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About

Learn more about the Organisational Development team and the services that we provide.

About the OD team

Organisational Development (OD) is the central team responsible for staff learning and development at Sussex. Our work links directly to our OD Plan, the  and the overall .

We are dedicated to empowering and inspiring every individual within the University to realise their full potential through development opportunities, strategic interventions, professional advice, innovative practices, and a commitment to fostering a culture of psychological safety and continuous improvement.

Our mission is to work with staff at all levels to cultivate a workplace environment that values collaboration, inclusivity, and adaptability; and an organisation that is resilient, agile and high performing.

What are the main functions of the OD team?

Staff Learning and Development

In addition to ensuring full utilisation of the University's learning management system and overseeing the mandatory training for staff, we offer a range of development opportunities designed to equip staff with the necessary knowledge and skills to excel in their roles.

These include:

• our termly calendar of workshops and events
• the Staff Apprenticeship Scheme
• the Staff Mentoring Programme
• the internal Job Shadowing scheme
• a curated collection of e-learning on the Online Learning Hub
• and one-to-one coaching for staff and managers (subject to capacity).

Organisational Development Consultancy

Our OD Consultants work with teams and departments to identify skill gaps, and design and facilitate commissioned team-building activities and development programmes that align with strategic goals. The focus is on progressing the team/department’s internal processes, structures, culture, and people, to enhance their overall effectiveness, efficiency, and performance. We use a consultative learning approach that involves seeking the input and feedback of others so that we can better understand and address the needs and challenges of staff, build trust and collaboration, and find effective solutions to achieve sustainable growth and success.

Managers and leaders looking for support with team learning and development should complete the online , providing details of the situation and expected outcomes. An OD Consultant (ODC) will respond within 5 working days.

Change Management

Facilitating and managing organisational change initiatives by supporting staff through transitions and encouraging a smooth and collaborative adoption of new ways of working.

Leadership Development

Identifying and developing leadership competencies at all levels. Supporting the development of a leadership pipeline to support continuity and succession planning.

Employee Engagement

Working with the Internal Communications team to design and implement strategies to enhance employee engagement. Conduct staff surveys and support action planning to measure and improve employee satisfaction. Utilise the data to support the development of a positive work environment and a sense of belonging.

Quality Assurance and Evaluation

Support quality assurance through monitoring, reviewing, and evaluating staff development. Establishing metrics and key performance indicators (KPIs) to assess the impact of OD interventions. Conduct regular evaluations to measure the effectiveness of learning and organisational development initiatives. Use data and feedback to make informed decisions and improvements.

New Staff Inductions

Support employee inductions by creating and implementing a positive and effective onboarding experience that contributes to employee engagement, retention, and overall satisfaction. Organising and facilitating the termly Welcome Sessions for new staff.

Achievement and Development Reviews

Provide documentation, guidance and training for all staff in setting Specific, Measurable, Achievable, Realistic, Time bound (SMART) goals, enabling the provision of effective feedback over 12 months.

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