Professional Development

Learning & Development - Developing a culture of continuous development

The University of Portsmouth, is committed to providing a programme of good quality leadership, management and staff development to ensure that staff understand their role in delivering University ambitions, and have the skills that they need in order to be fully effective. This includes Continuous Professional Development (CPD). “CPD is the term used to describe the learning activities professionals engage in to develop and enhance their abilities. CPD combines different methodologies to learning, such as training workshops, conferences and events, e-learning programs, best practice techniques and ideas sharing, all focused for an individual to improve and have effective professional development".

Reviewing development activities is a key part of PDR. Both formal and informal development should be considered including experiential learning, coaching, feedback, networking etc. PDR is also an opportunity to ensure that all members of staff have undertaken core training relevant to their role. It is important for both Reviewee and Reviewer to reflect and discuss the impact of any development and explore how that has made a difference to their performance and the achievement of their objectives.

Planning and agreeing future development needs helps to ensure that individuals are better equipped to meet their objectives, it can enhance effectiveness and efficiency, which will, in turn, contribute to achieving local plans and the aims of the University. It can support and enable staff to progress in their roles and identify untapped potential. 

Reviewees and Reviewers need to be realistic in terms of professional development opportunities and make informed proposals in light of what is available, taking account of financial support and time. In addition, Reviewees should ensure that the professional development needs they have identified will support them in their ability to complete the next year’s objectives.

Staff development opportunities may include:

• • Mentoring, coaching, observation and peer review, evaluation or audit activities, training or inducting new staff;

  • Secondments, membership of a working group, job/task/role rotation, a new challenge or responsibility, committee work, shadowing;

  • Project work, organising events, consultation work, team activities;

  • Attending conferences, giving presentations, in-house discussions/seminars, representing the University in a wider context.