INSCAPE EDUCATION GROUP
Staff Selection and Development Policy and Procedures R1.1
2010/04/20
Staff Selection and Development Policy
Competences required of all staff to contribute to the college's objectives and do their jobs effectively are identified and reflected in their job descriptions and in recruitment, selection, and job allocation practices.
Inscape appreciates the fundamental link between the quality and success of staffing, and related staff development, and the quality and success of the college as a whole.
capacity building and academic development
Inscape will subsidise the cost of attendance for qualifying staff members attending approved conferences, seminars and events – or enrolment in education programmes at an approved institution – related to their position or job description.
Staff Selection and Development Procedures
staff selection and appointment
When a staff member tenders their notice, we establish the reason for the person leaving, and whether it is possible [or desirable] to retain the resigning member. If it is not, we begin the process of recruiting a replacement.
We identify the strengths needed in a replacement candidate. If a current member of staff meets those criteria, that person is approached. If not, we consult our prospective staff database. Inscape maintains a database of resumés of prospective staff, both academic and support. Most of the candidates have been previously interviewed and identified as suitable. If we do not have a CV for a suitable person on our database, we contract a placement company.
The college approaches the prospective candidates and interviews them again. If the candidate is found to be ‘right for the job’ and available, they are offered a position. Inscape applies prevailing legislation with regard to employment equity when making staff appointments.
staff development
All newly recruited staff undergo an induction process.
Staff are assigned to specific activities and tasks on the basis of being competent in relation to their roles and responsibilities. These tasks and responsibilities are described in Inscape procedures.
Competency is determined on the basis of relevant qualifications and experience.
Staff development takes a number of different forms. The most characteristic is internal or external skills training. Inscape staff are offered free training in any of the application software taught by the college’s full-time lecturers. Any staff member may also enrol for any of our full-time or part-time courses free of charge. When staff members need training in areas not offered by Inscape, the college enrols them in a suitable course. There is no charge for this if the need is identified by Inscape.
Inscape also provides occasional staff development workshops. These workshops focus on areas of concern to the college like outcomes-based delivery and outcomes-based assessment. It is important for support staff to understand these areas so that they can compliment the efforts to the academic staff.
Inscape maintains comprehensive records of qualifications and experience for all full time, part time and contracted staff.
capacity building
The event must be a conference, seminar or course approved by Inscape.
Qualifying staff members are permanent, design course lecturers and full-time permanent staff.
Funding: Inscape may subsidise the cost of attendance for qualifying staff members attending approved conferences, seminars and events related to their position or job description. The cost of transport and accommodation are not covered.
Leave: The staff member may apply for up to 3 working days paid leave per year for the purposes of attending an approved conference, seminar or course. A detailed motivation supporting the application must be submitted in writing to the college principal. The application will not necessarily be granted. This time is not cumulative and is not an entitlement.
academic development
An approved institution is one which is registered (or deemed to be registered) by the Department of Higher Education and Training or accredited by a professional council or SETA.
Qualifying staff members are permanent, design course lecturers and full-time permanent staff.
Funding: The college contribution toward study fees shall be R 1,000 per full year of service and be limited to R 5,000. The subsidy for lecturers will be calculated on a pro rata basis, in proportion to the number of sessions that they lecture each week (eg. if a person lectures 10 out of the possible 20 sessions each week, Inscape will pay half of the contribution). The staff member may also apply for a loan to finance the study fees. If granted, the repayment terms shall be negotiated.
Qualifying staff members must, in writing, request Inscape to make the payments. Such payments will be made at the end of the month following that in which the written request has been approved by Inscape’s director.
On completion of the course/programme, the staff member shall provide evidence of success. In the event that the staff member was unsuccessful, the subsidy shall be refunded to the college within 6 months of receiving the results.
Leave: The staff member may apply for up to 10 working days paid leave per year for the purposes of executing the study. A detailed motivation supporting the application must be provided. The application will not necessarily be granted. This time is not cumulative and is not an entitlement.
This policy has been adapted from the
Staff Selection, Appraisal and Development Policy (POL 09)
and used with the kind permission of the Services SETA
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proposed amendments in red
changes since previous release in blue