ABERYSTWYTH UNIVERSITY HUMAN RESOURCES TEAM OBJECTIVES (Incorporating the Risk Register)

Transcription

1 ABERYSTWYTH UNIVERSITY HUMAN RESOURCES TEAM OBJECTIVES (Incorporating the Register) Actions/Specific s 1 10 To steer the transition of the staff development function to the Institute of Education, Professional and Graduate (IEPG) 1. Clarification of provision to be delivered by HR and IEPG including clarification of the delivery and resources model of the PGCTHE. 1. Clarity of responsibility of Director of IEPG and Director of HR and CDSAP Coordinator. 1 August Clarification of resources required. 2. Clarity of resources allocation. 1 August To ensure the delivery of a continuous professional development (cpd) programme in 2013/14 including the Postgraduate research skills programme. 3. Delivery of a cpd programme including the Postgraduate skills programme. 1 August Embedding of staff development and performance review (SDPR) process. 4. Staff meetings under SPDR process have taken place. New online recording process introduced as part of the HR/Payroll system. 30 September 2013 Actions/Specific s 2 10 To implement the e- recruiter system 1. Review initial implementation stage. 1. Majority of posts recruited through the e-recruiter process. September 2013

2 2. Implementation in respect of all recruitment of staff in the University, including casual posts. 2. All posts recruited through the e- recruiter system. SLA with Institutes. January 3. Support and development of staff who require support in applying for posts through e-recruiter. 3. sessions have taken place for staff who require support. December 2013 Actions/Specific s 3 50 To implement the HR/Payroll system 1. Commencement of build of system. 1. Build commences and project plan adhered to. May Monthly review of progress by the project steering group. 2. Steering group progress reports and monitoring of project plan. April January 3. and training of institute and Department staff. 3. Evaluation of training reported to steering group. September 2013 January 4. Implementation of HR/Payroll system. 4. System goes live. February 5. Evaluation and review of implementation of the system. 5. Success measures as defined in PID and project plan are achieved. October Actions/Specific s

3 4 10 Build organisational capability 1. Assist and support the delivery of the reconfiguration of the University structure. 1. Implementation of Institute structures Reconfiguration of Business Support functions. July / July Review and review of Statutes and Ordinances to ensure compliance with employment law. Negotiate with the trade unions and implement revised HR policies and procedures. 2. Implementation of grievance, disciplinary, redundancy and redeployment procedures. Agreement by Privy Council to revise Statute and Ordinances. April / July Introduce revised arrangements for the employment of parttime academic staff and casual staff. 3. Implementation of revised arrangements. July Develop and implement workload planning scheme for Academic Staff. 4. Implementation of pilot scheme. September Introduce revised probation process which aligns to the Staff and Performance review process. 5. Implementation of revised process. January Manage the transfer of Legacy staff to AU terms and conditions of service. 6. Legacy staff move to AU terms and conditions. August Develop and implement comprehensive induction process for all staff. 7. All new staff have an induction plan to support their employment at the University. September 2013

4 8. Implement apprentice scheme apprentices commence in 2013/14. January Actions/Specific s To strive to enable each employee to reach their full potential and remove barriers to their success 1. To work towards the achievement of the Athena Swan award. 1. Achievement of the award. December To carry out an Equality Pay audit and to review the outcomes as part of our aim to strive to eliminate any gender gap. 2. Pay Audit. Report to Equalities and Diversity Committee. December 2013/ April To improve existing reward, recognition and well-being strategies and to consider further interventions including staff survey. 3. Further enhancements are made to improve academic promotions process. Review of Employee Assistance Programme. Joint well-being post. Staff Survey. May To achieve the Bronze corporate health standard To scope the potential for an application for the Investors in People (IiP) award. 4. To be determined in conjunction with Andrew Walker, HS Adviser 5. Report to Professional and Staffing Committee. Dec July

5 is categorized by two factors:- 1. Likelihood of the objective not being achieved and 2. Impact of not achieving the objective Assessment of Low, Medium or High. Score indicates level of risk according to matrix below. Score range Scoring grid (example shown for 3 MxM ( 5x5) = score 25 ) Likelihood Medium (5) / Medium (5) 1 Impact 1=Low / 5=Medium / 10=High