Find out Staff Experience Advisory Board's meeting dates and membership.

Purpose

To deliver the overarching mission of the University, we will provide an environment in which staff are supported, motivated, developed and incentivised to deliver to their potential. The Staff Experience Advisory Board will advise on the framework for meeting these needs, always mindful of the importance of equality, diversity and inclusion within the institution.

Primary Responsibilities

The Staff Experience Advisory Board is advisory to UEB and its primary responsibilities are:

• to provide assurance to the UEB on proposed projects, changes to policy and updates to strategy which affect the culture (including, but not limited to, equality diversity and inclusion), dynamics and performance of the University workforce;
• to provide an assessment of risk to the University of current practices and of any proposed change to practice that impacts staff experience;
• to review implementation of the staff elements of the University Strategy and to identify areas for future focus and how these might be prioritised;
• to endorse approaches proposed by members of the University which support activity aligned with the University’s strategic objectives relating to staff experience;
• to approve changes to processes and procedures associated with staff experience that have no financial implication/can be funded by redistribution of funds within a function.

Scope

The work of this board covers:

• All parts of the workforce, including employees, (hourly-paid) workers and agency/contract staff
• All stages of the staff lifecycle, from attraction and recruitment through to exit and post-exit care;
• All issues which directly affect the experience, capability, performance and health of the workforce

Functions

• Ensure that the University has an appropriate framework in place to manage staff experience.
• Develop concepts and ideas, commissioning work as necessary, to enable proposals to be developed which will enhance staff experience at the University.
• Advise on change proposals which may impact staff experience e.g. efficiency programmes, operational changes which might affect working patterns etc.
• Scrutinise all proposals linked to staff experience which are seeking institutional approval and provide advice on strategic fit, quality, financial implications, engagement, employee relations impact, strategic direction, legality, coherence, implementation etc.
• Receive regularly statistics on the employment of staff by the University including persons applying for employment at and leaving the employment of the University.
• Analyse progress on, and provide input to, action plans developed to meet strategic targets in the broad area of staff experience.
• Propose/approve revisions to University policies, procedures and plans relating to staff issues.
• Establish project groups as required to investigate, report on and implement work on specific dimensions of staff issues.
• Maintain appropriate consultation and communication with all relevant groups in the University and with external bodies in pursuance of the terms of reference of the committee. In particular this should include the JUCNC, JACNC or other formal consultative body.
• Ensure that appropriate engagement is occurring with national/international HR developments as new ideas develop.

Membership

• VP (C&I) (Chair)
• Director of HR
  
• Chief Operating Officer
  
• Head Professional Services Department
  
• Head Academic Department
  
• Member of E&R job family
• Member of MSA job family
• Member of T&E job family
• Member of OFS job family

In attendance

• Deputy Director of Human Resources Operations
• Deputy Director, Workforce Development
• Deputy Director, Safety & Wellbeing
• Deputy Director, Culture & Inclusion
• Head of Talent Acquisition
• Head of Financial Operations
• Secretary (Executive assistant to VP)

Procedural Rules