Professional Documents
Culture Documents
PERF. MEASURES
RISK
DATES
1.
To recruit and retain excellent academic and professional services staff by:
a) Reviewing and revising the recruitment process to include more robust planning and
31/07/14
In Progress
HRD,
CSBS
(PI)
HRD,
T/O rates for key posts
c) Further developing the professorial pay scales to be more competitive at the higher
31/03/14
Not Started
HRMs
EB
are low and recruitment
levels;
HRD
is better planned across
d) Implementing the Senior Professional staff (G10) grading structure developed last
31/01/14
In progress
HRMs
EB, DoPS
the year, with a more
HRD
streamlined
approval
HRMs
process .
2.
To provide staff with a positive working environment by:
Overall Staff
KPI
improves (KPI)
a)
Developing and publishing an action plan in response to the results of the 2013
30/09/13
Completed
HRD, EB
DoPS,
Action plan produced &
Pulse Survey;
Deans
implemented
c)
Developing and signing union agreements, including:
Union agreements
i)
Recognition Agreements (including TOFTUD)
31/01/14
In Progress
HRD
UNISON/
GA
ii)
JNCC Constitution
28/02/14
In Progress
HRM(ER)
UCU
signed, JNCC set up
d)
Holding a JNCC meeting to provide a forum for raising, discussing and resolving
31/05/14
Not started
HRM (ER)
HRMs
JNCC Meeting held
HRD
EB, Unions
Review completed and
HRD
HRMs
improvements made
f)
Developing and Publishing the Schools Total Reward Statement to remind staff of
30/04/14
In Progress
HRD, HRM
Comms
Total Reward statement
(P&R)
launched
g)
Highlighting feedback from the Pulse Survey that the School is considered to be a
30/04/14
Not started
HRD
Comms
Positive messages from
survey highlighted
h)
Implementing a Health and Wellbeing (including Stress Management) Policy
30/04/14
Not started
HRD, HRM
EB, Unions
Policy agreed and
(ER)
implemented
3.
To ensure that SOAS staff are remunerated appropriately and fairly for their
contribution by:
narrows (PI)
a)
Using the outcomes of the Academic Performance Framework working group to
31/07/14
In Progress
HRD, HRM
EB, Unions
Existing procedures
SDM
HRMs
changed, following
i)
Academic Probation;
ii)
Academic Promotions & Rewards;
iii)
SDRs.
b)
Review changes to the Schools pension arrangements following implementation
20/12/13
In Progress
HRD, PPM
Finance,
PAE procedures
GA
HRMs
embedded.
c)
Review the HERA Job Evaluation process and procedures to make them more
30/03/14
In Progress
HRD,HRM
SPP,HRMs,
Fewer complaints
streamlined;
(P&R)
Unions
about HERA process.
d)
Negotiating an increase in London Allowance (Pulse Survey 2013 action)
31/7/14
Not started
HRD,HRM
Unions
LWA increase agreed.
DATES
4.
To support the Management of Change across the School by:
a)
Supporting managers and staff on forthcoming change projects, including the
As
Ongoing
HRM
Project
Change projects
people issues relating to the move to the North Block, homeworking (including
required
(Change)
Sponsors,
undertaken and
academic office sharing) and other identified projects (potentially a further 5 in the
during
Project Mgrs,
changes enacted in
G
coming year);
2013/14
EB, HRMs,
SDM, Unions
Line Mgrs
SDM, HRM
timetable
HROs
(Change)
5.
To provide targeted Staff Development opportunities and activities in support of
Increased take-up of
a)
Over-time, developing suitable targets for monitoring attendance on the most
30/04/14
Ongoing
SDM
HRC
Targets agreed and
GA
Increased numbers of
staff attending;
b)
Developing and running a programme aimed at senior managers within the
31/01/14
In Progress
SDM, HRD
EB, DoPS
Programme agreed and
SDM
running;
c)
Implementing online Staff Development Reviews (SDRs) within the School,
31/07/14
Not Started
Deans,
Increased numbers of
DoPS,
SDR returns received;
HRMs
6.
To promote Equality & Diversity in all aspects of staff-related activity by:
a)
Developing an administration-light approach to Equality Impact Analyses (EIAs)
narrows (PI)
20/12/13
In Progress
HRD
DA, HRMs,
EIA form developed and
HRM
Unions
being used;
b)
Carrying out a further statistical investigation of the School promotions processes
31/01/14
Not Started
(E&D)
Statistician,
Report produced and
GA
HRM
SPP, EB
presented at SPP;
Panel, Executive Board and Governing Body and taking appropriate action;
(P&R)
c)
Developing and implementing an action plan to help to address the Schools 12%
30/04/14
Not Started
HRD,HRM
DA, HRMs,
Action Plan developed
(E&D)
Unions
and agreed;
d)
Undertake qualitative analysis/review of recruitment statistics to identity any
28/02/14
Not started
HRD, HRM
DA, Unions
Analysis undertaken
(P&R)
and issues identified;
e)
Developing and implementing an action plan to address any identified issues in
07/02/14
Not started
HRD,HRM
EB, DA,
Action Plan developed
respect of recruitment;
(E&D)
Unions
and implemented;
f)
Providing subconscious bias training for the Schools Promotions Panel members;
31/07/14
Not started
HRD, HRM
SPP
Training delivered to
(P&R)
SPP;
g)
Agreeing with unions an action plan to achieve the goal of SOAS becoming a
31/07/14
SDM
Unions
Action Plan developed
Not started
HRD, HRM
model best practice equality & diversity employer (Joint aspiration with TUs);
(E&D),
and incorporated into
h)
Attaining the Equality Challenge Unit Charter Mark for gender equality to start to
HRM (ER)
2014/15 objectives
31/07/14
In progress
HRD, HRM
Charter-mark attained
(E&D)
Reviewed by HR
Committee 24
October 2013