Learning and Development course timetable

The University is committed to creating and maintaining a safe, welcoming and inclusive community that nurtures a culture in which we treat one another with courtesy and professionalism, whilst robustly challenging each other’s views and opinions. There is no place for bullying, harassment, discrimination, sexual misconduct, or victimisation in our community, collectively referred to as inappropriate behaviour.

The Regent House is currently considering a new Dignity at Work policy (2023 edition), Grievance Policy and Code of Behaviour. This session focuses on the practical measures, knowledge and skills needed by HR professionals, Institutional administrators and others with professional responsibility for others, to create and support a culture which is courteous and professional; where we can appropriately tackle inappropriate behaviour and where there is confidence in the systems to carry that out.

It provides techniques to support colleagues, managers and Heads of Institution to build confidence to address inappropriate behaviour and other difficult situations at the earliest stage possible maximising the potential for early and sustained resolution of any potential conflict.

The session will have interactive elements, including considering a case study and potential options for resolving with the best possible outcomes for all.

The University of Cambridge is committed to effective induction for all new members of staff. In addition to the welcome and induction you will receive in your institution, you are warmly invited to take part in the University’s two-stage induction.

The first stage comprises the University’s Induction Online programme. This web resource is a quick and easy way for you to learn all about what it is like to work here as well as understand your role and responsibilities. It provides key information to help you:

• settle into your new role quickly
• orientate yourself in your first few weeks at the University
• integrate into the University
• understand how the University works

The second stage is a Welcome to New Staff presentation event, hosted by Personal and Professional Development (PPD). The Welcome event aims to provide a broad introduction to all University staff, providing information about the University to enable you to get the most out of your time here. The event comprises:

• A welcome and introduction to the University from a senior member of the University
• A presentation providing an update on the University’s response to supporting staff during this pandemic, working from home, returning or continuing to work at the University
• A presentation on the benefits of being part of the University of Cambridge

These monthly meetings are for managers and leaders across the University to meet informally and talk about the successes and challenges of this part of their role. The meetings are for all those who are professionally responsible for others in the workplace, formally and informally.

The meeting may include a short update about the Network or opportunities for leaders and managers. Following that is the chance for smaller groups of colleagues to speak about current priorities and plans, and to feedback suggestions for the development of the Network, supported by PPD.

Further information regarding the Leaders and Managers Network.

The University is committed to creating and maintaining a safe, welcoming and inclusive community that nurtures a culture in which we treat one another with courtesy and professionalism, whilst robustly challenging each other’s views and opinions. There is no place for bullying, harassment, discrimination, sexual misconduct, or victimisation in our community, collectively referred to as inappropriate behaviour.

The Regent House is currently considering a new Dignity at Work policy (2023 edition), Grievance Policy and Code of Behaviour. This session focuses on the practical measures, knowledge and skills needed by HR professionals, Institutional administrators and others with professional responsibility for others, to create and support a culture which is courteous and professional; where we can appropriately tackle inappropriate behaviour and where there is confidence in the systems to carry that out.

It provides techniques to support colleagues, managers and Heads of Institution to build confidence to address inappropriate behaviour and other difficult situations at the earliest stage possible maximising the potential for early and sustained resolution of any potential conflict.

The session will have interactive elements, including considering a case study and potential options for resolving with the best possible outcomes for all.

The University is committed to creating and maintaining a safe, welcoming and inclusive community that nurtures a culture in which we treat one another with courtesy and professionalism, whilst robustly challenging each other’s views and opinions. There is no place for bullying, harassment, discrimination, sexual misconduct, or victimisation in our community, collectively referred to as inappropriate behaviour.

The Regent House is currently considering a new Dignity at Work policy (2023 edition), Grievance Policy and Code of Behaviour. This session focuses on the practical measures, knowledge and skills needed by HR professionals, Institutional administrators and others with professional responsibility for others, to create and support a culture which is courteous and professional; where we can appropriately tackle inappropriate behaviour and where there is confidence in the systems to carry that out.

It provides techniques to support colleagues, managers and Heads of Institution to build confidence to address inappropriate behaviour and other difficult situations at the earliest stage possible maximising the potential for early and sustained resolution of any potential conflict.

The session will have interactive elements, including considering a case study and potential options for resolving with the best possible outcomes for all.

Leadership Essentials is a key programme suitable for those with responsibilities for others’ work, behaviour and development, which aims to help managers refresh and build their skills and experience in this area. As well as clarifying key responsibilities, it focuses on critical areas that some can find more difficult, such as giving and receiving feedback effectively and handling challenging conversations. The programme incorporates tutor input; opportunities for discussion, reflection and sharing of good practice with others with similar responsibilities. It also includes curated e-learning resources to support managers with their ongoing learning and development.

Participants are required to attend both half day sessions.

Before attending, please take some time to review the short Leadership Essentials: Management Responsibilities Films of other University colleagues talking about their role as a manager.

This short session will set the scene for those moving in to a role with professional responsibility for other members of staff at the University, supporting their work, behaviour and development. As we all know from our personal and professional experience, leaders and managers play a critical role in ensuring a productive, motivating and respectful working environment. The interactive session will explore what it means to be a good manager of others and provide pointers to where to find important information and further development as needed.

It is aimed at staff across all areas, disciplines, staff groups and levels of responsibility, including staff who are:

• new to managing one or more others
• new to leading a service or research area
• new to Cambridge, either as a new manager or with previous experience

The University is committed to creating and maintaining a safe, welcoming and inclusive community that nurtures a culture in which we treat one another with courtesy and professionalism, whilst robustly challenging each other’s views and opinions. There is no place for bullying, harassment, discrimination, sexual misconduct, or victimisation in our community, collectively referred to as inappropriate behaviour.

The Regent House is currently considering a new Dignity at Work policy (2023 edition), Grievance Policy and Code of Behaviour. This session focuses on the practical measures, knowledge and skills needed by HR professionals, Institutional administrators and others with professional responsibility for others, to create and support a culture which is courteous and professional; where we can appropriately tackle inappropriate behaviour and where there is confidence in the systems to carry that out.

It provides techniques to support colleagues, managers and Heads of Institution to build confidence to address inappropriate behaviour and other difficult situations at the earliest stage possible maximising the potential for early and sustained resolution of any potential conflict.

The session will have interactive elements, including considering a case study and potential options for resolving with the best possible outcomes for all.

This informal small group discussion is for those who have attended Staff Review and Development (Appraisal) an Overview for all Staff or have completed the Effective Staff Review and Development: Online module or who have equivalent knowledge and experience of the process.

The session is a chance to consider how you can prepare for a constructive and meaningful discussion, and to share your experience and questions with others.

Join Resourcing Advisors, Andrew Rowland and Hannah Harper to discuss everything recruitment and resourcing!

This session is an introduction to the HR Resourcing Team, discussing our areas of expertise and services we provide. Showcasing the recruitment and retention initiatives, we will look at what has been achieved in 2023 so far, and the plans moving forward based on your feedback and suggestions. We will discuss how to find recruitment-related support and best practice information, with the aim of you leaving more confident in this area. The team are keen to understand your current recruiting experiences and explore new ways in which we can support you through this challenging time of hiring.

Further information regarding the Leaders and Managers Network.

The University is committed to creating and maintaining a safe, welcoming and inclusive community that nurtures a culture in which we treat one another with courtesy and professionalism, whilst robustly challenging each other’s views and opinions. There is no place for bullying, harassment, discrimination, sexual misconduct, or victimisation in our community, collectively referred to as inappropriate behaviour.

The Regent House is currently considering a new Dignity at Work policy (2023 edition), Grievance Policy and Code of Behaviour. This session focuses on the practical measures, knowledge and skills needed by HR professionals, Institutional administrators and others with professional responsibility for others, to create and support a culture which is courteous and professional; where we can appropriately tackle inappropriate behaviour and where there is confidence in the systems to carry that out.

It provides techniques to support colleagues, managers and Heads of Institution to build confidence to address inappropriate behaviour and other difficult situations at the earliest stage possible maximising the potential for early and sustained resolution of any potential conflict.

The session will have interactive elements, including considering a case study and potential options for resolving with the best possible outcomes for all.

A webinar providing information on the level 4 Associate Project Manager Apprenticeship (duration 13 months) presented by Glen Suttie of Provek, who are Project Management Training specialists and will deliver this apprenticeship.

Provek are now able to offer a schedule of their open cohorts which will enable you to select your preferred programme start date to hopefully suit your individual contractual position.

Aimed at developing the skills required to run successful projects. This programme consists of 6 modules, each of which have a 1x day workshop training included. You will also sit the Association for Project Management (APM) Project Management Qualification (PMQ) exam and will be externally assessed to achieve the Level 4 Associate Project Manager apprenticeship standard.

The purpose of the webinar will be to provide you with an overview of the programme, and give you the opportunity to ask any questions.

Apprenticeship guidance.

Information about the Project Management Apprenticeship delivered by Provek

A link to the webinar will be sent with the joining instruction when your booking is confirmed.

These monthly meetings are for managers and leaders across the University to meet informally and talk about the successes and challenges of this part of their role. The meetings are for all those who are professionally responsible for others in the workplace, formally and informally.

The meeting may include a short update about the Network or opportunities for leaders and managers. Following that is the chance for smaller groups of colleagues to speak about current priorities and plans, and to feedback suggestions for the development of the Network, supported by PPD.

Further information regarding the Leaders and Managers Network.

This session is an opportunity for you to ask questions and to find out more about the development opportunities that Cambridge is offering you – for both the Team Leader or Supervisor Level 3 and the Leadership and Management Level 5.

We are looking to explore what interest there is at this current time in both apprenticeships and hope that there will be sufficient interest to establish University-wide cohorts. By establishing University-wide cohorts, we are looking to encourage more departments to use apprenticeships as a way to provide focused professional development for staff. Participants will have the advantage of a peer group to work through the programme with Cambridge University Press and Assessment who are potentially interested in joining in with this.

Thanu Mahendra of Corndel, our approved training provider for these programmes will present and be available to answer any questions or concerns that you may have before submitting an expression of interest.

Programme details of each apprenticeship can be found via the links below:

Team Leader or Supervisor Level 3

Leadership and Management Level 5 (Operations or Departmental Manager)

There is a minimum of 18-20 people required for each programme, for a cohort to run. Depending on the level of interest shown, it is intended that these apprenticeship cohorts will start in November 2023. However you will also have the opportunity to join an open (public) cohort if we are unable to reach sufficient numbers for a closed cohort. Entry to these cohorts will be by application and is open to all University employees who meet the eligibility criteria.

A link to the session will be sent with the joining instructions when your booking is confirmed.

Further information from the provider, Corndel.

Apprenticeship guidance.

During this period, PPD is keen to continue to promote development opportunities for University staff. This information webinar will help you to identify if you wish to progress your development by way of an Apprenticeship.

We are looking to explore what interest there is at this current time in the Laboratory Technician Level 3 and Technician Scientist Level 5 apprenticeships and hope that there will be sufficient interest to establish a University-wide cohorts. By establishing University-wide cohorts, we are looking to encourage more departments to use apprenticeships as a way to provide focused professional development for staff. Any participants will also have the advantage of a peer group support to work through the programme with. The webinar will be presented by CSR Scientific Training Ltd, who specialise in the delivery of these apprenticeship programmes.

Laboratory Technicians are found in a wide range of organisations, including but not exclusively, chemical, primary and secondary pharmaceutical, biotechnology, formulated products, nuclear companies; and analytical science services, dental laboratories and educational establishments. The broad purpose of the occupation is working at the forefront of technology to carry out both routine and one-off laboratory testing (and manufacturing where relevant) and perform a variety of technical support functions across the organisations.

The broad purpose of the Technician Scientist is to carry out established laboratory based investigations and scientific experimentation using bench and instrumentation techniques. A technician scientist will apply a range of skills and follow well established principles associated with their organisation’s science and technology. They carry out routine lines of enquiry, development or investigation. They collect scientific information and analyse, interpret and evaluate data. They prepare results and provide progress updates of their work.

• Apprenticeships Website
• Lab Tech Apprenticeship Standard link
• Technician Scientist Apprenticeship Standard Link

This series of meetings are for technical managers and leaders across the University to meet informally and talk about the successes and challenges of this part of their role.

The meetings are for all those who are professionally responsible for others in the workplace, formally and informally. The meeting may include a short update about the Network or opportunities for leaders and managers. Following that is the chance for smaller groups of colleagues to speak about current priorities and plans, and to feedback suggestions for the development of the Network, supported by PPD.