Career Mapping & Learning Academy SU2017 Career Mapping & Learning Academy Sam Harris and Claire Marsland People & Talent Team

Today’s session To showcase the career map we’ve built with your help Present our work on the Learning Academy Discuss how they support our wider NUS100 work Give you the opportunity to reflect on your own learning and career development Hear your feedback Key projects: Employer Brand Learning Academy

Background This work is part of NUS100 theme ‘Attracting and Retaining Outstanding People’ Aimed at building a more diverse workforce to achieve outstanding results for the movement Two key projects: Employer Brand Learning Academy Career map supports both of the key projects Career map helps us by showing the typical progression routes through SU and the key pieces of training/learning along the way

Career Mapping Project An piece of work to understand the ways in which people join and progress within the student movement Looked at examples elsewhere Called for SUs to give us their organisation charts and role profiles CEOs sketched out their own career pathways on the journey to their current role Reference hospitality example - roles like a string of beads – strong visual

Generic HE SU structure Officers and CEO plus three main departments: Membership Engagement Commercial Services Central Services and Operations Although SUs might have different structures, call them different things and have roles in differ places – it all distils to this generic model of activity This is a helpful starting point in showing people outside of our sector what we do

Career Pathways to CEO Informal exercise with CEOs mapping their career journeys Majority started as Officers and have developed via a membership engagement route Some have progressed via more a ‘functional’ route – HR, Finance, Communications etc. People joining from ‘outside’ tend to come from other third sector organisations often around young people Often will have taken on a trustee role on the way Probably 75% have come via the Officer/Membership Engagement route We know that not everyone wants to or will become a CEO, but understanding how our current senior staff have progressed helps us to support future staff development and to look at other routes into SUs. Also helps us to support people making the transition ‘from the outside’ Becoming a trustee is a key step

Map image from careers website Map shows the three department structure and job levels on different orbitals Click on each job – brings up a short description and what people need to perform that role – succinct information designed to help people get a quick understanding of what it involves and where it sits. Not a replacement for the ‘proper’ role profile’ which they could then access from other areas of the careers website

Map image from careers website Map shows the three department structure and job levels on different orbitals Click on each job – brings up a short description and what people need to perform that role – succinct information designed to help people get a quick understanding of what it involves and where it sits. Not a replacement for the ‘proper’ role profile’ which they could then access from other areas of the careers website

Learning Academy Sam Harris Learning and Development Manager

Objectives Learning and development opportunities are developed to match SU stated development needs Central promotion of all learning and development opportunities Quality control process and thorough evaluation for all learning and development opportunities delivered through the academy Learning and development opportunities are delivered by a combination of NUS staff and external associates Range of learning and development opportunities in different formats to suit less well-resourced SUs as well as well-resourced SUs Transparent and coordinated pricing structure Learning and development becomes an income generator for the charity

Timescales July 2016 – December 2016 Formalise structured support for Communities of Practice Coordination of existing NUS training and development offers Consultation with students’ unions on learning and development needs   January 2016 – May 2017 Curation of Learning Academy annual programme based on stated SU learning and development needs Scoping and formalising relationships with associate trainers Clear and transparent pricing structure developed Development of training materials for NUS and SU delivery June – August 2017 Promotion of Learning Academy, launching at SU2017 Development of iterative evaluation and improvement process

Recent Focuses ‘One stop shop’ for Learning and Development Iterative quality assurance practices Analysis of external providers and commissioning of courses Developing courses Using the map to help with priority analysis

Launched – July 2017 Learning Academy Hub on NUS Connect – one stop shop for learning and development Quality Assurance Processes 2 brand new online & free modules Introduction to NUS and the Student Movement Introduction to Parliament for Students’ Unions Face-to-face courses Creating Equity at Work Liberation, Equality, Diversity and Inclusion Train the Trainer Train the Trainer

Future Launches – From July onwards Race Equity for CEOs Mental Health First Aid Student Leadership – online and free Future learning opportunities launched in phase two after research phase SU’s consulted about priorities from July – September September onwards consulting with communities of practice

Task Take a career pathway map and mark your career pathway map to where you are now, and where you want to be in the future (if you are not there already!) Discuss in groups learning needs you think you have or will need addressing in the future to get to where you want to be and/or Identify the most useful learning experience/training course you have experienced in the student movement