Group Project Reflection


Groups are important part of learning and professional development. Groups prepare the student for the future professional practice because the workplace is changing and group or team work is becoming the normal instead of individualized workplace (Margerison & McCann, 1990). This is the reason why I value group work because I know if it an avenue for personal and professional growth   that will impact on my future. In this reflection, I look back and what we did in a group project, specifically identifying the communication challenge that I faced as group member and how I can overcome it.




Key Dates:

26th July – 30 minute presentation to students

15th August – Q&A session with the students

19th September – Q&A session with the students

24th October – Q&A session with the students

The Project

The two projects to choose to work on are:


  1. Increase brand awareness of the Learning Potential Fund within the Staff Giving Program.  Develop a non-confrontational plan to raise awareness of the intentions and goals of the Learning Potential fund, whilst addressing misconceptions that staff members may hold against donating money to the university.


  1. Develop a range of innovative recruitment strategies to increase participation in a range of designations in the Staff Giving Program across the university. 


Create a proposal for either project, using the information provided, demonstrate how you believe we can enhance the current programs to reach the $100 million LPF goal, whilst enhancing the Staff Giving Program. After the project concludes, the LPF will be able to take the proposals the students have worked on and potentially use them to achieve our goal.



Learning Potential Fund (LPF)

  • The LPF is a perpetual fund that provides scholarships for students experiencing financial hardship.
  • 5000 students apply for LPF Scholarships every year, and we’re currently only able to reward half the students with a scholarship.
  • 50% of these students are the first in their family to attend university
  • Administration costs for the Fund are underwritten by QUT, so every dollar you donate goes directly to the students
  • QUT Matches gifts dollar for dollar.
  • LPF donations helps students pay for essentials like food, rent and textbooks.
  • For more information, please visit:


Impact of the Learning Potential Fund

  • The retention rate of LPF scholarship recipients is 88%, which is higher than their peers.
  • Students attribute this retention effect to giving more time and attention to their studies
  • Students who receive the LPF scholarship tell us they feel grateful, motivated, and better connected to QUT than their peers.




LPF’s Goal

The Learning Potential Fund is currently at $57 million. Our goal is to build the Learning Potential Fund’s capital base to $100 million so we can help all our students in need. The interest earned from the fund provides an annual disbursement to support scholarships in perpetuity. We believe our best chance of achieving our goal is by building upon our QUT LPF Staff Giving (internal).

QUT LPF Staff Giving (Internal)


What is the project?

At QUT we recognise the importance of a connected workplace where giving is a collaboration between employer and employee.  Through this communications plan we hope to increase awareness and participation across the university in the Staff Giving Payroll Program.

Workplace giving has a long history at QUT, empowering staff to make a difference in their community through regular, tax deductible donations from their pre-tax pay to QUT.

Today more than 625 staff members contribute to QUT philanthropic initiatives through the Staff Giving Program. Workplace or payroll giving is one of the simplest and most cost effective ways to support QUT to improve student life, create hope and engage with the community.


We need your assistance to solve some of our pressing problems that have become evident in the Staff Giving Program, in order for us to achieve our goal.

Who’s the target audience?

  • Staff who made a one off donation in 2018 but have not signed up to the staff giving program.
  • Staff who made a one off donation to #QUTGivingDay but have not signed up to the staff giving program.
  • Senior staff who are not currently donors through the program.
  • New staff as they join QUT
  • Staff who have recently been promoted and are not currently donors through the payroll program

What are our goals?

  1. 16% of staff currently give through our payroll system, our goal is to get to 25% of staff participation in the next 2 years.
  2. Encourage participation in Staff Giving activities across QUT campuses and in all faculties, division and institutes through interactive and fun activities led by dedicated Staff Giving volunteers and ambassadors.
  3. Increase the level of support for other popular fund designations.

What are our strengths?

The QUT Staff Giving program is globally recognised, due to the amount of staff members participating in the program. The program also attracts high volumes of senior staff members and is already firmly established within the university community.

Another strength is the support of our Vice-Chancellor, Margaret Sheil AO.

What are our problems?

The following points highlight the problems that we are faced with in the Alumni and Development office. Although not all relevant to this project, it would be fantastic to include a solution to at least one of these key problems in your assessments.



  1. Whilst donor-intent is pivotal, is it worth having a program up for support if it is only supported by one to three people? We would have to manage these relationships carefully if they were to be removed.


  1. The strong focus on the Learning Potential Fund through our communications and large staff support, means that other programs have no chance to ‘shine’ – how should we address this? Whilst increasing the support for the LPF?


  1. The Alumni and Development office carried out an awareness campaign two years ago, the result of this campaign were staff becoming annoyed and starting using terms such as ‘LPF-fatigue’ and reported that they feel the students’ stories are too confrontational for staff faculty meetings.



If students have any questions, please contact Beth Zazlan on


Where we are now

Table 1.0 -Current Payroll supporting areas offered


Elefteria & John Polichronis Award 1
Myles McGregor-Lowndes Scholarship 1
Old Government House 1
Centre of Philanthropy & Nonprofit Studies-Alumni 2
Wound Care and Wound Research 2
Institute of Health & Biomedical Innovation Donations 3
Leesa Watkin Tribute 3
Rod Walker Memorial Endowment Fund 3
QUT Endowment Fund 4
Chair: Indigenous Perspectives in the Creative Industries 6
Law Founders Endowment 6
Ron Epping Memorial Prize 8
Su Mon Wong 14
Staff Community Welfare Fund 80
Learning Potential Fund 499
Total staff giving 627


Areas which are currently being added to this list are:


Great Barrier Reef Giving Day 126
Childhood Burns Research 42
Asylum Seeker Housing 37
Australian Prostate Cancer Research 33
Bone Research General Donations 32
Sleepy Burrows Wombat Sanctuary Hospital Burrow Design 27