Human Resources

Career Development

The University values its employees and their expertise and talent and understands the impact they have in achieving its Strategy and contributing to its continued success.  As such, the University recognises the importance of providing appropriate learning and development opportunities to ensure all employees are committed, motivated, competent and developed in their jobs, with staff working in partnership at all levels.

The University is committed to creating an environment that encourages development for all members of its community.  The University Strategy states that the University approach to the experience of its students and staff is characterised by excellence sitting ‘at the heart of our Strategy.  We aim for the highest quality in all we do, achieved through a culture of evaluation and continuous enhancement. The full commitment of our staff and constructive staff support and development are essential to the delivery of our vision for the success of the University’.

The University focuses on three key areas for staff development which, depending on roles, will vary in balance for different staff:

  • strategic areas, to enable staff to meet the requirements and expectations of the University Strategy;
  • operational and professional areas, to enable staff to meet the requirements and expectations of the faculty/department/service plan and to make a full contribution to the work of their faculty/department/service;
  • individual areas,to enable staff to develop their effectiveness and to increase job satisfaction and engagement in order to achieve their potential.

Professional development in the University of Portsmouth is defined as the acquisition and development of skills, knowledge and scholarship through a planned, deliberate and systematic learning process in order to improve personal, professional and organisational effectiveness.  The University recognises continuing professional development (CPD) in the widest sense to include mentoring, self-directed learning, experiential learning, job shadowing, exchanges and conferences in addition to scholarship and course-based learning.  The University seeks to maximise individual contribution at all levels by providing appropriate opportunities for personal and professional development.  The University endeavours to promote initial and continuing professional development and provides access to learning and development for staff at all levels so that they may undertake their roles and responsibilities effectively and with professionalism, enabling them also to respond effectively to the changing environment.

Further information on the Initial and Continuing Professional Development Policy

Career Development Toolkit

If you are considering your next steps in your career, thinking of taking a sideways move or wanting to develop your skills and self-awareness at work, we hope you will find this resource useful.

Career and Personal Development generally requires an individual focus. Development needs will vary according to the job role you hold, individual needs and choices, skills, experience and other personal qualities and attributes.  Recognising professional behaviours that are required is important alongside varied opportunities to expand your skills and knowledge.

Our Career Development webpages aim to provide additional help and advice to support you in your development.

What is included?  The toolkit includes the following:


Who is responsible for your career development?




What resources are available to help you?


Targeted pages of interest to support staff and managers

Learning & Development Toolkit:

  • Career Management
  • Self-Development
  • Personal Review Meetings
  • Networking – top tips
  • Self-Awareness
  • Self-Motivation
  • Skills planner
  • CV & Interview
  • Mentoring & Coaching


The AUA Professional Behaviours Framework

Where professional frameworks can help?



Which opportunities/events are currently available?


Networking Opportunities/Events – to gain wider University Knowledge and skills, including:

  • Events
  • Programmes
  • Forums
  • Opportunities
    • External opportunities – volunteering etc
    • Secondment opportunities
  • Networking Top Tips


 Who is it for?

 What it the aim of it?

  • To provide an on line toolkit with guidance and support for career development.

Career journeys within HE often do not follow a clearly defined path – the path can sometimes be like crazy paving including different routes and different departments.

It has been recognised that the University is an employer of choice – with sometimes limited staff turnover.

Quotefrom ‘shaping the future’ staff discussions’:

    Everyone can aspire as an individual, but for many, fulfilling that aspiration may mean moving on and away’

Interesting fact – A higher number and % of support staff progressed for 2014/2015, compared to academic staff