Everyone can understand the results of their efforts.

• Appropriate processes, tools and culture and skills exist for everyone, including employers and employees, to respectfully deliver and receive regular, balanced and constructive feedback with emotional intelligence. This includes 360 degree (internal) and external (client) feedback mechanisms, and the consistent use of 2-way performance appraisals and staff exit interviews to identify strengths and areas for development. Due consideration is always given to the aim (positive reinforcement or constructive?), context and style of feedback.

Everyone is supported to learn and grow in personally motivating ways.

• Professional and personal development is supported, recognised and rewarded as important for thriving, motivated, highly capable personnel and the delivery of professional services.
• Continuing professional and personal development (CPD) is facilitated by the provision of continuing education allowance and leave and time within workhours to undertake teaching and There is time and opportunity to implement new knowledge and skills and share information with team members.

• Both clinical/technical and non-clinical education is valued and supported.
• Everyone is empowered to guide their own professional and personal development that supports, in direct or indirect ways, the organisation’s various needs and goals. Regular structured employment reviews, informal feedback, peer coaching and/or mentoring provides additional insights.
• A range of types of CPD and development opportunities are considered and facilitated; for example, information and education hub subscriptions, in person and online events, courses and forums, in-house resources, one-on-one coaching and training and sabbaticals, secondments and exchanges between workplaces.
• On-the-job skill and knowledge development, including through internship or residency, is supported by sustainable scheduling and is remunerated appropriately for the role’s competency and knowledge requirements, level of supervision, accountability and performance.
• A growth mindset culture is modelled and encouraged, where everyone is open to trying new things and learning within the workplace, including through debriefing of mistakes or suboptimal outcomes.

Everyone can access ideas and opportunities for desired progression.

• Diverse role models are visible within the workplace and broader veterinary professions.
• A variety of career progression opportunities are visible, accessible and attainable irrespective of financial, care-giving or geographical constraints.
• There are fair, clear and transparent structures, criteria and rewards (including remuneration) for progression within the organisation.
• Application and selection processes are fair, understood and truly open to all.
• Employers and managers are receptive to innovation and suggestions for new or alternative career development and progression which aligns to the business vision and objectives.
• People can be seen and respected as leaders irrespective of job title and are supported to develop their leadership skills and responsibilities.
• Opportunities for “shadowing”, mentoring and/or on-the-job training for various roles, including ownership or senior management responsibilities, are provided to support smooth succession and shared confidence.