The University of Bristol Professional Behaviours were adopted as a way forward by the Vice Chancellor and Senior Team at the start of 2011/12. They offer a professional development direction towards which all staff should be working over the next few years if we are to meet the challenges as set out in the University Strategic Plan.
Training and development opportunities will be linked to these behaviours over time and this forms an important part of the University Human Resources Strategy. As needs emerge they will be advertised on this website for colleagues to engage with.
The model of Professional Behaviours highlights behaviour patterns that distinguish effective performance in HE professional services roles. The professional behaviours were developed through desk research, consultation questionnaires, workshops and focus groups which took place in 2008. A total of 96 professional services staff representing 48 HEIs were involved in generating the behaviours. The model forms part of the AUA CPD Framework published in 2009.
The professional behaviours are incorporated into nine key groups:
Each behavioural group is then divided into three aspects:
The framework also identifies behaviours that may indicate a need for further development for each of the behavioural groups. These are offered as a positive tool for self assessment and reflection.
The behaviours are not the tasks associated with a particular job. They identify how an individual does the job. The behaviours are universal across all roles, though some are very much more important in some jobs than others. The behavioural framework has been designed to clarify what individuals can do to develop in their jobs and beyond - and ultimately to deliver their organisation’s strategic plan.
This framework provides a clear steer on key and valued behaviours. It does not assume that these are the only effective behaviours. No attempt has been made to define the behaviours required at different levels due to the diverse nature of the HE sector and of the needs of individual institutions within it. Institutions may wish to develop the framework in this way for local use, thereby tailoring the levels and requirements to their own specific organisational structure, culture, environment and objectives.