Actions from the Staff Survey 2016-2017

Actions from the Staff Survey 2016-2017

Based on the feedback received from those discussions the following represents a series of actions which formed part of the consultation of the Staff Conference September 2016. The following broader themes have been highlighted:

• Uncertainty of roles and priorities
• Conflict in relationships
• With colleagues
• With line managers
• Stress
• Bullying

Action / Reference to Staff Survey Response
To produce a Health and Safety bookmark with the basic details / November 2016 / 10
Have a mechanism for suggestions from staff / October 2016 / Emerging from staff conference
Acknowledge of different timetablesthat colleagues experience and the impact this brings / November 2016 / 13, 14
To undertake a DSE annual assessment / By December 2016 / 6
New mandatory staff development on unconscious bias to be undertaken / September 2016
Resource on bullying and harassment to be discussed with leadership for potential use across the faculty / November 2016
Raise staff awareness on the new dignity at work and study policy / December 2016
To undertake further IPL/E developments in order to gain mutual respect for one another / TBC / Emerging from staff conference
Staff development courses to be put on different campuses and individuals encouraged to take part / Under review with OD
Highlighting the big changes and sharing that with colleagues: Dean to share at the staff conference / Closed out at staff conference September 2016. The presentation is on the FEHW governance wolf topic. But need ongoing reflection and reflection on the regular mechanism for cascade. To explore with the Dean about a regular communication “Alex’s Update” / 11, 12
Operational plan from the two year operational plan and staff awareness of this – Dean to share this at staff dev day / 11, 12
The awareness of the open staff spaces – communication and posters for staff offices – series of communications – common curtesy not to be disturbed / 9
Focus group interventions with individual institutes to explore where the issues are etc (this has come from faculty board – OD could help us with this). Need to spend more time with this information / To be explored through the next line of communication / All areas
Prioritising activities and what is important and what is less important – links to the work by Heads and their work priorities / Leadership session to consider this in more detail / 12, 17, 18,
Need to do a faculty communication to say what we are working on (with regards to the staff survey) / October 2016
Definitions of course leader role and who are course leaders – clarity on this. / Production of a CL handbook (confirm with NW)
Mentor and peer support across the faculty / To provide a peer mentor support process across the faculty / 1, 2, 3, 4, 5, 14
Review work space environment after Christmas / 6
Themes for OD staff development
Communication
Coping with change
Personal with resilience / 35, 36, 37, 38, 39, 40, 41,