Development in this context refers to:
- the improvement of knowledge, skills and abilities that are directly related to the achievement of the Performance Goals, and
- activities that build longer-term skills which contribute to current and future career opportunities.
Discussions around the Development Plan should address:
- required development activities where there are skills gaps
- anticipated needs of the organisation
- opportunities outside the current role
- the employee's strengths, talents and interests separate from the current position
- career planning for the staff member.
Development involves a much broader range of activities than just 'training.' Development activities can include the following:
|Secondments||Professional development programs (both internal and external)||Coaching|
|Relieving in different roles||Accredited training programs||Mentoring|
|Industry Placement||Group mentoring||Professional reading|
|Job rotation||Conferences||Professional development programs (both internal and external)|
|Project work||Professional networking||Accredited training programs|
|Job sharing||Self-paced learning modules|
Development plans must be mutually agreed and have regard for the staff member's level of appointment, workload and operational needs, as well as the resources available and equitable access to development opportunities.