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My Development/My Career
By working together towards the same shared goals we can achieve great things, both for the University and our own personal development and career progression.
Your career aspirations and development goals are an important part of your working life at Edinburgh Napier and, as a University, we’re committed to supporting you achieve your developmental goals.
Some development goals can be completed in a year, like learning a new skill, whilst others, such as undertaking a professional qualification, may take longer.

Career aspirations
Your career is all about you and what your long term goals and aspirations are for the future. Simply put, it is all about the career path you want to follow, which could be:
·      Academic Appointment & Promotions Framework, or grade progression for support staff

·      a horizontal move to a different area, widening and expanding your skills and prospects

·     gaining more expertise or competency in the area you work in already and keeping up with changes in your area of work

Career aspirations tend to cover a period of three to five years, though this could be shorter or longer. Below are some Edinburgh Napier examples:
Academic specific

·     Achieve Associate Professor (Grade 7) by 2022 in Learning & Teaching

·     Further consolidate the Research pathway by supervision of post doctorate and doctoral students
 
Professional Services specific

·      Move up to the next grade in your department and become a team leader

·       A move from Human Resources to Student Futures or Catering to Logistics

·       Become fully trained in SQL and Database Management
 

Development aspirations
Your development aspirations will cover different areas of your working life at Edinburgh Napier:
·         Achieving your career aspirations

·         Achieving your performance objectives

·         Improving your values and professional behaviours

·         Improving your Leadership Behaviours

As with career objectives, development objectives may span a few months to a few years. Objectives may begin one year and end in another. We recommend that you choose up to three developmental areas per year.
Therefore, ongoing conversations with your line manager on progress and updates are important to ensure you are on track.

We want you to be the best you can be. To do this, we have opportunities to help you:
·         Build your professional expertise

·         Develop personal skills, knowledge and behaviours

·         Perform at your best and reach your potential

To help you identify these you can use the 70/20/10 Model.

70% (Informal, on-the-job)

        ·       Secondments

        ·       Deputising for your manager in meetings

        ·       Observing people who you believe are good at the skills you   ddddddd  want to develop – watch them and then try it out

        ·       Taking on new projects or assignments
 
20% (Development through others)

·         Asking for feedback from others

·         Mentoring or coaching

·         Job shadowing

·         Taking an active role in a professional institute body or association
 
10% (formal and structured)

·         Working towards a formal qualification

·         Attending a Learning Event

·         E-learning
 
Academic examples:

·    Ask for a mentor already at professor level, become a QAA reviewer and get involved in external review events

·    Ask for feedback from current doctoral students and invite some post-doctoral students to join your research team
 
Additional examples can be found here: Example Academic Development Objectives
 

Professional Services Staff examples:

·     A six month secondment to the Engage team to have hands on work experience

·   Request to be involved in database project work to have exposure to this line of work and do some online courses
 
Additional examples can be found here: Example All Staff Development Objectives
 
 
Prepare for your meeting
Guidelines for planning your annual meetings include:
·     Schedule a review meeting in September to ensure your developmental plan is aligned to your annual performance goals and that you are on track with your career goals

·     You can use your mid-year review in February as a formal way to revise your general process and provide an updates

·     Schedule a review meeting in March to revise your general process and provide an updates

·     We encourage you to have regular meetings with your Line Manager to ensure that you are having these conversations and receiving the support and direction you need

·     You can use your end of year review in July as a formal way to revise your general process and provide an updates if you did not do this at your mid-year in February
For additional support please consult the Preparing for your Development Meeting document.
 
Using the Online Form

Please consult the My Development My Career Systems Guide document to learn how to use the My Contribution system for My Development.
For your My Career section you will be asked to complete three questions to help you record and track your progress. Use the My Career Template with your line manager to discuss these in your meeting if you need to.
For your My Development section you will be asked to complete questions to help you record and track your progress. Use the My Development Template​ with your line manager to discuss these in your meeting if you need to.
 
Remember, the My Development/My Career form is for five years. One page reflects one year, and you are expected to have two to three developmental objectives per year.
 
 

 

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