1. University of Western Australia Mobility Programme

2. Mobility Officer Role  The role of the Mobility Officer is to: Develop and coordinate processes relating to mobility and movement of staff for: Develop and coordinate processes relating to mobility and movement of staff for: Career developmentCareer development RedeploymentRedeployment RedundancyRedundancy RehabilitationRehabilitation Assess individual needs and identify appropriate placements on a case management basis. Assess individual needs and identify appropriate placements on a case management basis. Facilitate the movement of staff by working in liaison with other areas in Human Resources, faculties, schools and other work areas throughout the university. Facilitate the movement of staff by working in liaison with other areas in Human Resources, faculties, schools and other work areas throughout the university.

3. Developments to date…  Developed process for case management RedeploymentRedeployment Alternative PlacementsAlternative Placements  Cases Referred – 21  High level of successful placement or resolution  Focus now is on developing the Mobility Programme

4. Mobility Programme Background  2003 Working Life Survey Found: “64% of General Staff perceived there to be barriers to career progression at UWA” “64% of General Staff perceived there to be barriers to career progression at UWA” General staff also rated one of the worst aspects of working at UWA to be the lack of career progression opportunities General staff also rated one of the worst aspects of working at UWA to be the lack of career progression opportunities

5. Mobility Programme Background  A study by the Australian Public Service in the late 1990’s found that mobility opportunities enhanced career progression  Benefits of Mobility included: Personal development Personal development Broadened & enhanced skills Broadened & enhanced skills Fresh perspectives to their work Fresh perspectives to their work Improved motivation & increased work satisfaction Improved motivation & increased work satisfaction Workforce more flexible & adaptable Workforce more flexible & adaptable Communications improved Communications improved More likely to retain skilled staff More likely to retain skilled staff

6. Mobility Programme Background  The Mobility Programme aligns with the University’s objective to “recruit, develop and retain the highest quality staff”

7. What has happened so far…  Put together a draft proposal which will be presented here today  This has been developed by input from: Staff in Human Resources (and management team) Staff in Human Resources (and management team) Staff Development Advisory Group Staff Development Advisory Group Staff attending Career Opportunities workshops in April 2005 Staff attending Career Opportunities workshops in April 2005 Feedback from some of the University managers Feedback from some of the University managers Research into what other organisations have done Research into what other organisations have done Developed a draft Policy Developed a draft Policy

8. Mobility Programme Proposal…  Provides opportunity for staff to register their interest in taking up a temporary fixed term transfer to another work area for a period of up to 12 months to broaden their skills and experience  Provides opportunity for managers to fill short term vacancies with experienced university staff members while providing developmental opportunities to staff

9. Objectives of the Programme  Facilitate internal & external mobility opportunities for staff  Enhance career development opportunities for staff  Create a more mobile and flexible workforce to enable the best use of skills and resources

10. Benefits of the Programme  Benefits for Individuals: Build on their skills to improve career advancement Build on their skills to improve career advancement Greater job satisfaction Greater job satisfaction Develop both personally & professionally Develop both personally & professionally Gain a greater understanding of the University Community Gain a greater understanding of the University Community Bring back new experience and perspectives on returning to their position Bring back new experience and perspectives on returning to their position

11. Benefits of the Programme  Benefits for Managers & the University Develop a skilled adaptable & flexible workforce Develop a skilled adaptable & flexible workforce Better recruitment & retention of staff due to career development prospects Better recruitment & retention of staff due to career development prospects Retain a talented pool of internal staff for future job openings Retain a talented pool of internal staff for future job openings Improve communication & relationships between work areas as a result of staff movements Improve communication & relationships between work areas as a result of staff movements Reduced turnover of staff Reduced turnover of staff Bring back new skills to the work area Bring back new skills to the work area

12. Who can apply for the programme?  All general staff (full time and part time) who: Are committed to their own career development Are committed to their own career development Able to take up new or different responsibilities Able to take up new or different responsibilities Take the initiative to show that they are ready to learn new skills Take the initiative to show that they are ready to learn new skills Fixed term staff can apply subject to conditions Fixed term staff can apply subject to conditions Not applicable to casual staff Not applicable to casual staff

13. Details of the Programme  Discussion between staff member and manager  Application  Approval  Registration  Placement referrals  Selection process  Placement

14. Other things the policy covers…  Release times & handover  Backfill arrangements  What happens to a staff member’s entitlements while on temporary transfer  Leave arrangements & payments  Induction  What happens at the end of the placement

15. Next Steps  Next step is to have some input from the University Managers group  Nominate your preferred level of involvement Participate on Reference Group Participate on Reference Group Comment on drafts Comment on drafts Receive drafts for information Receive drafts for information Receive project updates on where the project is at Receive project updates on where the project is at  When policy complete will go to the Executive for approval to implement  Development of Processes to manage staff movements  Information sessions for all interested staff

16. Human Resources Mobility Officers Amanda Halls Thursday & Friday ahalls@admin.uwa.edu.au Ext 8759 Annette Stewart Monday, Thursday & every 2 nd Friday anstewar@admin.uwa.edu.au Ext 2184