Remaining in ‘Good standing’

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Introduction and context

1) Requirement to embed Good Standing into

practice – subscriber needs

4) Proposal for a series of

developments to support Fellows

3) Aspire to develop a system

of support and CPD – not ‘police’

Fellows

2) Mechanisms and support for ensuring Good

Standing happens are not yet established

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A working definition…

Continuing to work in accordance with the standard

indicated by the relevant Fellow Descriptor of the UKPSF and the associated statements

of the Code of Practice.

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Proposals - remaining in good standing

Activity TimingCode of Practice

for FellowsLaunch of Code of Practice 2013/14

AccreditationCPD Schemes to support Fellows to remain in good

standing

2014 – 2016Rolling

programmeHEA CPD Aligning CPD to UKPSF Pilot 2013/14

Range 2014/15

External CPD(Dual badging)

Aligning CPD to UKPSF

Develop approval/kite marking system

2013/14  

2014/15

Collaborative approach to Fellowship

Explore potential for external recognition and

use of HEA Fellowship

2014/15

Individual FellowsSystem for Fellows not in a

subscribing university2014/15

Feedback from the sector

• How remaining in good standing could be used

Need to work with groups, for example:

• SHED, HEDG, SEDA, ALDinHE, SDF, ALT and HR Networks

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Sector engagement is critical

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Accreditation

CPD FrameworkSubscribers asked to

explain how their Framework will support

Fellows to remain in good standing. e.g. in

appraisal, PDR, management process

Institutions will have the responsibility for ensuring that Fellows

remain in good standing in the same way it does

for the award of Fellowship.

QA process will be addressed through same

process as CPD Frameworks and seen as

a contributing component.

Introduced in CPD Framework submissions

in 2014/15 – will take time to work through

systems as subscribers move to CPD

Frameworks from individually accredited

provision

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Current Example

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Notes for Managers

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Notes for Staff

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Fellows who are not based in a subscribing institution will be

encouraged to maintain a record of CPD. Evidence from a small sample of Fellows could be requested each year. HEA could develop a template

for Fellows to use and a system through which they would

demonstrate the requirements to remain in good standing as a HEA

Fellow.

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A system of allocating credit for engagement in HEA provided

professional development opportunities

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Wider reachLosing ground in subject

related professional development against a range of CPD providers. Don’t have system of allocating credit that participants can use to demonstrate that they are

engaging in CPD.

HEA CPD ProvisionWill identify how it contributes to professional development

and relates to the UKPSF. Supports Fellows in gathering

evidence for applications and/or meeting the CPD

requirements of their own institutions.

Alignment to UKPSF

Started in 2013/14 – pilot activities to be undertaken to explore how CPD credit can

effectively be allocated

QuestionsDoes the currently in the

allocation of credit relate to hours undertaken, level of

engagement plus the status of the event?

What is the interoperability of credit across various CPD

subject Frameworks?

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HEA endorsement of professional development provided by

external agencies

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Subject and professional associations

Will identify how it contributes to professional development and relates to the UKPSF. Supports

Fellows in gathering evidence for applications and/or meeting the CPD requirements of their own

institutions.

Alignment to UKPSF

Started in 2013/14 – pilot activities to be undertaken to

explore how external CPD credit can effectively be

allocated

Duel badgingProvides opportunities for

developing relationships with different establishments that

support HE CPD in learning and teaching

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Collaborative approach to Fellowship between the HEA, subject associations and learned societies

A number of subject and professional

associations/organisations offer their own Fellowship schemes

Explore potential collaborations with

such organisations to explore ‘mutual

recognition’

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A Code of Practice for Fellows

Purpose: A code to establish a set of principles and expectations for the

maintenance of ‘good standing’ of learning and teaching staff alongside the award of HEA

Fellowship

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Phases of the code’s development…

Phase 2: In 2012/13 a limited consultation on

the draft code with selected institutional

contacts through a one day event and focus groups. Finding were

ambivalent but agreement to revise in

light of feedback.

Phase 1: HEA Steering group set up in 2011/12, commissioned PARN to develop a draft code.

Phase 3: Revised single page of Code used as the

basis for an on-line survey (March 2013) to all Fellows, institutional

contacts and the DVC/PVC group.

• 2677 responses

• Indicated widespread support to introduce code in spite of reservations about its practical usefulness and the code itself

• The usefulness of the code will be greatly enhanced if introduced as part of a good standing process rather than in isolation

• Code launched at the Annual Subscribers Meeting on 2 Oct 2013

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Survey outcomes

• HEA staff remaining in good standing

• HEA accreditor remaining in good standing

How will institutions approach remaining in good standing?

• HR process?

• Central Development Unit?

• Local at Faculty/Department level?

What impact will this have on HESA return and the QAA?

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What next?

1. Why do we need the Code of Practice?

2. Is this duplicating the UK PSF?

3. How do we/can we use the Code of Practice?

4. What if a staff member does not remain in good standing?

5. Can the HEA revoke recognition?

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Code of Practice/ Remaining in good standing: Questions for the sector