Framework for Development in Learning and Teaching Sample Clauses

Framework for Development in Learning and Teaching. The Framework consists of a suite of modules/micro-credentials based on four sets of modules: Foundational Learning differentiated to the requirements of specific cohorts Real Time Learning that will deepen learning and support on-going recognition and good practice Discipline Led Learning designed and delivered in partnership with Faculties and Schools Leading Learning to support leadership in tertiary educational environments. a comprehensive and consultative review of student evaluation of units and teaching was undertaken in consultation with QUT staff and students, a desktop audit of other institutions in Australia and beyond, and the wider scholarship of learning and teaching. The aim is to develop new evidence-based evaluations of unit and teaching, a review of the associated reporting and improved governance of all surveys of student support services for implementation in 2020. Over the course of 2019, 300 staff members engaged with one or more of these schemes. Over the last three years, 71 staff members have graduated from GCAP and QUT now has 750 ▇▇▇ ▇▇▇▇▇▇▇ including 19 Principal Fellows, making QUT the largest community of Fellows outside the United Kingdom. Our leadership in professional development and the integration of the Professional Standards Framework has led to a wide range of new learning and teaching partnerships with Universities in China, Thailand, Taiwan and the United Kingdom. Over the last 12 months QUT has supported 14 institutions to develop professional learning and recognition pathways for their academic staff. During times of disruptive change, both within the employment market and in the ways that we live and learn, it is critical to encourage and enable innovation in learning, teaching and assessment and this has been pursued throughout 2019 through strategies such as: a university wide approach to Students as Partners, enabling students and staff to engage in collaborative partnerships with industry and community to transform curriculum investing in, supporting and rewarding innovation in learning and teaching, and building tolerance for failure as a necessary part of innovation through: Innovation flags which show on units in the Individual Unit Reports where the faculty has identified substantial innovation is being introduced or refined in the semester. These flags aim to encourage and recognise staff engaged in innovation and support review discussions. In 2019, 114 units were flagged for innovation in Semester One ...
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  • TRAINING AND EMPLOYEE DEVELOPMENT 9.1 The Employer and the Union recognize the value and benefit of education and training designed to enhance an employee’s ability to perform their job duties. Training and employee development opportunities will be provided to employees in accordance with Employer policies and available resources. 9.2 Attendance at employer-required training will be considered time worked. The Employer will make reasonable attempts to schedule employer-required training during an employee’s regular work shift. The Employer will pay the registration and associated travel costs in accordance with Article 23, Travel, for employer-required training.

  • DEVELOPMENT OR ASSISTANCE IN DEVELOPMENT OF SPECIFICATIONS REQUIREMENTS/ STATEMENTS OF WORK

  • Training and Professional Development 11.1 The Employer will develop and maintain an employee training and development plan and provide such plan to the Union upon request. Staff training is intended to provide an opportunity for classified staff employees for training sponsored by the University Training and Development and the UW Medical Centers Organizational Development and Training. Education/Professional Leave is intended to facilitate employee access to continuing education opportunities. Training and educational/professional leave may be used for the purpose of improving job performance, maintaining and increasing proficiency, preparing staff for greater responsibility, or increasing promotional opportunities within the framework of staff positions available at the University. 11.2 Any release time for training for employees accepted for such classes shall be in accordance with the Executive Order (currently No. 52) governing this matter. In the event that two or more employees request the same training period and supervision must limit the number of persons who may participate at one time due to work requirements, the selection will be made on a mutually agreeable basis within the department. 11.3 The training program is a proper subject for discussion by either departmental or University-wide Joint Union/Management Committees. 11.4 If the Employer requires an employee to receive training, reimbursement will be provided in accordance with the University travel rules. Employee attendance at Employer required training, either during or outside working hours, will be considered time worked and compensated in accordance with the provisions of this Agreement. 11.5 Employee attendance at training not required by the Employer and not covered by Executive Order 52, either on approved leave from or outside of working hours, will be voluntary and not considered time worked.

  • Learning and Development 8.1 The Ministry is committed to creating a people management environment where the focus is on enhancing capability and supporting our people to build successful and rewarding careers. 8.2 This will enable the Ministry to meet the needs and expectations of stakeholders and continuously improve the quality of the service it provides by ensuring we have the capability and capacity needed to meet the expectations of New Zealanders in delivering first class justice services. 8.3 The Ministry will value and prioritise development – promoting and supporting learning as a constant for everyone. Career and personal development will be a strong focus within the Ministry. 8.4 We will endeavour to ensure that every employee has access to a range of development opportunities that ensure they have the skills needed to perform effectively in their role, and to develop new skills for future roles. People will take responsibility for their own learning and development, and will have the support and tools to enable them to do this. 8.5 The Ministry recognises that our managers and team leaders are critical to our success. 8.6 We will ensure they have the skills necessary to be successful in their roles, and encourage and support them in continually developing their leadership and management skills. 8.7 We will work to clearly define management structures and career paths, and focus on ensuring we have the management and leadership capability necessary to lead us into the future. 8.8 We will work in partnership with our managers and team leaders to identify development opportunities that contribute to their success as a leader and supporting their career aspirations. 8.9 To achieve this, the Ministry will develop a comprehensive range of learning and development opportunities for managers and team leaders.

  • Curriculum Development This includes the analysis and coordination of textual materials; constant review of current literature in the field, some of which are selected for the college library collection, the preparation of selective, descriptive materials such as outlines and syllabi; conferring with other faculty and administration on curricular problems; and, the attendance and participation in inter and intra-college conferences and advisory committees.