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People and Culture

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  • Home
  • About People and Culture
    • Our Structure
    • People and Culture Plan
    • Staff Charter
    • Key Contacts
    • New Staff Welcome
  • Employees
    • HR Hub
    • Pay, Reward and Benefits
    • Learning and Development
    • Development and Career Progression
    • International Staff Support
    • Wellbeing at Queen's
    • Managing Stress at Work
    • Annual, Family and Other Leave
    • Sickness Absence
    • Employee Experience and Engagement
    • Green Impact
  • Managers
    • Performance Management Toolkit
    • Sickness Absence
    • Leave Toolkit
    • Induction Toolkit
    • Recruitment and Selection
    • Employee Assistance Programme Manager Support
    • Occupational Health Service
    • Workplace Conduct
    • Job Evaluation
    • Redeployment
    • Leaving Employment
  • Work at Queen's
    • Recruitment and Selection
    • International Staff Support
    • Women at QUB
    • Fellowships at Queen's
    • Pay, Rewards and Benefits
    • Learning and Development
  • HR HUB
  • A-Z
  • Diversity and Inclusion
    • Equality Legislation
    • Policies, Procedures and Guidance
    • Fair Employment Return Monitoring Data
    • Disability
    • Menopause
    • Fertility Treatment Leave
    • Celebrating Diversity
    • Faith, Religion and Belief
    • Trans Equality
  • Annual, Family and Other Leave
    • Annual Leave
    • Work Life Balance Policies
    • Other Leave
    • Agile Working Toolkit
  • Legal Services and Employee Relations
  • Learning and Development
    • Researcher Development
    • Learning for All
    • Learning Resources LinkedIn Learning
    • Leadership and Management Development
    • Essential Learning
    • Administrative Skills
    • Career Development Hub
    • Coaching and Mentoring
    • Remote Working
  • News
  • Pay, Reward and Benefits
    • Reward and Recognition
    • Pay and Conditions
    • Financial Support
    • Parents and Caring
    • Discounts
    • Commuting
    • Pay & Reward Benefits
    • Financial & Other Benefits
  • Fellowships at Queen's
    • Illuminate: Vice-Chancellor's Fellowship Scheme
    • Fellowship Academy
    • Externally Funded Fellowships
  • People and Culture COVID Guidance
    • COVID-19: People and Culture FAQs
  • Home
  • People and Culture
  • About People and Culture
  • People and Culture Plan
  • Employee Experience

Employee Experience

Strategy 2030 recommits to focussing on “high performance, staff wellbeing, development, engagement and greater opportunities for flexible working”.

The Employee Experience (EX) refers to all the interactions an employee has with their workplace, employer, and colleagues throughout the various points of their working life. This starts during the recruitment process and continues throughout their time at the University, until the point they leave employment.

Image shows a diagram depicting everything that makes up Employee Experience. Work  Workplace Culture  Health & Wellbeing  Leadership & direction  Manager  Development, reward & recognition

Ensuring that we have the best possible EX will have a positive impact on the Student Experience.

In order to deliver the best possible experience for everyone who works here, we will continue to develop, refine and embed the following model for Employee Experience which covers all aspects of working life at Queen’s:

 

Employee Experience (EX) Priorities

We will improve the EX by:

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Equality, Diversity and Inclusion and Promoting Staff Wellbeing

  • Creating a positive work culture by embedding equality, diversity and inclusion to all that we do.
  • Implementing an online academic workload system and identifying and eliminating core issues which impact workload and staff health and wellbeing.
  • Developing a Staff Health and Wellbeing Strategy aimed at integrating mental health and wellbeing into all that we do.
  • Providing a flexible working approach for staff based on the type of work being carried out while enabling the University’s strategic aims.
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Employee Relations

  • Significantly reducing the number of staff who are on precarious contracts to provide job security.
  • Creating flexibility in our grade and pay structure to enable more agility in our workforce.
  Image shows a person wearing headphones.

Employee Listening

Developing our employee listening approach to build an engaged workforce who are proud to work for Queen’s and who will promote the University as a great place to work.

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People and Culture Plan
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Building Organisational Capability
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People and Culture Plan
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