Notes on the Data

APPENDIX E

Notes on the data:

All data

Figures relating to the workforce are taken at the point in time 31/07/08 for the current year and 31/07/07 for the prior year. Leavers and job applications however, are taken cumulatively over the prior year period (01/08/07-31/07/08).

Overview

The figures in the overview section refer to all members of staff including casuals and are by contract. As such each figure relates to a single contract filled by an employee of the University. Where a member of staff has multiple contracts, they will be represented once for each contract they have. This is in order that where one person has multiple contracts of different types, minority contracts remain represented. 37 members of support staff and 67 members of academic staff have multiple contracts.

Figures for job applications relate to a single application, so a person applying to multiple vacancies would be represented on numerous occasions: once for each application they made. Figures for leavers relate to a contract coming to an end, so someone with multiple contracts would be represented once for each contract that ended.

Body of Report

Within the body of the report workforce and leavers figures refer to the core workforce: casuals and part-time hourly paid lecturers are excluded. This has been presented this way in order to make staff turnover figures and figures around reasons for leaving meaningful.

The body of the report also refers to staff by full-time equivalent (FTE). In this way a member of support staff working 18.5 hours per week in 37 hours per week job role would be represented as 0.5. This method of presentation has been chosen in order that a member of staff with multiple contracts is not represented a disproportionate number of times.

The figures for applications however, are still absolute; one application equals one applicant so multiple applications by the same person would be represented multiple times.

Figures relating to staff training are represented as participants on the day: one person attending five events would be represented five times. With the introduction of a new HR database in early 2009, 2010's annual report should allow more sophisticated reporting regarding training.

1. Data on staff by Gender 2007/2008

1.1 Overview

T1:The composition of the workforce by gender in 2007/2008, split by job category and contract type

Note: FT equals fixed term contract while OE equals open contract.

F1:The proportion of male and female support staff with full-time and part-time contracts

F2:The proportion of male and female academic staff with full-time and part-time contracts

F3:The proportion of all male and female staff with full-time and part-time contracts

T2:The numbers of male and female applicants, starters, leavers and members of staff in 2007/2008

F4:The proportional split by gender of applicants, starters, leavers and members of staff in 2007/2008

T3:The numbers of male and female members of staff in 2007/2008 and 2006/2007 and the proportional change over that period

F5:The proportional split by gender of the workforce in 2007/2008 and 2006/2007

• The proportion of the workforce that is male and female is almost identical year-on-year.

• Almost twice as many support staff are female than are male.

• Overall, 43% more male staff have a full-time contract than female staff.

• The proportions of staff with part-time contracts is higher in the University for both genders in both academic and support roles than it is in UK HEIs generally. 33% of male and 51% of female staff in the University had part-time contracts compared with 17% of male and 33% of female staff in UK HEIs. This equates to 43% of all University of Portsmouth staff having part-time contracts while only 33% of staff in UK HEIs have part-time contracts.

1.2 Job Applications

T4:The numbers of applicants, shortlisted, and people employed in 2007/2008 by gender

F6:The proportional split by gender at each stage of the job application process

F7:The proportion of applications by male and female applicants that ended in employment in each business area of the University

F8:The success rates at each stage of the application process for male and female applicants

T5:The number of withdrawals from the application process by male and female applicants split by the stage withdrawal occurred

F9:The proportion of applications by males and females to each business area of the University that were withdrawn

T6:Where job applicants of each gender first saw the vacancy they applied for advertised

• As a proportion, marginally more female applicants were shortlisted than male applicants

• The greatest proportion of male applicants were successful in applications to PBS (11% of applicants employed), while the greatest proportion of female applicants were successful in Science (10% of applicants employed). These faculties also had the largest margins between the success rates for each gender.

• Of all the academic faculties, Technology received the most applications from female applicants for the second year running.

• Technology saw the highest proportion of its female applicants withdraw their application; almost double the proportion of male applicants withdrawing applications. It was also the only faculty where more female applicants withdrew their application after interview than did before interview

• The University website is the most common mechanism for people to discover support vacancies (42% of male applications and 47% of female applications). For academic vacancies other websites are the most common mechanism of discovery (59% of male applications and 42% of female applications).

• For both support and academic roles female staff are significantly more likely to discover a vacancy internally than their male counterparts.

1.3 Distribution of Staff (core staff)

T7:The numbers of staff of each gender employed in each area the University in 2007/2008 and 2006/2007

T8:The numbers of academic staff from each group employed in each

grade across the University in 2007/2008

F10:The proportional split by gender at each academic grade

T9:The numbers of support staff of each gender employed at each grade across the University in 2007/2008

F11:The proportional split by gender at each support grade

• In almost all areas of the University the proportional split between the numbers of male and female academic staff is smaller than that in the last academic year. Only the faculties of Science and Technology have seen a slight widening of the gap due to an increased proportion of male staff.

• In all academic roles there is a higher proportion of male staff than female staff except for the category Other Senior Staff which has a 50% split. The gap between the genders is largest at Professor level (84% male to 16% female) and smallest at Lecturer level (55% male to 45% female).

• The gender balance across support roles follows a similar pattern to previous years as well as to national trends. There are a far greater proportion of male staff in category 3A (technicians), 5 (chefs and gardeners) and 8 (maintenance operatives). While the same is true in category 6 (caretakers and sport and leisure attendants) the national picture in this category is almost completely reversed. All other support roles to a greater or lesser extent are predominantly more ‘female’, particularly category 4A (library assistants and admin clerks) which is 86% female and category 4B (secretaries and receptionists) which is 98% female.

1.4 Retention and Development

T10:The numbers staff of each gender leaving each area of the University during 2007/2008 and 2006/2007

F12:Leavers of each gender as a proportion of staff currently employed in that business area of the University

T11:The reasons for leaving given by leavers of each gender in 2007/2008

• As a proportion of staff currently in post more female staff left the University than male staff in 2007/2008. The largest proportions of staff leaving were female staff in Technology (23%) and male staff in Humanities (19%). Only the faculties of CCI and Humanities have a greater proportion of male staff leaving than female staff.

• Over a quarter of all female staff leaving in 2007/2008 declared it was due to dissatisfaction, while only 1/8 of male staff declared this reason.

• A far greater proportion of female staff than male staff attended training events in both business support and staff development. This is a continuation of the pattern for the last two years.

2. Data on staff by disability 2007/2008

2 .1 Overview

T12:The composition of the workforce by disability in 2007/2008, split by job category and contract type

Note: FT equals fixed term contract while OE equals open ended contract.

F13:The proportion of disabled and non-disabled support staff with full-time and part-time contracts

F14:The proportion of disabled and non-disabled academic staff with full-time and part-time contracts

F15:The proportion of all disabled and non-disabled staff with full-time and part-time contracts

T13:The numbers of disabled and non-disabled applicants, starters, leavers and members of staff in 2007/2008

F16:The proportional split by disability of applicants, starters, leavers and members of staff in 2007/2008

T14:The numbers of disabled and non-disabled members of staff in 2007/2008 and 2006/2007 and the proportional change over that period

F17:The proportional split by disability of the workforce in 2007/2008 and 2006/2007

• The University's disclosure rate for disability is 99%. The average for UK HEIs is 92%.

• The proportion of the workforce that declared a disability has remained roughly the same over the last year (7%). The average for UK HEIs is just under 2.5%.

• The proportion of the academic and support workforce declaring a disability is roughly the same.

• A greater proportion of disabled support staff have full-time contracts than their non-disabled counterparts. However, proportionally fewer disabled academic staff have a full-time contract.

2.2 Job Applications

T15:The numbers of applicants, shortlisted, and people employed in 2007/2008 split by disability

F18:The proportional split by disability at each stage of the job application process

F19:The proportion of applications by disabled and non-disabled applicants that ended in employment in each business area of the University

F20:The success rates at each stage of the application process for disabled and non-disabled applicants

T17:The number of withdrawals from the application process by disabled and non-disabled applicants split by the stage withdrawal occurred

F21:The withdrawal rates of disabled and non-disabled applicants as a proportion of applications made by that group to each business area of the University

T17:Where disabled and non-disabled job applicants first saw the vacancy they applied for advertised

• A slightly higher proportion of disabled applicants were shortlisted than non-disabled applicants. However, a greater proportion of the applicants shortlisted that were employed were non-disabled.

• Disabled applicants were slightly more successful than non-disabled applicants in four of the University's six business areas. Only in Technology and CCI did a greater proportion of non-disabled applicants successfully gain employment than disabled applicants.

• Only 10 of disabled job applicants withdrew their application, which equates to just 2.5% of applications by disabled people. 7% of non-disabled applicants withdrew their application.

• The most common mechanism for disabled applicants to discover a support vacancy was the local newspaper/job centre (41%) while for non-disabled support staff applicants it was the University's website (47%). For academic roles other websites were the most common place to discover a vacancy.

2.3 Distribution of Staff (core staff)

T18:The numbers of disabled and non-disabled staff employed in each area of the University in 2007/2008 and 2006/2007

T19:The numbers of disabled and non-disabled academic staff employed at each grade across the University in 2007/2008

F22:The proportional split at each academic grade by disability

T20:The numbers of disabled and non-disabled support staff employed in each grade across the University in 2007/2008

F23:The proportional split at each support staff grade by disability

• Although the University's core workforce grew by 3% between 2006/2007 and 2007/2008 the numbers of disabled staff fell by 3%. During this time only PBS saw a growth in its numbers of disabled support staff. However, only CCI and Humanities saw a fall in disabled academic staff numbers.

• The only academic occupational categories in which the University has disabled staff are principal lecturer, lecturer and researcher. All other categories contain no disabled staff.

• All support staff categories have between 6% and 24% of disabled staff (significantly above the UK HEI average for support staff of just under 2.9%) except for category 8 (drivers and maintenance operatives) which has no disabled staff.

2.4 Retention and Development

T21:The numbers of disabled and non-disabled staff leaving each area of the University during 2007/2008 and 2006/2007

F24:Disabled and non-disabled leavers as a proportion of their number employed in that business area of the University in 2007/2008