Reflect, Plan, Develop

Development for career progression

The RPD framework provides you with the opportunity to discuss professional advancement and career development prospects with your reviewer and there are different ways in which this can be achieved at the University. For example, for academic staff it may mean preparing for academic promotion, while for professional, managerial, support and research staff, it may mean considering applying for a re-grade, salary increment, preparing to apply for promotion or another role at the University. In all instances, these processes require you to detail how you have met specific criteria and developed in your role.

While the University's annual professional advancement rounds focus on changes to a current or existing job, there are still significant benefits to career development outside of these processes, for promotion or otherwise. Some of the possible benefits have been identified by our Executive Group as being integral to the success of the University:

  • Enabling  individuals  to  develop  new  skills,  abilities  and  confidence  in  themselves  and  the University; encouraging proactivity, creativity, enterprise and leadership at all levels
  • Preparing individuals for future promotion opportunities; focusing on helping us all to achieve our full potential
  • Enabling the school/department and University to develop pools of talent and to maximise effective use of resources by reducing periods where key jobs are vacant.

Development could also be instigated by your manager where activities or roles are identified as key to University operations and for which it would be beneficial to ensure that the role is not vacant for any length of time. This is commonly called succession planning.

You may also wish to pursue your own career development by making an application for job vacancies as they arise. The University encourages thought and discussion on individual aspirations for a particular skills area, career or post and where appropriate, managers and reviewers are asked to explore and facilitate these thoughts with all staff. In all cases, continuous professional development involves planning:

  • Work with your reviewer to identify the experience, skills and abilities required for a potential future role, along with the criteria required to support an application for academic/research promotion, or some other development opportunity. An example of guidance which is available to support this is the AUA Continuous Professional Development Framework
  • Ascertain your current level of performance against these requirements
  • Develop a PDP, clearly establishing the development activities and/or training, which will enable you to bridge the gap and obtain the desired attributes
  • Once you and your reviewer feel you are able to demonstrate the required skills and attributes you may wish to submit an application for the relevant process, or apply for a different role.

Other academic review processes can and should feed into appraisal (RPD) conversations, inputting into the concept of continuous professional development within a flexible and adaptable RPD framework.

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Last Updated: 23/10/2018