Staff Development SOP

To be read in conjunction with

Staff Development Policy

Approval Date
24 May 2010
Approved By
Chief Executive
Deputy Chief Executive: People, Culture and Safety

Underpinning this policy is the belief that development is an essential element of our quality management as well as the affirmation that development is integral to a person's professional life, and which the Polytechnic recognises through a substantial and continuous investment in staff development opportunities. These opportunities assist academic and general staff to keep up to date with developments in education, industry, and the professions; to enhance their skills as effective practitioners and to ensure they have the capabilities needed for the Polytechnic to achieve its strategic goals and objectives.


This policy is based on the principle of mutuality of benefit, contribution, and obligation from both Otago Polytechnic Limited and from the individual staff member, with regard to staff development. (Refer to Practice Note 1 for the Polytechnic’s goals for staff development.)



1.  Summary of Entitlements/Allocations (valid from 1 January 2010)









10 days


Up to $700




5 days


Up to $700


  • Financial allocations are GST inclusive, i.e., staff can spend up to the amount of their allocation on approved development activities. Spending must be allocated in the first instance to the cost (if any) of priority development as set out below.
  • Financial allocations are applied pro rata to proportional staff.
  • Time entitlements and financial allocations are only available if an agreed and current IDP is in place. IPPs must be revised at least annually.
  • Financial allocations may be increased at the discretion of the Formal Leader.


2           Financial Allocations

2.1         Personal Allocations

  • Up to $700 based on progress towards Otago Polytechnic Ltd staff development priorities. All Otago Polytechnic Ltd delivered development activities will be free to staff.
  • The IPP must address the Polytechnic’s priorities as follows, to a level of engagement which the Formal Leader considers satisfactory, taking into account past development activities and the recency of those activities:
  • Development identified as necessary for effective job performance. This includes responding to peer and learner/customer feedback and undertaking industry refresher leave where the staff member has not operated in an industry context for five years or more unless the staff member has formally declared their intent to retire within three years.
  • Compliance refresher training (as per policy) - fire, health and safety, harassment prevention.
  • Strategic staff development, as updated annually. (See Schedule 2 for current development priorities).


If all of the above are provided for, the staff member may submit their own work relevant development activities and be allocated up to $700 to support those activities.


If these priority areas are not addressed to a satisfactory level as agreed by the Formal leader, none of the $700 funding is available, although staff may still use their development time for any activities which are part of their IPP.


The annual IPP discussion must review progress from the previous plan and unsatisfactory progress will result in lower funding in the current year unless a satisfactory explanation is accepted.


2.2          College/Service Area Allocations

  • For College/Service Area group/team development, to meet College/Service Area priorities:  $300/FTE per annum*
  • To support individual development: $700/FTE per annum*


* The budget will be calculated on all budgeted FTE staffing, including independent contractors (but not consultants), permanent and temporary.



For all staff, the first development priority shall always be to develop in areas identified in performance reviews as needing improvement.


All staff

  • Digital literacy/computing capability as per Otago Polytechnic Limited requirements for each role
  • Capabilities to contribute to the implementation of the Maori Strategic Framework.
  • Capabilities to support Otago Polytechnic Limited’s sustainability initiatives. For academic staff this includes capabilities to facilitate learning with regard to education for sustainability.
  • Capabilities to deliver exceptional customer service.


Academic Staff

  • teaching qualification at Graduate Certificate or equivalent (Note 1)
  • capabilities to design and deliver courses in a blended learning mode, as appropriated to programme area, literacy and /or numeracy teaching skills (Note 2)


Note 1:  This is a requirement for all academic staff who do not have a recognised teaching qualification but may be waived for staff who have formally notified their intention to resign within three years. Staff who are pursuing higher qualifications as a requirement of their position may defer obtaining the qualification, but for a maximum deferral of three years.


Note 2:  This is a requirement of all academic staff who are teaching courses at levels 1 to 3, irrespective of the level of the programme. Professional development can be undertaken through the GCTLT module Embedding Literary and Numeracy and the embedding literacy and numeracy team in the School of Foundation Learning.