC, ie. in another Australian or overseas university or in industry or in another relevant organisation. Fundamental characteristics of PDP are:
(a) working collaboratively and in a sustained manner with scholars, teachers, researchers or professionals outside USC; and
(b) broadening participants’ experience by enabling them to immerse themselves in an/other environment/s and organisational culture/s.
7.2 Applicants are encouraged to undertake PDP at partner universities.
8. Other leave
8.1. PDP is deemed to include the pro rata amount of annual leave due and to be inclusive of University holidays occurring during the leave. Public holidays declared for the location in which PDP is undertaken are deemed to be included in the PDP.
8.2 A staff member may take a greater amount of annual leave with the approval of their supervisor and Executive Dean/Cost Centre Manager (CCM) and on condition that reporting requirements can be met in a timely manner.
9. Approval of PDP
9.1 Recommendations to approve PDP are based on:
(a) the applicant’s performance and achievements;
(b) the quality and potential of the proposed Program;
(c) the degree to which the proposed Program furthers the strategic goals of the University and the Faculty/Cost Centre.
9.2 The Faculty/Cost Centre PDP Committees evaluate applications from eligible Faculty/Cost Centre staff and provide advice to the Executive Dean/CCM about whether or not an application should be endorsed.
9.2.1 Endorsed applications are forwarded by the Executive Dean/CCM to the University PDP Committee.
9.3 The University PDP Committee evaluates applications and makes recommendations to the Vice-Chancellor and President.
9.3.1 The Vice-Chancellor and President can approve or not approve any recommendation for approval from the University PDP Committee.
10. Conditions of approval
10.1 As a staff member of, and an ambassador for, the University, the staff member is obligated to adhere to all relevant State and Federal legislation, University statutes, regulations, policies and procedures, and the Code of Conduct, and those of the host institution, while undertaking PDP.
10.2 Approval is made on the condition that the staff member undertakes to resume full normal duties in the University on completion of the PDP and to continue in those duties for a period not less than the duration of the PDP.
10.2.1 If the staff member does not comply with this requirement, repayment of salary and allowances received during the PDP, or a proportion of them, are recouped by the University.
10.3 If for any reason the staff member needs to vary or amend the approved PDP, the Executive Dean/CCM is to be advised as soon as possible. Changes that affect the objectives, purpose, budget and/or outcomes must be approved by the Deputy Vice-Chancellor, via the Executive Dean/CCM.
10.4 Failure to abide by these conditions can result in cancellation of approval.
11. Reporting
11.1 Satisfactory reporting is a significant contractual component of PDP. Within one month of return, the staff member is required to provide the Executive Dean/CCM with:
(a) A statement of income and expenditure for the period of PDP (including the travel diary); and
(b) A report on the implementation and outcomes of the PDP.
11.2 A copy of the PDP report is also sent to the Director, Human Resources.
11.3 The staff member is also required to make a presentation to a relevant University community.
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