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Staff Conference March 2012 Making the Difference

Introduction & Welcome Professor Robin Baker, Vice-Chancellor. Staff Conference March 2012 Making the Difference. Staff Conference March 2012 Making the Difference . Last time we met…. November- Partners in Learning Focus on the student experience Launch of the Staff Survey

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Staff Conference March 2012 Making the Difference

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  1. Introduction & Welcome Professor Robin Baker, Vice-Chancellor Staff Conference March 2012Making the Difference

  2. Staff Conference March 2012 Making the Difference Last time we met…. November- Partners in Learning Focus on the student experience Launch of the Staff Survey Change Board taking shape Your feedback on the day

  3. Staff Conference March 2012 Making the Difference Our response to your feedback: • More focus on the staff experience • Greater opportunity for discussion at the conference • Keep the dialogue going outside ‘the room’ • Get campuses more involved (survey briefings) • Involvement of over 50 mixed Professional Services and Academic Staff in Change Programme • Involving students more in what we do • Change Board members shadowing staff • Responsibility for student experience and academic provision brought together

  4. Staff Conference March 2012 Making the Difference 2011Staff Survey – a reminder of the headlines: • 60% response rate including sessional staff • 71% otherwise excluding sessionals • 82% permanent full time staff responded • 77% staff say the University is a good place to work

  5. Staff Conference March 2012Making the Difference The Change Board Programme Professor Tony Lavender

  6. Evidence Sources • National Student Surveys (2005-2011) • University Student Survey (2011) • Staff Surveys (2008 and 2011) • The Efficiency Project • Stakeholder (staff and student) consultation • Virtual Learning Environment Review and User Engagement Consultation

  7. What Do We Know? Students and staff experience have raised a number of issues. Great place to study and work BUT…

  8. But… (Staff) • Problems with inter-departmental working • High levels of perceived needless bureaucracy • Access to data and information can be problematic (ease and speed) • Difficult to access appropriate resources and equipment

  9. BUT… (Students) Students tell us that in comparison with the sector we could do more about: • Organisation and management • Learning resources • Closing the feedback loop

  10. Some Examples “Some departments still work in silos” (staff) “Doesn’t seem like any departments talk to each other and they blame each other for the bad bits” (student) “Staff are willing but the systems often let us down” (staff) “Can be difficult to retrieve information” (student) “Its always hard to find someone who will take ownership of the issue” (staff) “Admin of the University is very poor” (student) “It’s impossible to get the right person first time” (staff) “Poorly organised course” (student)

  11. Change Programme Vision The Change Programme’s vision, in line with the Strategic Plan (2011-2015), is to provide our students with a consistently high quality experience which meets their needs and expectations at every stage of their student journey.

  12. Critical Success Factors Critical success factors align with the Strategic Plan and include: • Continue to be the university of choice for local people seeking to study in Kent • Enriched delivery of teaching enhanced learning & communication • Increased student satisfaction in NSS • Improvement in position in league tables • More effective and efficient use of the estate

  13. Student Communication • Student communication steering group established • Principles for future communication agreed • Address in the short term immediate problems • Communication strategy in development -structured in terms of the student journey • Will work closely with VLE & Student Portal steering group

  14. Virtual Learning Environment & Student Communication Portal • Steering Group, Project Director & three supporting teams in place • To be delivered in phases Phase 1 : Re-launch of the existing VLE (Blackboard) to latest version for start of 2012/13 Called: Christ Church Learning & Information Community (CLIC) • Phase 2 – Developing the student portal during 2012/13

  15. High Standard of Teaching • Steering group established • Student focus groups conducted around “teaching quality” • Working group in place: includes learning and teaching co-ordinators, Teaching Award winners, faculty representation • Timely and appropriate assessment feedback • Effective course/modular evaluation in place for 2012/13 • Peer observation policy review

  16. Effective Use of Learning Resources • Group established • Timetabling and rooming: • Advanced outline timetable to be delivered for academic year start 2012 • Individualised student timetables project initiated for delivery in September 2013 • Review of learning spaces, incl. audio visual provision • Review of Augustine House as a learning resource

  17. Academic Support • Steering group established • Effective implementation of the Student Charter • Review tutoring policy and ensure implementation

  18. Administrative Processes • Steering Group & Project Lead established • Key business processes from the student perspective identified – mainly in the pre-registration and early enrolment phases • End to end mapping of processes being developed • Staff to be consulted on their views of processes. • Rapid Improvement Task Force put in place for “quick wins” • i-zone Phase 2 – closer to faculties being rolled out – piloting in Faculty of Health and Social Care

  19. Building Blocks Groups established, or in process, to address: • Curriculum management tool • Higher Education Achievement Report (HEAR) • Key Information Set (KIS) • Core data set & business information ‘dashboard’ • On-line applications

  20. Next Steps • Working on inter-dependencies across projects and priorities • Working with Marketing Dept to ensure progress communicated to staff and students • Link to Culture, Leadership & Management

  21. “Making the Difference”In conclusion…. • Complex programme with multiple projects which are highly inter-dependent • Delivery over lifespan of Strategic Plan • Addressing the issues identified by students and staff will benefit all • And………………….

  22. We can all make a difference!

  23. Staff Conference March 2012 Making the Difference 2011 Staff Survey Your Feedback: The Qualitative Response

  24. Staff Conference March 2012 Making the Difference Your Qualitative Comments Significant response from the 1243 staff involved 120 pages of comment Themed analysis report from Positive People

  25. Staff Conference March 2012 Making the Difference What have we done so far to respond to the survey? • Prompt action to share outcomes • Report made available to staff • Staff Briefings across all campuses • Qualitative analysis report • Further E & D analysis planned • SMT and HODs link to business planning

  26. Staff Conference March 2012 Making the Difference The Themes 1.Getting Things Done Systems and Processes Equipment & Resources Access to Data & Information Peer Support/Cross Dept.Working

  27. Staff Conference March 2012 Making the Difference What do staff say? “Colleagues have made working for the University a real pleasure” But… “Sometimes communication between departments is excellent but at other times there is territorially defensive communication which is not helpful for the University” “Some things take a hell of a lot of time to get agreed or actioned!”“Some of our policies & procedures are ponderous and stop us from responding quickly enough”“In my experience, departments work in silos, in old fashioned ways and are very insular”

  28. Staff Conference March 2012 Making the Difference The Themes 2. Staff Induction and Progression Induction Career Progression Training & Development

  29. Staff Conference March 2012 Making the Difference What do staff say? “I have nothing but praise for the way the University supports staff development” “The University has been excellent for my career” But… “I feel that opportunities for transfers between Departments are limited” “There is no real commitment to set time aside for staff to access development” “The personal welcome is very good but the practical welcome is less good”

  30. Staff Conference March 2012 Making the Difference The Themes 3. Respect and Value Fairness and Value Employee-Manager Relations Bullying

  31. Staff Conference March 2012 Making the Difference What do staff say? “I am fortunate to have worked for good managers, where appraisal is annual, with an open door policy for all – this builds morale, trust and appreciation for each other” But…… “There are some very mixed views on part-time working, rights and equal opportunities for carers”“Although I have not experienced bullying myself, I have observed others treating staff in a bullying manner”“The managers of my department micromanage until it is impossible to do our work properly”“SMT are not in the real world and do not understand staff. A lack of ‘well done’ in managers”

  32. Staff Conference March 2012 Making the Difference The Themes 4. Staff Involvement and Engagement Involving, engaging and consulting with staff Communication

  33. Staff Conference March 2012 Making the Difference What do staff say? “communication at the VC and SMT level is much improved” But…… “I am listened to respectfully and then totally ignored” “I appear to have very little if any influence over change. New procedures are imposed I have to adapt to and adhere to.” “I know the University has done a lot to broadcast its aims but think communication at a ‘lower level’ and the impact on us could be better.” “I appear to have very little if any influence over change”.

  34. Staff Conference March 2012 Making the Difference The Themes 5.Job demand and Work Balance Job Demand Work-Life Balance Autonomy Admin Support

  35. Staff Conference March 2012 Making the Difference What do staff say? “I love working here” But….. “I am constantly chasing my tail and this has an impact on the student experience” “Although I have autonomy personally, I feel managers have become unaccountable and appear to work for short term goals.” “Considerable time pressures experienced and the role and demands consistently exceed my part time status.”

  36. Staff Conference March 2012 Making the Difference What more do we need to do? • Look at the equality and diversity issues in more detail (post conference) • Keep talking and listening to staff (and students) • Investors in People Assessment in June - keep us on track

  37. Staff Conference March 2012 Making the Difference How can you help us here today? Group discussions Working with you to: • Understand the underlying issues more fully • Identify useful solutions

  38. Staff Conference March 2012 Making the Difference Our commitment to you : • Prioritise those areas where there is convergence between staff and students • Correcting misunderstandings revealed in the survey text responses • But there are no ‘wrongs’ – perceptions are real • Ensuring SMT identify & implement survey actions Want to respond further? staff.survey@canterbury.ac.uk

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