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

2. 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

3. 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

4. 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

5. 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

6. 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

7. 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

8. 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

9. Learning Academy
Sam Harris
Learning and Development Manager

10. 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

11. 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

12. 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

13. 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

14. 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

15. 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