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Leadership for Administration And Support

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  1. Leadership for Administration And Support 1

  2. What is today about? • Institute Directors Update • Update on the Business Strategy and Services Directorate including information about “The Student Learner Journey” • Guest speaker - Adding value and staying relevant to our customers • Hear about/ discuss findings recent ADMINCAT survey and reflect on avenues for professional development

  3. Institute Director’s UpdateDavid Riordan • SI Utube

  4. Staff Capability of Administrative and Support staff • Examine findings recent capability / skills survey for admin and support staff ADMINCAT • Consider professional development of administrative and support staff at Sydney Institute

  5. Value of ADMINCAT survey • Using strengths in capability to create a point of difference for the Institute • Creating strategies for closing gaps in capability which are of highest priority to the Institute • Targeting Institute resources more effectively.

  6. Capability Survey Findings 2012(ADMINCAT) • Good sample size - 266 responses mostly permanent staff (72% permanent) • 40% Degree qualified • 70% female • 68% under 54 years of age – time left to invest

  7. Preferences for professional development • PD meets 62% of professional development requirements – similar to other Institutes • Respondents believe current skills meet 82% of job requirements • Timing most important factor affecting access to PD (5% prefer out of work timing) • 8% prefer online, 39% face to face

  8. General business 53% Computer general technology 55% Teams 63% Managing self 66% Communication & research 75%

  9. Where are we?

  10. Age 68% under 54 years of age Age Profile

  11. Communication and research

  12. 36% Managing Self 51% 62% 90% 92%

  13. General business

  14. High level is more than 70% • Can you adjust your individual approach to suit the cultural and business contexts of your clients and/or stakeholders? (86%) • Knowing internal and external clients? (90%) • Using questioning/listening to meet requests for information, to ensure the delivery of services, gather information about clients? (90%)

  15. Higher levels of capability • Identifying and assessing team performance? (85%) • Understanding written reports (90%) • Able to identify professional development needs related to daily work duties and career goals? (77%)

  16. Higher levels capability • Know your workplace responsibilities? (93%) • Are able to identify professional development needs related to daily work duties and your • career goals? (77%) • Recognise the individual strengths of team members? (79%)

  17. Thinking skills • 38% can use the thinking skill of understanding for at least 80% of the tasks requiring that skill • 13% can use the thinking skill of applying for at least 80% of the tasks requiring that skill • 14% can use the thinking skill of analysing for at least 80% of the tasks requiring that skill • 7% respondents can use the thinking skill of evaluating for at least 80% of the tasks

  18. Does the data reflect what you know? • What opportunities and challenges do these findings bring?

  19. Possibilities • 1.26 to 2.37

  20. Informal Avenues for Learning • As much as 80% of learning in an organisation is informal (Jcross) • What are your learning preferences? • Consider variety of ways we learn?

  21. Self-assessment

  22. Developing your “Individual Learning Plan” • What is an individual learning plan (ILP)? • When? • Who? • How?

  23. Considerations when developing your ILP • Strategies for learning – formal and informal • Organisational directions • Areas of strength areas for development • Your aspirations and goals • Your needs

  24. Newpermanent teacher - ILP

  25. http://www.youtube.com/watch?v=uUqKcSxioxg http://www.youtube.com/watch?v=_om3JLK_Zd0&feature=related

  26. Developing your learning plan • Know yourself • What are your learning goals? • How are you going to get there? • Track how your are going