Staff survey steering group

Professor Richard English
Pro-Vice-Chancellor Internationalisation and Engagement (Joint Chair)

Areas of Responsibility:

1. Visibility and impact of Leadership
2. How we communicate and connect across the University
3. Co-ordinate the activities of the Sub-Groups managing commonalities between each group, for example appraisal which crosses all three Sub-Groups
4. Provide regular updates to all staff on the progress of the Staff Survey Steering and Sub-Groups through the Staff Survey website
5. Ensure that all relevant stakeholders are informed and consulted, as appropriate

Outcomes:

In line with best practice develop a leadership framework, outlining responsibilities and behavioural expectations of leaders at all levels, aligned to Core Values and Vision 2020.

Incorporate the above into Sub-Group outputs to ensure that leaders at all levels are aware of their responsibilities and are empowered to deliver against this.

Bring forward proposals on how we can improve how we communicate and connect as One Team, with an increased focus on face to face interactions.

Mr Brian Parkes
HR Director (Joint Chair)

Professor Brian Falzon
Head of School of Mechanical and Aerospace Engineering

Mr Alistair Finlay
Director of Operations, Faculty MHLS

Mrs Clare Jamison
Head of the Registrar’s Office

Mrs Marion Matchett
Senate

Dr Kathryn Higgins
Assistant Director, School of Social Sciences, Education and Social Work

Mrs Claire Lewis
Internal Communications, MRCI

Ms Laura Lynch
Senior HR Business Partner (member of SWAN Steering Group)

Mrs Nicola Skelly
Head of the Vice-Chancellor's Office

Professor Brian Falzon
Head of School, School of Mechanical and Aerospace Engineering (Chair) 

Consider the appropriateness of current career development paths, career development support available for academics and the effectiveness and use of current Appraisal process.

Greater clarity is required in how Academic Standards should be interpreted, applied and updated. This dedicated work stream will tackle these issues and ensure greater transparency, understanding and ownership of standards within Schools.

Consider ways to emphasise and build on the following strengths identified in the Staff Survey:

• 81% of staff reported that their work gives them a feeling of personal accomplishment
• 89% find their work interesting. 

Professor Paul Connolly
Dean of Research, Faculty of Arts Humanities and Social Sciences

Professor Geraint Ellis
School of Natural and Built Environment

Professor Karl Malcolm
School of Pharmacy

Dr Edel Hyland
School of Biological Sciences (SWAN Champion)

Dr Laura Taylor
Lecturer, School of Psychology

Dr Victoria Durrer
Lecturer, School of Arts, English and Languages

Mr Scott Rutherford
Director, Research and Enterprise 

Ms Sonya Dougherty
HR Business Partner, Human Resources

Mrs Clare Jamison
Head of the Registrar’s Office (Chair)

Review of the Appraisal process and how this is being implemented across the institution.

Review career progression and access to development opportunities for all grades. Building on this, develop and implement of a suite of initiatives to address identified barriers to/enhance opportunities for, progression and development, as appropriate.

Bring forward proposals which will empower staff, at all levels, to more confidently and effectively discharge their responsibilities, including improved access to information, for example, a policy repository, staff intranet etc.

As above SG 1. - Consider ways to emphasise and build on the following strengths identified in the Staff Survey:

• 81% of staff reported that their work gives them a feeling of personal accomplishment and
• 89% find their work interesting. 

Mr Neil Masterson
Finance Business Partner, EPS

Review the components of the current Reward and Recognition schemes, conduct benchmarking both within and outside the sector, and inform a new reward and recognition strategy and plan aligned to Vision 2020.

Bring forward proposals to recognise and reward staff which are both, financial and non-financial, formal and informal.

Review and outline linkages between performance, appraisal, development and progression.

Consider ways to emphasise and build on the following strength identified in the Staff Survey:

• 70% of staff are satisfied with their total reward package. 

Mrs Anne Clydesdale
Director of the William J Clinton Leadership Institute

Professor John Turner
Queen’s University Management School

Mr Trevor Sewell
Manager, Analytical Services, School of Chemistry and Chemical Engineering

Dr Kate Woodcock
Lecturer, School of Psychology

Mrs Catherine McKeown
School Manager, School of Medicine, Dentistry and Biomedical Sciences

Dr Ciara Rooney
Research Fellow, School of Medicine, Dentistry and Biomedical Sciences

Mrs Margaret Leonard
Personnel Manager, Human Resources

Mrs Jacqueline Kearns
Estates Manager, Estates

Mr Brian Gribbin
Head of Cost and Capital Accounting, Finance