We take pride in developing our people so they can best contribute to our mission of transforming lives through inspired teaching and research and our values and behaviours underpin how we develop our people to achieve this mission. Within a culture of continuous improvement we invite staff to actively develop their job roles, pursue their career aims and fulfil their potential through attendance on our development opportunities.

Learning & Development Programme

Discover our Learning & Development Programme at our Staff Development Hub.

The Programme includes both internally and externally facilitated development sessions aimed at both academic and professional services staff.  The sessions have been chosen from training needs analysis and support the implementation of the university's strategic plan and our informed by our values and behaviours.

Many of the sessions are also open to colleagues from Partner Colleges. We hope that you will find something of interest to you.

Please contact us (LND@gre.ac.uk) if you would like to discuss any aspect of your own or your team's development needs, or if there any events that you would like to see included in the Programme.

Learning and development programme page

Horizon Talent Learning Instructional Videos

Learning -  the essentials

Learning -  the extras


What is the Aurora Programme?

The Aurora Programme is a leadership development programme organised by Advance HE for all people who identify as a woman.  It was designed to help address the issue of the reducing numbers of women in senior posts in Higher Education.  The Programme aims to enable a wide range of women in academic and professional roles to think of themselves as future leaders and to develop leadership skills and strategies.

Aurora is for women up to and including senior lecturer level (AC3) or professional services equivalent (up to and including SG8) who would like to develop and explore issues relating to leadership roles and responsibilities.

Aurora addresses core areas associated with leadership success, including:

  • Understanding organisations and the sector
  • Developing leadership behaviours, skills and knowledge
  • Identifying and overcoming barriers and obstacles
  • Growing confidence and a leadership identity
  • Building networks, coalitions and support processes

It takes a partnership approach with institutions and participants, providing an intervention that combines an introductory webinar, four online development days, two online action learning sets, in-house mentoring and self-directed study to provide learning with a more enduring impact.

Appraisal at the University of Greenwich

The appraisal cycle normally runs from 1 May to 30 September.  This year the cycle will start on 24 May.  This means all appraisal meetings are to be completed and written up on the new Horizon Talent (career and performance) by 30 September.  Horizon Talent will be available from 24 May 2021.

What is Appraisal at the University of Greenwich?

Appraisal at the University of Greenwich enables the effective alignment of individual contribution with the achievement of organisational objectives.  All staff are also expected to engage with delivering common objectives aligned to the university strategy.   Used effectively, appraisal provides advantages to both the appraisee and the appraiser through:

  • reviewing performance and achievements over the past year against agreed objectives and standards;
  • agreeing work plans for the year ahead, including appropriate objectives and standards;
  • reviewing personal and professional development outcomes and future needs.

Staff on probation do not have an appraisal, so won't have an appraisal form within the Horizon Talent system this year. If you are a manager on probation and need to carry out appraisals, please let us know at appraisal@gre.ac.uk.

Support to ensure an effective appraisal

Support is available to provide staff with the knowledge and skills required to make appraisal a constructive, positive experience.

The support includes:

For queries about appraisal, please email appraisal@gre.ac.uk

Coaching Network

Welcome to the Coaching Network at the University of Greenwich.  The Network aims to support the development of all staff to think through their options in relation to a range of situations they may be dealing with in the workplace and it is designed to complement other learning and development interventions available to staff within the university, in line with our values and behaviours.

About the Network

Why should someone access the Coaching Network?

Situations when coaching is useful:

  • When an individual has changed roles/received promotion
  • To facilitate ideas for service improvement
  • To support change
  • For work related decision making and problem solving
  • For confidence/assertiveness
  • When individuals have returned to work after a prolonged period of time (eg. Maternity/paternity leave)

How does the Coaching Network work?

All staff can apply to the Network to have their own coach for up to five sessions (one initial "chemistry" session and four coaching sessions) over a four to six-month period.  Coachees will need to complete an online form to enable them to be matched with a suitable coach as quickly as possible.

The initial chemistry session is used to discuss the coaching process, and to clarify the areas that the coaching programme might focus on. The coach and coachee will then agree the timing and frequency of subsequent meetings.  One of the outcomes of the first meeting is to draw up a coaching contract which includes the agreements for timings and frequency of meetings as well as the overall goal(s) for the coaching sessions.

Who are the coaches?

The coaches within the Network come from a range of academic and professional services roles bringing a range of experience and insight to the coaching role.  All coaches have attended accredited coaching training with the Chartered Management Institute.  The coaches take on the coaching in addition to their main job roles and unlike mentors do not need to have expertise in the work of their coachee.  If you are interested in becoming a coach please contact coaching@gre.ac.uk

What some previous coachees have said about their experiences of coaching

"Coaching has given me the space to focus on how to deal with different situations I am currently facing in work.  My coach was really useful in questioning my assumptions and making me realise what options are available to me.  It was been a very worthwhile experience and I now feel more confident when making decisions"

If you have any questions about coaching please email coaching@gre.ac.uk

What is Coaching?

Differences between Coaching and Mentoring

If you have any questions about coaching please email coaching@gre.ac.uk

Work Shadowing

Outside Insight is an inter-university work shadowing scheme for Administrative,  Professional Services and research staff.

Work shadowing for the purpose of this scheme is defined as spending time with and observing the work of a member of staff in a department or role of interest from a participating institution in order to gain insight into work in that area. The programme encourages professional development in a way that allows participants to have a wider appreciation of their field and to share and bring back knowledge of work practices from other universities. The scheme supports our values of Inclusivity and Creativity.

Institutions Participating for Professional Services Institutions Participating for Research Staff
Anglia Ruskin UniversityAnglia Ruskin University
City, University of London City, University of London
Imperial College Imperial College
London School of Hygiene and Tropical Medicine University of Greenwich
London South Bank University University of London
Queen Mary, University of London  St George's University of London
Regent's University LondonSOAS University of London
Royal Holloway UniversityRegent's University London
Royal Veterinary CollegeRoyal Veterinary College
SOAS University of LondonLondon Southbank University
St George's University of London 
University of East London 
University of Greenwich 
University of London 
University of Roehampton 

Generally and especially during appraisal, managers and staff can consider which developmental needs can be addressed in a work shadowing opportunity.