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Reviewed by HR Committee 24 October 2013

DRAFT HR Strategy Action Plan for 2013/14

OBJECTIVE & KEY TASKS


KEY
STATUS
LEAD
INVOLVED

PERF. MEASURES
RISK

DATES

1.
To recruit and retain excellent academic and professional services staff by:

T/O rates are under

control in key areas

a) Reviewing and revising the recruitment process to include more robust planning and
31/07/14
In Progress
HRD,
CSBS

(PI)

approval processes (ProcessFix Project starts October 2013);


31/03/14
In Progress
HRMs
CSBS
Vacancies
are
filled,
GA

b) Developing and implementing a recruitment process for fractional teachers;

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

session, underpinned by HERA evaluation to ensure fairness and enhance

HRD
streamlined
approval

competitiveness in the market place.

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

b) Implementing HR aspects of Pulse Survey 2013 Action Plan;


31/03/14
In Progress
HRMs
HROs/HRAs
Actions undertaken

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

staff-related issues in partnership between School management and unions;

HRD
EB, Unions
Review completed and

e) Carrying out a review of the Occupational Health arrangements to ensure that


31/03/14
In Progress
HRM(E&D)
EB, HRMs,

they are working well for staff and managers;

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

the benefits they receive for working at SOAS;

(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

good place to work;

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

Gender pay gap

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

inform the revision of existing processes, including:

SDM
HRMs
changed, following

i)
Academic Probation;

consultation with unions

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

of Payroll Auto-Enrolment (PAE)

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.

Reviewed by HR Committee 24 October 2013

OBJECTIVE & KEY TASKS


KEY
STATUS
LEAD
INVOLVED
PERF. MEASURES
RISK

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,

accordance with agreed

SDM, Unions

b) Advising on implementation of Change projects and contractual issues


On demand
HRMs
procedures and agreed

Line Mgrs

c) Delivering Change Programme Training for managers and staff

SDM, HRM
timetable

HROs

(Change)

5.
To provide targeted Staff Development opportunities and activities in support of

Increased take-up of

the achievement of strategic objectives by:

Training and SDR

returns by staff (PI)

a)
Over-time, developing suitable targets for monitoring attendance on the most
30/04/14
Ongoing
SDM
HRC
Targets agreed and
GA

significant training courses;

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

School (including Academic Heads of Department);

SDM
running;

c)
Implementing online Staff Development Reviews (SDRs) within the School,
31/07/14
Not Started
Deans,
Increased numbers of

including consideration of online provision;

DoPS,
SDR returns received;

HRMs

6.
To promote Equality & Diversity in all aspects of staff-related activity by:

Gender pay gap

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

and starting to conduct reviews of existing HR policies;

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

on the determinants of promotion, reporting the results to School Promotions

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

Pay Gender gap;

(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

potential bias in recruitment selection and decisions;

(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

address the under-representation of women in senior posts within the School;

(E&D)

Reviewed by HR
Committee 24
October 2013

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