Staff Survey update - June 2017

There are a number of developments in progress in response to what you said in last year’s Staff Survey.

The analysis of the University-wide reports identified four areas for action, with departments asked to analyse their own reports and act on the findings.

University-wide developments

Working for the University

There has been a series of actions in response to your views on using some of our key processes to achieve successful outcomes. A new approach to recruitment of hourly paid workers went live in April which removed paperwork, and a process that used to take up to three weeks is now routinely completed in three days.

A more efficient online process to set up new suppliers is also underway and a new network of 68 Process Champions will help embed process improvement good practice at a local level. For more on this see the Process Improvement web pages.


You rated ‘listening to and responding to the views of staff’ more positively than in 2013 and it now equals the maximum score of our peers. To maintain progress, a full action plan has been prepared which builds on initiatives already taken in this area.

Changes to the format of ‘Let’s Talk’ open staff meetings which build on feedback from attendees are intended to encourage further dialogue and the ways in which internal communications channels are used will continue to evolve.

Pay and Conditions

The University increased the minimum wage by over 5% in August 2016 and has provided more opportunity for staff in our most junior grade to progress up the pay spine.

A review of the recruitment, retention and market rates is underway in some of our specialist technical areas, with proposals expected soon.

Plans have also started to explore career routes for Technical & Experimental staff including the Technician Commitment, a sector wide initiative led by the Science Council, and the introduction of higher apprenticeships.

The Staff Benefits page has also recently been refreshed to provide easier access to the wide variety of benefits on offer.

Bullying and Harassment

The Dignity and Respect Policy has been revised, with messages on how to report incidents of bullying and harassment published on digital screens and circulated to managers.

Department actions

Heads of Department are responsible for developing action plans for their departments.

Examples include the School of Management, which is looking to address two key themes: the line manager experience and work life balance. A workshop with key faculty members will review the SDPR’s purpose and structure, with a better understanding of current work life balance one of the main aims.

Accommodation & Hospitality Services is also addressing two themes: cooperation and communication between departments and decision making and empowerment. It has launched a new Bright Ideas scheme to encourage innovation and started 10@10 team meetings to cascade key messages from senior management meetings to improve communications.

There will be more going on in your department, so please get actively involved in responding to the Staff Survey.

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