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OCSLD offers timely, work-based development interventions to clients within and beyond Oxford Brookes University. For colleagues at Oxford Brookes, you will find that much of the staff and educational development on offer is arranged through the link roles.
Please see our
for contact details.
The primary purpose of the link roles is to prompt and support Faculties and Directorates to make plans for their staff and educational developments needs. OCSLD Developers bring their experience, ideas and expertise to conversations with Faculties and Directorates.
Working through link roles also ensures that OCSLD’s portfolio meets local and organisational needs. Working proactively helps us to forward plan for the coming year, working within our capacity.
If you are involved in planning and organising staff and educational development for your Faculty or Directorate, your link developers will be able to identify needs and explore the best ways of meeting them. Link Developers aspire to working proactively to consolidate these partnership arrangements, foster innovation and improve the staff and student experience.
Practical ways that the link role operates include:
Discussing Learning and Development priorities
Devise staff development plans in response to Operational Plans and e.g. Faculty Annual Reviews
Working closely with Programme Development Teams
Talking through your Staff Survey or National Student Survey results
Planning team and whole Faculty/Directorate away days
Confidential 1-1 advice for managers
Identifying and briefing other consultants from within or beyond Brookes.
Delivering interventions for individuals or teams.
Offering ‘train the trainer’ type activities to support your staff to cascade development opportunities
OCSLD Developers allocate around half a day of week of their time to their link roles and may be working with one or two groups within the University in any one year
OCSLD consultants work through their link roles to plan timely and efficient development opportunities for colleagues at Brookes. For an organisation that aspires to being more agile, team based interventions are designed to promote innovative and sustainable changes in practice. This aspect of OCSLD’s work has been growing steadily and is now in high demand.
Examples of staff development arranged through the link role:
Supporting Learning Resources staff through a Directorate restructure, with a development plan and sessions for team leaders.
Supporting Finance and Legal Services on a journey to envision their target culture
Workshops for Student Central managers on enhancing staff capacity to support the development of the new team and their move to JHBB.
Course Design Intensives and other bespoke workshops for programme teams
A series of six ‘Lunchtime Lites’ sessions for OBIS focussed on personal and culture change (now being rolled out across the University)
Inputs into the Faculty of Business staff development week covering dissertation supervision, academic advising, block teaching and seminars.
Consultation to support a manager working through a stress risk assessment with their team.
Evaluating teaching innovations
Facilitating Participative Process Review workshops
The link role works well when OCSLD consultants and colleagues in faculties and directorates work in partnership, and are respectful of each other priorities and time commitments. Examples include where:
Involve your link developer in discussions around the Faculty/Directorate Learning and Development Plan. You can use this to plan ahead for the following academic year, particularly if you are looking to OCSLD to help plan and/or deliver staff development for your teams.
Consult your link developer at the planning stage of events, if you would like their involvement.
Contact your link role developer in good time before a team event you would like help with: preferably two months in advance
Identified learning and development needs fit with OCSLD’s priorities for the year.