To meet the requirements of the position, agreed objectives and to develop the staff member’s career, the staff member needs the right combination of competencies (knowledge, skill, attitudes or behaviour) and experience for current and possible future roles.
To ensure that UCT can identify, develop, manage and retain key staff, UCT has a pool of competent and qualified people to recruit from, and to ensure that UCT has succession plans in place for key positions, potential successors need to be identified and developed for possible future roles.
Development needs are identified through performance contracting, identifying critical positions and scarce skills and identifying career paths.
The Development Dialogue is used to:
- Discuss current qualifications and experience.
- Discuss UCT career aspirations.
- Discuss and document development needs to fulfil the current role, detailing the learning and development activities and interventions that are needed.
- Discuss and document development needs to fulfil possible future roles, or develop the staff member’s career, detailing the learning and development activities and interventions that are needed.
- Link development plans to departmental or faculty objectives.
- Considers whether the staff member holds a critical position or has a scarce skill, as this will influence development needed.
More information about Learning and Development for staff at UCT can be found at Learning & Development Overview.
Page last updated 21 April 2023