CQUniversity Annual Report - Central Queensland University

42
REVIEW OF OUR ACTIVITIES
TABLE 15: 2012 FULL-YEAR PRELIMINARY DATA
TOTAL STUDENT LOAD (EFTSL) BY MODE AND TYPE OF ATTENDANCE
Domestic International Total Student Load (EFTSL)
2010 2011 2012 2010 2011 2012 2010 2011 2012
Internal
Full-time 1093.04 1094.17 1057.63 5614.01 4707.71 3626.99 6707.05 5801.87 4684.61
Part-time 142.46 135.71 141.50 398.55 467.76 283.13 541.01 603.46 424.63
Total 1235.50 1229.88 1199.13 6012.56 5175.47 3910.12 7248.06 6405.33 5109.25
External
Full-time 1731.48 1858.71 2249.77 18.33 13.63 9.88 1749.81 1872.34 2259.65
Part-time 1996.23 2093.36 2181.01 41.25 26.71 29.67 2037.48 2120.07 2210.67
Total 3727.71 3952.07 4430.78 59.58 40.34 39.54 3787.29 3992.41 4470.32
Multi Modal
Full-time 1425.46 1556.75 1773.29 131.46 117.63 238.63 1556.92 1674.38 2011.92
Part-time 165.21 149.42 123.67 10.46 14.75 11.38 175.67 164.17 135.04
Total 1590.67 1706.17 1896.96 141.92 132.38 250.00 1732.59 1838.55 2146.96
Grand Total 6553.88 6888.11 7526.86 6214.06 5348.17 4199.66 12 767.94 12 236.28 11 726.52
(Source: Data is extracted from official files submitted to DEEWR, with the exception of Term 3 2012 data, which was taken from the CQUniversity Data Warehouse after Census date: 31 December 2012.)
PEOPLE AND CULTURE
CQUniversity must attract, develop, reward and retain staff of the highest
quality and provide a working environment that enables them to maximise
their capacity to contribute to the achievement of the University’s mission.
The People and Culture Directorate has implemented actions and plans
to move the University forward in the areas of workplace health and
safety, employee and industrial relations, Indigenous employment,
equity, environmental sustainability, salaries, superannuation and
systems and professional development.
Increasing the capacity and ability of the Directorate to meet the
current and future needs of the organisation is the primary focus.
STAFF SATISFACTION SURVEY (VOICE)
In February 2010, the University conducted a staff satisfaction survey
called VOICE. This survey enabled CQUniversity to benchmark its
results across other participating universities in Australia. In 2011,
CQUniversity continued to improve by implementing actions resulting
from the original survey recommendations. A temperature check of
key areas of the survey during 2011 indicated that the University was
continuing to improve in the areas of leadership, organisational direction,
communication, engagement and processes. A further VOICE Survey was
conducted during 2012. The results showed improvements in the areas
of organisational commitment, job satisfaction, mission and values, and
role clarity. Focus groups were arranged for the areas in the survey which
were identified as critical to the success of the University. Changes to
processes and delivery of services resulted from these sessions and the
University continues to expend efforts on improvements in these areas.
STAFF DEVELOPMENT
CQUniversity continues its emphasis on the professional development
of staff with a large number of conferences and development activities
conducted during 2012. Leading on from the success of 2011, the
University held its second annual Professional Staff Conference. This
year’s conference was expanded to staff from Levels 2–9 from all
areas of the University to discuss their experiences and learn from
others. The Senior Leadership Conference brought together more than
80 senior managers to discuss leadership development, strategic
initiatives and the future direction of CQUniversity with the theme
‘From Strong to Great’. Additionally, the Research and Learning and
Teaching Showcases provided insight and inspiration to academic and
professional staff alike.
The Leading to Greatness Program was carried on from 2012, providing
further leadership development opportunities for all levels of the
organisation. Focusing on fi ve elements – Core, Emerging, Success,
Performance and Executive Leadership – the program saw more than
186 staff participate in specifi c development activities. All sessions
were well attended.
The Professional Development Calendar provided many opportunities
for staff to continue to develop their expertise in all manner of areas
and will continue to do so in 2013.