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Time Frame:
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Action from the survey:
We have focussed on aspects of the areas identified in the 2008 survey results as requiring urgent action, namely Role, Relationships and Peer Support. We continue to highlight the importance of Well-Being at School induction. We have got back to basics by ensuring robust and fair absence recording. And we continue to actively raise awareness of good people management tools and skills.
Role:
For those of you who have engaged in the University’s job evaluation process, your HERA role outline will help set the context for an appraisal discussion about your own progress in the role that you hold. Both Appraisal and Career Development discussions provide the opportunity for a review of achievements and career development. A well conducted appraisal resulting in agreed outcomes allows a route for formal upward constructive communication as well as clarification of roles and objectives. To optimise the practice of well conducted appraisals, workshops were held for all support staff and their line managers in Sept/Oct 08 with anonymous evaluation feedback provided to School senior management.
Relationships:
Following examples of good practice within the School, further awareness of the University’s initiative on Early Dispute Resolution continues to be raised at Division meetings where it has been emphasised that mediation can take a number of different forms. School staff have benefited from the full mediation process or used the principles of mediation to agree a 'modus operandi' signed up to by both parties following confidential and individual consultations with the School HR Officer. To reiterate, the School considers that any number of staff who feel they are subject to bullying is not an acceptable situation and all staff are encouraged to engage in managed and supported interventions such as mediation, if appropriate.
Peer Support:
Team and management meetings with representation from support staff, Postdocs and Postgrads encourage colleagues to understand issues from a wider perspective. Proposals to introduce a mentoring system for Postdoctoral staff are raised from time to time by various quarters and we are keen to seek further feedback from you regarding this matter.
Welcoming and Supporting New Colleagues:
Our experienced Occupational Health Service, highly regarded Counselling Service and excellent Sports facilities are highlighted to new staff at School induction, along with an introduction to the School Management of Stress policy and the relevant generic workplace stress risk assessment. As a School, we attract the best people from local, national and international arenas who are motivated by the pressures of a stimulating, thriving and dynamic environment. Keeping this aspect of our environment a healthy and motivating factor is in all our interests.
Sickness Absence Recording and Managing Absence:
On an immediate level, absence recording procedures have been reviewed. In February 2009, Division Secretaries attended a workshop on Absence recording, including an awareness raising session on the application of the University’s suite of Work Life Balance policies. Robust recording across all staff groups is vital to ensure that supervisors actively support staff on sickness absence, including making Occupational Health or Counselling referrals, when appropriate. The School HR Officer runs workshops on the proactive management and support of absence and can readily tailor this to individuals or groups within the School on request.
Awareness Raising Opportunities/ Generic Staff Development:
The School HR Officer regularly provides advice and support on good people management. Whilst such consultations will continue to factor widely within the School, coaching type sessions on various management and staff support issues such as Work Life Balance, Absence management, Appraisal and Career Development and the Guiding Principles of Mediation, can be readily tailored to different groups.
The recent University-wide launch of Equality and Diversity on-line training includes modules on the management of stress and this may be a useful learning tool for some staff.
Survey 2010:
As you reflect on these issues before we re-run the survey in February next year, do know that we really want to better the 2008 survey 38% return rate. We’ll double last year’s donation to Cash for Kids for every survey completed and returned. There are no quick fixes to the issue of the management of stress and we must strike a balance between the differing needs of staff. To do so we need your input and active engagement in the processes and interventions outlined above. In the meantime, we welcome feedback on these initiatives to Human Resources or the H&S Information Officer or the H&S Coordinator or through the anonymous route of the SLS H&S Comment/Suggestion boxes and cards.
Gillian Jones
College of Life Sciences HR Officer
May 2009