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Overview

Overview

Position-related learning and development | Developmental learning and development | Personal learning and development

For learning and development to be effective and sustained and for UCT to maximise return on investment, there must be a clear link between the intervention and the position requirements, either immediately or in the short to medium term. UCT thus supports and funds position-related and developmental but not personal interventions. However, a staff member may make use of the staff tuition rate for personal development interventions under the Staff tuition rate policy.

Position-related learning and development

Position-related learning and development needs are the gap between set of competencies, skills and experience necessary to reach or perform objectives, plans and goals, and those the individual currently has. It is imperative that staff member develops required set in order to attain objectives. The competency, skill or experience is explicit requirement of position, and is ultimately for UCT's benefit. They can apply to one person in a team or a whole team.

Position related learning and development needs can be met through either formal or non formal interventions:

  • Formal learning and development intervention - Qualifications, certificates, degrees, diplomas. Typically are for a longer duration (3 months to a year), are formally assessed and are certified. Normally used for personal and developmental needs. Attaches to person of staff member and ultimately for staff member's benefit. To comply with tax regulations and for UCT to ensure a return on investment for the funding of formal learning and development, a bursary agreement must be entered into.
  • Non-formal learning and development intervention - Short skills courses offered either internally or externally. Typically are for a shorter duration (less than 3 months). Tend to specifically address one particular skill or competency, and may or may not be assessed and certified. Normally used for position-related needs. Intervention is ultimately for UCT's benefit. (E.g. First aid, MS Word or presentation skills courses). For UCT to ensure a return on investment for the funding of expensive non-formal learning and development, a declaration of obligation may be entered into.

Position-related learning and development is funded in one of two ways:

  • Funding of formal development from departmental / faculty budgets and at line managers discretion, where the formal development is position-related (refer to Funding formal development). This includes instances where the formal development is an explicit requirement of the position and the department is authorised under the Reimbursements policy (PAY005) to pay the staff tuition rate on behalf of the staff member.
  • Funding of non-formal development from departmental / faculty budgets and at line managers discretion. May be available internally through UCT Centres of learning (Staff Learning Centre, ICTS, CHED, Research Office, Safety, Health and Environment) or other internal programmes, in which case no or minimal cost applies. Where above R25 000, refer to Funding expensive non formal development.

Developmental learning and development

Developmental learning and development needs are competencies, skills, qualifications or education needed to better oneself or to advance career at UCT in short to medium term. They are not an explicit requirement of current post and staff member is able to attain set objectives without it. It is ultimately for staff member's benefit.

Developmental learning and development is funded in one of four ways:

  • For the staff members own account; or
  • Supported through the Staff Education Bursary Scheme in the case of PASS staff undertaking formal development through an institution other than UCT / UWC (refer to Staff Education Bursary Scheme); or
  • Supported through the UCT Staff PhD Bursary Scheme in the case of any UCT staff member undertaking PhD studies through UCT. This is competitive and run through the Post Graduate Centre and Funding Office. UCT Staff PhD Bursary Scheme policy applies; or
  • Staff tuition rates apply should the staff member pursue formal development through UCT / UWC. (Staff tuition rate policy and Reimbursements policy apply).

Specifically, a department may not fund the balance of tuition fees paid by the Staff Education Bursary Scheme. The Staff Education Bursary Scheme may only be accessed for development interventions, not position-related interventions. Only position-related interventions are funded under funding formal development. The two are thus mutually-exclusive.

To comply with tax regulations and for UCT to ensure a return on investment for the funding of formal learning and development, a bursary agreement must be entered into.

Personal learning and development

Personal learning and development needs are competencies, skills, qualifications or education needed to better oneself or advance career in longer term, either at UCT or elsewhere. They are not an explicit requirement of current post or requirement of any other post likely to take up in short to medium term. Competencies, skills, qualifications or education attach to person and are completely for staff member's benefit.

Personal development is funded in one of two ways:

Page last updated: 8 January 2013