Our staff are the key factor in our success and in order to achieve our strategic ambitions we need to build their capacity, capability and commitment to our goals.

Continuing to develop a performance-orientated culture is a priority over the next few years at both an individual and a team level. Encouraging, nurturing and rewarding development, progression and contribution are vital to engage and motivate our existing workforce, and to attract the brightest and the best staff. We need to develop the right environment in which people can grow - one that allows creativity, discovery and scholarship, and one in which managers are not afraid to make and follow through difficult decisions.

We need to continue to develop a culture which seeks and embraces change and continuous improvement in everything the University undertakes. Our staff should feel this is a fulfilling place to work and that they are empowered to be creative, challenge constructively, put forward new ideas and make decisions. Our policies and procedures need to enable and support the delivery of our strategic and operational objectives while being accessible, user-friendly and at the leading edge of best practice.

Our key objectives within the people strategy are to:

Develop and embed a performance orientated culture
Achieving our strategic vision will require high-performing individuals and teams. Staff will need to understand the standards and level of performance required from them. An effective performance and development review process will significantly contribute to achieving this objective alongside recognizing and rewarding real performance contribution. Emphasis will be placed on developing the coaching and mentoring capability of our leaders and managers supported by learning programs to encourage both individual and team development.

Improve the quality of leadership
and management
Managers at all levels of the University must have the capability to manage in and across structures and be able to embrace and undertake complex transformational change. Creating the leadership abilities to realize the potential of individuals and teams will be a key component of a revised University-wide learning and development strategy.

Motivate, engage and inform
our workforce
Engaging with our staff and understanding what matters to them is important in being able to motivate and inform them.

It will also help to provide the competitive advantage we require locally, nationally and internationally.

Attract the brightest and the best staff

In order to achieve our strategic ambitions it is essential that, as well as developing and rewarding our own high-performing and achieving staff, we are able to recruit the brightest and best staff both nationally and internationally.

Develop responsive, capable staff there are many challenges facing the University and in order to deliver our strategic goals we must develop staff to be competent and responsive to the changing demands and empowered to find solutions. Our revised learning and development strategy will align to the achievement of our strategic goals and continually growing and developing the capability of our staff and our teams.