Learning and Development - grade 7
Example job roles: Learning Coordination/Management
Activities and responsibilities likely to be required when working at this level
- Taking responsibility for and overseeing actions and project tasks relating to delivering L&D activities, delegating specific actions where applicable.
- Managing recurring/regular projects with existing internal or external suppliers in conjunction with central HR.
- Working with team members, line managing where appropriate, including identifying and managing specific training needs and opportunities across own team, using data where possible.
- Managing and monitoring budgets relating to specific learning projects, anticipating and flagging any issues.
- Benchmarking across HE and other sectors to ensure that learning opportunities comply with best practice in processes.
- Network, collaborate and connect, working closely with wider UCL learning communities.
- Acting as main point of contact for providing expert learning and development advice to colleagues and stakeholders, including recommending appropriate learning opportunities and intervening in cases of non-compliance for mandatory training (e.g. GDPR).
- Compilation and analysis of evaluation materials for reporting.
- Streamlining processes and evaluating efficiency, improving where necessary. Reviewing, improving and ensuring optimization of learning opportunities and services.
- Organise and present content to support effective learning (e.g. redesigning learning materials, joining instructions).
- Finding creative ways to document and share learning and development solutions (e.g. online site, newsletters, lunch and learns).
Personal and professional development
Development options to consider when working towards this level
On the job learning
- Develop a sound knowledge of UCL training related guidelines and policies.
- Gain an awareness of core training needs for staff in your area of activity and how to engage them in L&D activities that will add value to their roles.
- Gain proficiency at budget management – including a sound understanding of UCL finance and expenses policy.
- Develop an understanding of line management capabilities – where possible through pportunities to ‘act-up’. (This may be supervision of ‘casual staff’ for individual events).
- Develop and hone understanding of training theory including the training cycle, kinaesthetic learning styles and blended learning.
Learning from others
- Gain confidence in dealing with external suppliers, central UCL team and departmental colleagues.
- Develop and practice influencing skills with colleagues at any level.
- Active networking.
- Engage with Community of Practice events and lunch and learns.
- Seek out mentoring and/or volunteer to be a mentor.
- Seek out presentation skills training (e.g. LinkedIn Learning) Identify digital skills for platforms to promote and share L&D activity in your area of influence.
- Consider certification from a professional body (e.g. CIPD (Chartered Institute of Personnel and Development)/LPI (The Learning and Performance Institute) or equivalent.
- Complete training on managing budgets; familiarise self with training systems that can be used to record training and events.
Transferable skills and competencies
UCL uses the Universal Competency Framework (UCF) to discuss transferable skills. Find out more details on the framework.
Learning and Researching
- Learning quickly.
- Gathering information.
- Thinking quickly.
- Encouraging and supporting organisational learning.
- Managing knowledge.
Deciding and initiating action
- Making decisions.
- Taking responsibility.
- Acting with Confidence.
- Acting on own initiative.
- Taking action.
- Taking calculated risks.
Developing results and setting customer expectations
- Focusing on customer needs and satisfaction.
- Setting high standards for quality.
- Monitoring and maintaining quality.
- Working systematically.
- Managing quality processes.
- Maintaining productivity levels.
- Driving projects to success.
UCL Ways of Working
These describe expected behaviours in line with UCL culture and values. For Ways of Working indicators and steps to development please refer to the Ways of Working website.
“Career Pathway roles are indicative and are not intended to be a description of the role in terms of responsibilty and duties.