Monthly Induction 2009

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2. Aim of the Induction Programme. To give you a broad overview of the University.To outline to you the key functions of HR To provide you with advice and support. 3. The University of Limerick . Established in 1972 (NIHE)Received University status in 1989An independent, internationally focused university with 10,990 Students

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Monthly Induction 2009

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1. Monthly Induction 2009 Marie Connolly Learning, Development & Equal Opportunities Manager

2. 2 Aim of the Induction Programme To give you a broad overview of the University. To outline to you the key functions of HR To provide you with advice and support

3. 3 The University of Limerick Established in 1972 (NIHE) Received University status in 1989 An independent, internationally focused university with 10,990 Students & 1,313 staff. Situated on 133 hectares, with the Shannon as our unifying focal point, 46 hectares located in Clare. NTP – 80 organisations employing 4,000 people.

4. 4 The Campus 222 Laboratories Total investment €836 million 5 on campus villages providing accommodation to 2,401 students 24 faculty (07/8) The Sports Arena – Ireland’s national 50m Olympic-standard swimming pool The largest indoor sports hall in the country, cardio vascular fitness suites & a health & fitness clinic. Health Science Building – 500 Nursing students & 200 Therapies students

5. 5 The Campus The Living Bridge completed in 2007 – connecting the Clare & Limerick Campus KBS completed in March 2008 New Boathouse – funded mainly by students, incorporating Ireland’s first indoor rowing tank – completed 2007 New Building for the Irish Chamber Orchestra – due for completion in 2008 New Language Building – completed in September 2008

6. 6 Buildings, Student Villages & Labs 132 hectares which includes 46 hectares located north of the River Shannon – the North Bank Total area of buildings is 176,158m2 218 Labs Total value of investment to date in land, buildings and equipment is €836 million 5 Student villages accommodating 2,425 students

7. 7 International Education 1,283 Students from 64 Countries The European Union’s Erasmus Programme – 207 partner institutions in 24 European countries Partner Universities in USA, Canada, Australia, New Zealand, Brazil, China & Singapore. IE Division has appointed agents in the USA, China, India, Mexico, Japan, Korea, Taiwan, Thailand, Russia, Kazakhstan & Iran for the recruitment of qualified international students for all academic programmes in UL – Undergrad, Postgrad & Research.

8. 8 The Arts Irish World Academy of Music & Dance Irish Chamber Orchestra Several Art Collections (e.g. National Self Portrait Collection of Ireland) Art Collections – indoor & outdoor sculptures. University Hall – 1,000 seater multi-purpose venue. UL Foundation – Fund Raising – in excess of €130 million to assist the physical & academic development of the University. Alumni Assoc – Established 1987

9. 9 Student Enrolment 2008/09 Undergraduate 9,239 Post Grad 2,266 Total 11,505

10. 10 Faculty & Staff Faculty 480 Support Staff 603 Funded Staff 230 Total 1313

11. 11 Funding (€,000) State Grant 50,420 36.6% Fees Income 48,211 35.0% Research & other self-funded 36,450 26.4% Other 2,820 2.0% Total 137,883

12. 12 University’s Mission Our mission is to be internationally renowned as a distinctive university which shapes the future through educating and empowering people to meet the real challenges of tomorrow. Strategic Plan 2006-2011

13. 13 Vision Its distinctively bold, entrepreneurial and pioneering spirit The empowerment potential of high quality education to develop and sustain productive, enquiring citizens The integration of learning, research and innovation, characterised by reflective thinking, relevance, inclusivity and creativity Ensuring that students are at the heart of what we do Doing world-class research in targeted areas The importance of an inspirational campus environment The value of flexibility, diversity and collaboration Being a key contributor to the social, cultural, sporting and economic life of the region and the nation.

14. 14 GOALS – Strategic Plan 2006 -2011 Develop an enrolment plan responsive to national needs Provide an attractive suite of academic offerings in an outstanding student-centred learning environment Integrate research and teaching in the University's learning environment Increase research outputs Enhance the University's contribution to its communities

15. 15 GOALS – Strategic Plan 2006 -2011 Promote collaboration amongst higher education institutions in Ireland. Advance the internationalism of the University Strengthen the University's human capital Maximise revenue in line with strategic priorities Use resources to best effect in line with the strategic plan

16. 16 The University Governance The University of Limerick operates under the aegis of an Act of Parliament, The Universities Act 1997. The overall authority for the affairs of the University is vested by the state in the governing Authority of UL. The Governing Authority a 35 member body, is appointed in accordance with the UA 1997.

17. 17 University Management The Executive Committee The Dean’s Council The Management Committee The Academic affairs of the University are managed by the College Faculty Boards, the Academic Programmes Review Committee and the Academic Council.

18. 18 The University Structure The Governing Authority (Elected) – Chairperson Peter Malone President/Vice Chancellor – Prof. Don Barry

19. 19 The Executive Committee President VP Academic & Registrar (Prof. Paul McCutcheon) VP Research – Prof Brian Fitzgerald VP Administration & Secretary (Vacant) VP Finance – HR Director – Tommy Foy Associate Vice President – Dr. John O’Brien

20. 20 New Faculty Structure – Executive Deans 4 Faculties Faculty of Education & Health Science Dean – Prof. Mary O’Sullivan Faculty of Arts, Humanities & Social Sciences Dean – Prof. Pat O’Connor Faculty of Science & Engineering Dean – Prof. Kieran Hodnett Kemmy Business School Dean – Prof Donal Dineen

21. 21 Academic Dean Teaching & Learning – Dr. Sarah Moore Dean Graduate School – Dr. John Breen.

24. 24 Student Numbers Student Numbers 2008/9 Undergraduate (9,239) 7,150 (FT) Postgraduate & Research (2,266) Total 11,505.

25. 25 Access UL is committed to developing and promoting initiatives which encourage the participation of under-represented groups and students with disabilities in Higher Education.

26. 26 Life Long Learning & Outreach Develops & provides accredited, modular, flexibly-delivered courses to students. Downtown Centre (in conjunction with the Shannon Consortium)

27. 27 Co-operative Education/Professional Placement One of the largest Co-op Programmes in the EU. 2,000 undergrad placements annually. Network of 1,700 Co-op Employers 1/3 International NA, Europe & South East Asia.

28. 28 Cooperative Education & Careers Division Key Activities Manage placement programmes Cooperative Education Teaching Practice Provide careers support service Liaise between UL and employers Location Coop & TP - E0 005: Careers Service - E0 019 Web Sites;

29. 29 Cooperative Education Programme The only university with placements for all courses 2000 placements per year – Coop & TP 98% placement rate in 2007 Practical experience relevant to programme January – September; June - February Average weekly payment = €350 Centrally organised, supported by faculty Placements monitored and accredited Attracts students and highly rated by employers

30. UL Graduates 2007 First Destinations

31. UL Graduates 2007 Employment Sectors

32. Contact Details Coop Programme Coop Managers for each Faculty Colette Fitzgerald: Business, Padraic Gallagher: Science, Engineering Jerry Cronin: Humanities, Education Patrice Twomey/Ann O’Mahony: International Careers Service Mary Sweeney: Head of Careers Patsy Ryan: Careers Advisor – Mature & Postgrads Treasa Landers: Careers Support – Disabilities Elaine Kiely: Careers Advisor, Postgrad students

33. 33

34. 34 Relevant Strategic Goals for HR Goal 6.8 – Strengthen the University’s Human Capital – We recognise that our staff are key to our success and will strengthen staff recruitment, training and development policies, procedures and programmes to enable excellent performance by all staff in support of the goals of the University.

35. 35 Relevant Strategic Goals for HR Goal 6.10:  Use resources to best effect in line with the Strategic Plan In order that UL is positioned optimally to take advantage of this dynamic environment, it is essential that the University is receptive to change and has a clearly defined vision and framework to facilitate decision-making.

36. 36 The Human Resources function is a key enabler and contributor to the attainment of the University’s goals.

37. 37

38. 38 HR Goals In order to carry out this role, the HR Division has identified eight supporting goals as follows: To ensure that we have effective workforce-planning, recruitment and selection processes To support excellent performance through the implementation of the (Performance & Development Review System) PDRs and progressive development policies To deliver a strong customer-focused service and continual improvement as measured by an evidence-based quality system

39. 39 HR Goals To deliver value for money and ensure best use of resources To ensure clear, fair and consistent HR policies and procedures To contribute to the University’s ethos of inclusivity by promoting and enhancing diversity and equal opportunities To contribute to a safe, healthy and positive working environment in which all employees are treated with dignity and respect To further enhance and develop positive employee relations and the partnership process

41. 41 HR Division Services

42. 42 HR Policies & Procedures The HR Division provides the following services to the University: Tommy Foy (HR Director) – Yvonne Coughlan PA. Valerie Nolan PA Recruitment & Selection –Avril Hogan/Michelle O’Shea, Dympna Healy Deirdre Murphy, Vivienne Hinchy. Compensation & Benefits – Dermot Foley - Majella Leahy - Clodagh O’Connell/Bridget Donnelly/Jennifer Connolly Employee Relations & Equality – Pat Rockett

43. 43 HR Policies & Procedures Pensions & Superannuation – Brian McCann/Caroline Neylon/Elaine Fitzgerald Learning, Development & Equal Opportunities Marie Connolly/Mary O’Malley Health & Safety – Philip Thornton, Grainne O’Carroll Research – Alison O’Regan, Charlotte Long/Jennie Gale

44. 44

45. 45 Quality ISO 9001 Accreditation (June 2008)

46. 46 HR HR Policies & Procedures Can be found on the Human Resources website

47. 47 Human Resources - Staff Training & Development Unit – Key Objectives A Key Strategic objective as identified under the University Strategic Plan 2007-11 is to (8) Strengthen its Human Capital. In support of this objective the University must “attract and retain outstanding faculty and staff”. The University is committed to the progressive development of all its employees. In support of this objective in April 2006 a specific Staff Training & Development Unit was established. Managed by Marie Connolly and supported by the Training & Development Co-ordinators Sharon Power & Mary O’Malley

48. 48 The key aims of the Learning Development & Equal Opportunities Unit are: To ensure that the employees of the University have the skills and knowledge they require to contribute effectively to the key Strategic Goals of the University. In support of the key corporate objective of the University of ensuring excellent performance through progressive development the Staff Learning, Development & Equal Opportunities Section has responsibility for designing and delivering the annual Corporate Training & Development Plan within the University aligned with the strategic goals of the University and in support of the key Development needs as identified under the PDRs.

49. 49 The key aims of the Learning, Development & Equal Opportunities Unit are: To implement, develop and strengthen the Performance & Development Review System (PDRs) within UL. Ensure transparent policies and procedures for Learning & Development To deliver programmes that contribute to the Continuous Professional Development of employees To ensure equality of opportunity in the University- Women’s Forum, Mentoring, Dignity & Respect, Equal Opportunities Committee etc.

50. 50 Who is responsible for staff development? As part of the HR Division the Staff Learning & Development Unit sees the responsibility for the development of staff to not only be a HR/Staff Development Function but also the responsibility of the individual and his/her Manager/Head of Department.

51. 51 A three pronged approach to Staff Training & Development within UL The Learning & Development Unit encourages the following approach to development: Each ‘Manager’ is responsible for the human resources needs of employees in his/her area. This includes taking an active and supportive role in individual development and performance in line with departmental goals and objectives and fostering a culture of continuous improvement and development.

52. 52 A three pronged approach to Staff Training & Development within UL Individuals play a key role in taking responsibility for and being pro-active about their own development. The Learning & Development Unit will provide quality core training programmes which are aligned with strategic objectives and will ensure the provision of on-going support to individuals and managers in pursuit of development goals.

53. 53 Responsibility for Staff Training & Development - A three pronged approach to continuous development

54. 54 The Learning Development & Equal Opportunities Section – Professional Development Programmes. In support of this key objective the Learning Development & Equal Opportunities Section offers a range of comprehensive ‘Professional Development Programmes’ to enhance current learning needs as well as future career advancement with a view to ensuring that all employees within UL fully develop their potential. Details of these programmes are circulated through – All Staff Email. Programme Detail can be found on

55. 55 Examples of current programmes - delivered on campus Professional Development Programmes for Managers: Stress Management Presentation Skills Business Communication/Writing Skills The Power of You Self Coaching The Power of Communication Interview Skills Monthly Induction

56. 56 Examples of current programmes - delivered on campus Career Development for Administration & Faculty Management Development Workshops Lunch & Learn Soundbyte Series Performance & Development Review Dignity & Respect Mentoring Microsoft Office Irish Language Training

57. 57 Further Study The Further Study Scheme is managed by the Staff Learning Development & Equal Opps Unit. 2 years service with the University - guaranteed 2 years further contract. Department Managers/Head of Department and Director/Dean’s approval HR 50% of approved courses Funding / Forms available on the HR Website

58. 58 The Performance & Development Review System (PDRs) What is the PDRs – The Performance & Development Review system is a system that is designed to help translate the University’s Goals & Objectives into College/Department/Division/Team and individual objectives.

59. 59 The Purpose of the PDRs Aligning University/College/Division/Department/ Team/Individual Objectives Promoting a culture of continuous Improvement Understanding roles and expectations Supporting personal development Developing critical competencies Recognising staff achievements Promoting communications between Managers/Supervisors and their staff Formalising what you do already within a Performance Management Framework. Good Management Practice.

60. 60 The PDRs Review Cycle

61. 61 Purpose of the PDRs A framework to translate the Strategic Plan into team/department & individual objectives. Clarity on what the University can do/needs to do to support staff in achieving its goals. Aid to performance Consistency in management practice across the University both for Faculty and Staff. People will take accountability for their own performance. Enhance open dialogue

62. 62 What happens the information. Review Forms held jointly by the job holder & Manager. Summary reports produced by Managers on key themes arising for each Department. Development needs will inform the Corporate Training & Development Agenda.

63. 63 The PDRs Link between individual Performance and the University’s Strategic Goals. Active participation by staff in managing own goals. Focused Training & Development Managing performance on a day to day basis. Supporting the Quality Review process. Accountability Working to a common aim. Know what is expected of you Open & honest dialogue. Improved motivation.

64. 64 Equal Opportunities Initiatives Equal Opportunities integrated in core HR from June 2008 into L&D and Employee Relations Women’s Forum Mentoring Programme Dignity & Respect Training Mother & Baby Room Equal Opportunities Committee plus Various other Committees

65. 65 UL Equality Policies Equality Policies listed under HR section of UL website Equal Opportunities Policy Dignity & Respect Policy Mentoring Scheme

66. 66 Equal Opportunities Policy UL fully committed to the provision of equality of opportunity Monitored by Equal Opportunities Committee Equal Opps Committee chaired by VPAR Prof. Paul McCutcheon Implementation of action plan

67. 67 The Women’s Forum A network which supports the development of female employees within their working environment through the organisation of networking events, co-ordinations of sub-committees and lobbying for support for women’s issues. Transition Committee in place. New Steering Committee to be in place by January 2009

68. 68 Sub Committees of the Women’s Forum Career Development for Administration Staff Career Development for Academic Staff Mentoring Committee Events

69. 69 Mentoring Mentoring is a Career Management Tool used by organisations to nurture and develop their staff. It is a relationship between two people in a work setting the purpose of which is passing on knowledge and information, sharing wisdom and experience and offering advice and help in a confidential manner. It is a relationship where - help by one person to another in making significant transitions in knowledge work and or thinking.

70. 70 Mentoring Mentoring Committee Mentoring Training Mentoring Scheme Pilot Launch Campus Wide October 2008 Mentors & Mentees.

71. Workplace Dignity & Respect - Policy The University of Limerick is committed to the development & maintenance of a positive working environment in which all employees are treated with dignity and respect. It is the policy of the University to provide all employees with an environment which is free from bullying or harassment of any form.

72. 72 Dignity & Respect Policy in place Covers Bullying & Harassment Training provided for All Staff

73. 73

74. 74 Other Supports Employee Support System – 24 Hour confidential support and Assistance – Freephone Helpline 1800 210 346. Offers Confidential Counselling service at no cost to the employee. Employee Relations Officer HR – Pat Rockett Trade Union

75. 75 Contact Details Marie Connolly – Office BM 022 Ext 3720 – Mobile O86 6074538. Mary O’Malley - 4347

76. 76 HR HR Policies & Procedures Can be found on the Human Resources website

77. 77 HR Policies & Procedures Leave Policies- Job Sharing, Career Break, Term Time, Leave of Absence, etc. Recruitment & Selection Promotion Discipline/Grievance etc.

78. 78 Policies & Procedures Equal Opportunities Policy Dignity & Respect Policy & Procedure Dignity & Respect Contact Persons Panel Mentoring Scheme Application Process.

79. 79 Employment Benefits Pension Scheme available (Individual & Spouses and Children's Pension Income Continuance Plan Advice & guidance on these areas can be obtained from Caroline Neylon Ext 3733 Brian McCann, HRO, Ext. 2461 and Elaine Fitzgerald – Main HR Office D1 042 - Ext 3622

80. 80 UL SICK LEAVE POLICY Sick leave pay allowable to faculty and staff is a maximum of six months with full pay in one year with half pay thereafter subject to a maximum of twelve months sick leave in any period of four years or less. When a faculty and staff member has exhausted the period of allowable sick leave he/she goes on unpaid leave or leave at pension rate of pay if appropriate.

81. 81 UL SICK LEAVE POLICY The grant of sick leave whether paid or unpaid is at the discretion of the President or his nominee and is dependent on the existence of a reasonable prospect that the faculty and staff member will be able to satisfactorily discharge his/her duties on return to work.

82. 82 UL SICK LEAVE POLICY Absence on sick leave must be properly certified.  If the illness is longer than two consecutive days duration, a medical certificate should be obtained and sent to the Human Resources Division to arrive on or before the third day of illness.  The medical certificate should state the nature of the illness and the probable date of resumption of duty. Where sick absence extends from Friday to Monday inclusive, a medical certificate must be furnished.

83. 83 UL SICK LEAVE POLICY Sick leave for single or two day absences, in total not exceeding seven days in any period of twelve months, may be granted without medical certificate.  Any excess must be certified.  In any case, where the absences are unduly frequent or where the maximum of seven days allowable is regularly approached or taken year after year, the privilege may be withdrawn or modified at the discretion of the President or his nominee.

84. 84 UL SICK LEAVE POLICY Annual leave may not be taken instead of sick leave and will not be granted immediately following a period of sick absence unless a certificate of fitness to return to duty is furnished and effective from the first day of proposed annual leave. Annual leave should normally be taken to cover visits to doctors, dentists, opticians, etc.

85. 85 UL SICK LEAVE POLICY An employee eligible for Social Welfare (“Class A” PRSI contributions) must claim the relevant benefit and submit all monies directly to the HR Division.  The employee will then be paid their salary as normal through payroll.  The University offers a Sick Leave Cover – Income Continuance which staff opt to join.

86. 86 Admin Agreement & Competency Framework 12 Behavioural Competencies have been identified Each Competency is divided into 5 levels. Each of these levels reflects a job family/constituency i.e. Level 5 reflects the level of competence required for people at SAO1 which Level 1 reflects the level of competence require for people at Administrator level.

87. 87 What are the 12 Behavioural Competencies? Customer Focus Planning & Organising Using Initiative – Achieving Goals Decision Making & Problem Solving Effective Communications Team & Collaborate Working

88. 88 The 12 Behaviour Competencies 7. Effective Relationships & Networking. 8. Innovation & Creative Thinking 9. Change, Adaptability & Flexibility 10. Leadership 11.Continuous Development (Self & Others. 12.Thinking & Acting Strategically.

90. Annual Leave

91. 91 Leave Sheets Sheets must be completed and kept up-to-date by all employees. Annual Leave Sheets are available from the Elaine Fitzgerald HR

92. 92

93. 93 ANNUAL LEAVE POLICY Leave entitlement is specified in each member's Condition's of Appointment, and staff are informed of any changes which occur. Leave may only be accumulated from preceding years with the permission of the President or his nominee. Prior arrangements shall be made by each faculty/staff member with the person to whom he/she reports in order to establish suitable time, or times, for such leave.

94. 94 Procedure Leave sheets are held in the Departments Heads Office and completed during the year as necessary. Department Head returns current year's sheets to Human Resources for record purposes before the end of December. Prepared Leave Sheets are circulated by Human Resources to Department Heads (or equivalent) after 1 January each year.

95. 95 Public Holidays There are nine public holidays, see below, which are also given on top of the annual leave entitlement. Christmas Day. St. Stephen's Day. St. Patrick's Day. Easter Monday. The first Monday in May, June and August. The last Monday in October. The 1st of January.

96. 96 Privilege Days Staff should be aware that there are privilege days on top of the annual leave entitlement.   Either the Thursday/Tuesday of the Easter weekend, to be taken subject to cover. Good Friday Working days between St. Stephens Day and New Years Day.

97. 97 BEREAVEMENT LEAVE Special leave with pay for a period not exceeding 3 days, may be allowed on the death of an immediate relative (mother, father, brother, sister, child, spouse or partner). Requests for special leave, should be submitted to the Dean/Department Head, as appropriate.  A decision to grant special leave will be made by the Dean/Department Head in consultation with Human Resources.

98. 98 CONFERRING LEAVE One day's Special Leave with pay is provided for staff members on the occasion of their conferring from a recognised establishment Requests for special leave should be submitted to the Dean/Department Head as appropriate.  A decision to grant special leave will be made by the Dean/Department Head in consultation with Human Resources.

99. 99 EXAM LEAVE Where staff are undertaking approved further or higher education programmes in their own time it is proposed (i) that special leave with pay be afforded for examinations scheduled during working hours and (ii) that study leave with pay to a maximum of five days for each completed year of the programme be allowed subject to (i) timing as agreed with the relevant line manager and (ii) up to a maximum of twenty days such leave for any programme

100. 100 FORCE MAJEURE LEAVE An employee is entitled to leave with pay for urgent family reasons, owing to the injury/illness of certain family members, requiring the immediate presence of the employee, at the place where the person is situated, is indispensable. During the absence on force majeure leave an employee is regarded as being in the employment of the University and retains all of his/her employment rights. Force majeure leave cannot be treated as part of any other leave (sick leave, adoptive leave, maternity leave, annual leave or parental leave) to which the employee is entitled.

101. 101 Definition of “Family Member” The family members referred to above are: A child/adoptive child of the employee,  The spouse of the employee or a person with whom the employee is living as husband or wife,  A person to whom the employee is in loco parentis,  A brother or sister of the employee,  A parent or grandparent of the employee.

102. 102 Force Majeure Leave Notification of Force Majeure Leave On returning to work, after an absence on force majeure leave and, as soon as is reasonably practicable, an employee must confirm to the employer that he/she has taken the leave.  An employee may not be absent on force majeure leave for more that 3 days in any consecutive 12 months, or 5 days in any 36 consecutive months. Absence for part of a day is counted as one day of force majeure leave.

103. 103 MATERNITY LEAVE A staff member who intends to go on maternity leave should provide her Division/Department Head and the Human Resources Division with a medical certificate confirming pregnancy and stating the expected week of confinement together with a memo outlining the start & finish dates for the 26 weeks paid maternity leave. The certificate must be submitted at least 4 weeks before the date on which she intends to go on maternity leave. A minimum of 2 weeks must be taken before confinement. A further 16 unpaid Maternity Leave is also available.

104. 104 MATERNITY LEAVE The commitment to pay eligible staff while on maternity leave is on the basis that all maternity social welfare cheques/payments are signed and returned to the University as appropriate. A staff member who intends to take 8 weeks special leave without pay following the 18 week maternity leave should make application to her Division/Department Head with a copy to the Human Resources Division not later than 4 weeks before the end of the maternity leave period.

105. 105 MATERNITY LEAVE A first notification of intention to return to work must be given by the staff member to her Division/Department Head with a copy to the Human Resources Division at least 4 weeks before the due date of return.  The first notification must be confirmed by a second written notification given not earlier than 4 weeks and not later than 2 weeks before the due date of return. Evidence of appointment will be required by the Division/Department Head when a staff member seeks time-off to attend ante-natal or post natal clinics.

106. 106 Parental Leave  An employee must have at least one year’s continuous service with the University before being entitled to take Parental Leave. However where the employee has more than three months’ but less than twelve month’s service and where the child is approaching the age threshold, the employee will be entitled to one week’s leave for every month of continuous employment completed with the University.

107. 107 Notice Faculty/staff wishing to avail of Parental Leave must give written notice of their intention to take Parental Leave not later than 6 weeks before the proposed commencement of the leave. The notice must include the following details: The date on which the employee intends to commence leave. The duration of the leave. The manner in which the employee wishes to take the leave. The employees signature.

108. 108 Confirmation of Parental Leave Both the employee and the University will prepare a confirmation document once notification of the intention to take parental leave has been made. This document will be prepared no later than 4 weeks before the leave is due to begin and will include the following details: The date on which the leave will commence. The duration of the leave. The manner in which the leave will be taken. Signatures of the applicant and the University.

109. 109 Employee Support Service The ESS is a confidential counselling and advice service to assist staff in dealing with personal issues that could pose a threat to their health, well-being, relationships or jobs. The Service is free to staff – UL bears the cost of the service The service is voluntary – the decisions to use the service and avail of counselling rests with the individual. The service is confidential and independent and provided by an external Company.

110. 110 Employee Support Service EAP Consultants – (External provider) engage a range of professional and experienced counsellors and practitioners for the service. All counsellors/practitioners meet the training and experience requirements of professional bodies such as the Psychological Society of Ireland (PSI) or the Irish Association of Counsellors and Psychotherapists (IACP).

111. 111 Employee Support Service To access the service call 1800 201 346. Access available 24 hours a day – 7 days a week. The first counselling session will be provided within 2-5 days. The counselling will usually take place in the counsellor’s office at a mutually suitable time. The service is totally confidential. The University will not be told who is using the service and receive only anonymous figures for evaluation of usage.

112. 112 Health Care Health Care VHI / BUPA University operates Group Scheme Deductions can be made through salary Please contact Majella Leahy – Ext. 2774 for further information

113. 113 Staff Superannuation Scheme Agenda: Type of Scheme Benefits Benefits & Contributions Spouses & Children's Pension Transfer Service In Additional Benefits Contact Details Pensions Team Pension & Lump Sum – Example Death Gratuity - Example

114. 114 Type of Scheme Defined Benefit Unfunded – employee contributions Pay-As-You-Go Registered with Pensions Board

115. 115 Benefits Retirement Pension & Lump Sum Death Gratuity Spouses’ & Children’s Pensions

116. 116 Benefits & Contributions 1.5% of basic salary and pensionable allowances in respect of lump sum benefits 3.5% of basic salary and pensionable allowances less twice current rate of State Contributory Pension in respect of pension benefits 1.5% of basic salary and pensionable allowances in respect of the Spouses & Children’s Scheme

117. 117 Retirement Pension

118. 118 Lump Sum Lump Sum: 3/80ths of pensionable pay 50,000 x 40 x 3/80 = 75,000 Euros 50,000 x 40 x 3/80 = 75,000 Euros

119. 119 Benefits – Death Gratuity A death gratuity is payable to a legal personal representative in the event of your death. The amount payable is the greater of: One Year Pensionable Pay or The lump sum that would have been paid to you had you retired on ill health grounds on the date of your death Ill-Health Added years Service between 5 and 10 years – an addition equal to actual service subject to limit of potential service at age 65 Service between 10 and 20 years – greater of 20 years less actual service subject to limit of potential service at age 65 or 6 years 243 days subject to limit of potential service at age 60 Service greater than 20 years – an addition equal to 6 years 243 days subject to limit of potential service at age 60 Medical requirements Medical evidence of permanent infirmity Retirement must be wholly due to infirmity Not caused by member’s own fault or negligence No false declarations Ill-Health Added years Service between 5 and 10 years – an addition equal to actual service subject to limit of potential service at age 65 Service between 10 and 20 years – greater of 20 years less actual service subject to limit of potential service at age 65 or 6 years 243 days subject to limit of potential service at age 60 Service greater than 20 years – an addition equal to 6 years 243 days subject to limit of potential service at age 60 Medical requirements Medical evidence of permanent infirmity Retirement must be wholly due to infirmity Not caused by member’s own fault or negligence No false declarations

120. 120 Benefits – Spouses & Children’s This scheme provides for the spouse and dependent children of a members who dies in service or after qualifying for a pension or preserved pension

121. 121 Transfer of Service Inwards If you have Public Sector Pension Service it may be transferable to UL under the Transfer Scheme Please contact a member of the Pensions Team to discuss in detail

122. 122 Additional Benefits: Income Continuance Cover: 75% of pre-disability salary until age 65 Cost is 0.85% of gross salary Life Cover 2.5 x salary in the event of death Cost is 0.60% of gross salary paid monthly Detailed Information & Application forms for both policies are available on the HR Website

123. 123 Contacts: Pensions Should you wish to discuss your individual pension, please arrange an appointment with a member of the Pensions Team Brian Mc Cann, HR Officer Pensions Ext. 2461 Caroline Neylon, HR Officer Pensions Ext. 3733 Elaine Fitzgerald, HR Administrator Pensions Ext. 3622

124. 124 Map of Campus Outlines the main Buildings on Campus Can be found at

125. 125 Parking Permits  Parking Permits are required for the staff car park. These are issued by Cliona Donnellan, AM056 between 12.00pm – 1.00pm, Monday to Wednesday.  You will need your ID Card and Car Reg Number.

126. 126


128. 128

129. 129 Finance

130. 130 Procurement Activities

131. 131 Purchasing Agresso is an integrated finance system which utilises the same information for processing purchase orders, goods receiving and invoice payment. As a result the purchase requisition and purchase order is key to ensuring that the correct items are ordered, delivered to the right place and payment made at the agreed purchase order price.

132. 132 Payroll Has responsibility for the timely and accurate payment of the salaries of all UL PAYE staff, and for the payment of monthly postgraduate stipends. Manages all statutory and voluntary deductions such as VHI payments, Union subscriptions, Home Loans etc. Liaison with the Revenue Commissioners and the Department of Social and Family Affairs in relation to University staff. Deals with staff queries relating to PAYE and PRSI. Issues year-end P60s, and P45s as required. Compiles certificates of income. The office is located in A2029 in the Main Building

133. 133 Research The Accounts Research Office is responsible for monitoring income and expenditure relating to research accounts, preparation of financial reports for internal and external agencies, preparation of files for audit, signing research proposal forms, opening new research accounts and providing information on the financial terms of agency agreements

134. 134 Contact Details

135. 135 Contact Details

137. 137

138. 138 Admissions Works closely with CAO on processing 1st/2nd round offers Determines the points scores for admission to undergraduate programmes Provides the University with market information on potential numbers of applicants, feeder

139. 139 Admissions Schools, points achieved, numbers 1st preferences, provisional numbers Orientation and Enrolment – Data input of students on SI System On campus events – Open Days Career Guidance – Higher Options Exhibition Some school visits. Promotion of courses Higher degree of contact with other 3rd level institutions, government educational agencies, 2nd level schools and the general public. Ongoing interaction with internal academic and service departments

140. 140 Responsibilities of SA Student Academic Administration Access Office Disability Support Service Mature Student Office Student Health Centre Counselling Chaplaincy Arts Office Students Affairs Officer

141. 141 Student Academic Administration WHAT WE DO? Registration for Students – on line Grants & Scholarships Class Timetables- students, faculty Examination Timetables Examination Results/Grading Student Status Committees Reports for Faculty Communicate Progression Decisions to Students Faculty Grading Payments Ensure Compliance of Academic Regulations Facilitate Access to Student Records System for Faculty

142. 142 WHO NEEDS SA? Any one involved in : Teaching Examinations Grading Scheduling Student Status Committees Advisors to Students Handbook of Academic Regulations

143. 143 SAA Where you can find us: Office is located at E0-001 Website Details all of the areas that we are responsible for and who you can contact if you have a query. Staff Handbook Student Handbook Handbook of Academic Regulations 15 members of staff are there to assist you in any area of administration Please contact us ! A Student Handbook is provided for your information.

144. Official Languages Act at UL Language Awareness Induction Deirdre Ní Loingsigh, Stiúrthóir na Gaeilge

145. 145 Language Awareness: Why? Outline UL’s obligations under the Official Languages Act Encourage positive attitudes to bilingual service delivery Promote opportunities for staff to explore their own language skills level Present Irish language learning opportunities at UL Explore good practice in relation to bilingual service delivery Encourage new colleagues to put forward suggestions on the promotion and facilitation of bilingualism at UL

146. 146 Overview of Irish Language Promotion at UL Establishment of Aonad na Gaeilge, the UL Irish Language Promotion Unit (2001) Inaugural meeting of Coiste na Gaeilge, the UL standing committee with responsibility for Irish (2001) HEA strategic initiatives funded schemes / projects (2001-2008) Establishment of Irish Language Policy Working Group (2004) ? Official Languages Act Implementation Group (2006) UL Scheme agreed (2006) Marketing Officer appointment (Autumn 2008) Seomra na Gaeilge launch (Autumn 2008)

147. 147 Legislative Framework University of Limerick (Dissolution of Thomond College Act) 1991 Universities Act 1997 Official Languages Act 2003 (OLA) University of Limerick Scheme 2006-2009

148. 148 UL Scheme 2006-2009 General Service Provision: Summary of Commitments Voicemail messages in targeted functional areas will be in English and Irish languages (2.2.1). Switchboard staff will be able to give a greeting and the name of the University in Irish and English, and suitable arrangements will be in place so that they can put callers in touch with the staff member responsible for offering the service required through Irish. (2.2.1) The University commits to the provision of specific academic programmes through the medium of Irish (2.2.2.). The UL Scéim Chónaithe at Kilmurry Village will be continued, subject to the ongoing availability of HEA funding (2.2.3) UL will review the position of the Irish language in teacher education (4.2). Commitments re translation (2.2.4 / 2.2.5)

149. 149 UL Scheme 2006-2009 Training and Staff Development: Summary of Commitments The University will provide strategic training for staff during the working day in order to build institutional capacity for conducting basic interaction through the medium of Irish. At least one member of staff in sixteen targeted departments and offices will be identified / upskilled (4.2). Faculty who wish to conduct research through Irish will be facilitated subject to the availability of funding, through the UL Research Office and Coiste na Gaeilge (4.2). Aonad na Gaeilge will review all Irish language courses on a regular basis to ascertain their effectiveness in meeting the University’s goals (4.3). A language awareness training programme will be developed at Aonad na Gaeilge in conjunction with external partners by 1 June 2007. (4.3).

150. 150 Targeted Departments and Offices (2006 list) Student Affairs Division Student Academic Administration Finance Division Human Resources Department Information Technology Division Library Information Services Division College of Humanities College of Informatics and Electronics College of Education Research Office Freedom of Information Office Department of Lifelong Learning and Outreach Procurement and Contracts Campus Life Services (including accommodation) Cooperative Education and Careers Division Buildings and Estates

151. 151 Getting involved ……. Avail of Aonad na Gaeilge support Complete a language placement test Register for an Irish language course Participate in Autumn / Spring Language Awareness Workshops Register for Teastas Eorpach na Gaeilge exams Make submission to OLA Implementation Group regarding the development of 2009-2012 Scheme Participate in Gaeltacht weekend programmes Attend the Dioplóma sa Ghaeilge guest lecture series Represent your faculty on Coiste na Gaeilge Put yourself forward as an Irish language media contact Become a designated contact in your administrative / academic area for Irish medium queries Participate in events for Irish language campus network

152. 152 Contact Details Deirdre Ní Loingsigh, Stiúrthóir na Gaeilge seoladh: Aonad na Gaeilge, (MC1-011), Roinn na dTeangacha agus an Léinn Chultúir guthán: 061-213463 facs: 061-202556 r-phost: [email protected]

153. 153

154. 154 … at your desktop Search for a journal article Explore the Library Web, IReL Find impact factors for journals Use EndNote or RefWorks

155. 155

156. 156 How…do you find out more? Get to know your College Librarian Check the library web page Look at the ‘What’s New?’ Contact the Information Desk

157. 157 Sports & Social Club The employees of the University of Limerick operate a Sports & Social Club. Subscription is through payroll and membership details can be found on

158. Information Technology Division Computing - Academic and Administrative Audio Visual Telephone Postal Printing Reception

159. 159 Computing PC Environment - Windows XP Prof Email and Internet Fixed and wireless connections Range of Applications Software Username and password Departments have their own support staff For help contact ITD Service Desk

160. 160 Audio Visual Services All Teaching Spaces have PC and LCD Projector Graphics Design Photography Video Production, copying etc. Video Conferencing

161. 161 Telephone Faults report to 2440 or WEB form Requests for new services WEB form Mobile Phones All calls charged back to the Department

162. 162 Printing Print Production Service Student Notes

163. 163 Service Description See

164. Welcome to Irelands Sporting Campus *

165. 165 Mission Statement: “The Arena and the Sports Department of the University of Limerick promotes and develops a quality sports environment based on professional expertise ensuring an efficient and effective service to all participants”.

166. 166 What We Are Offering You ! Sport & Recreation for all levels from social to elite at University Arena & UL Activity Centre – Outdoor Fun! 45 Active Sports Club………

167. 167 University Arena Catering for all you sporting needs Cardio Fitness Centre Aerobics Studio Elite Training Centre 60m SprintTrack 225m Jogging Track Climbing Wall 4 Full Size Courts Playing Fields Diving Pit Tennis Courts Synthetic Grass Pitch National 50m Pool Master Classes & Studio Classes

168. 168 How to Avail of These Facilities Pay as you go at UL Staff rates on production of UL Staff ID card. UL Staff Membership Full Year € 350.00 Per Term € 200.00 Academic (Sept.-May) € 280.00 Family (2Adult & 2 Children ) € 886.00 UL Staff Child (U-18) € 156.00

169. 169 NATIONAL 50M POOL Staff Swim €2.00 V Public €7.00 Staff Gym €5.50 V Public €8.00

170. New & Future Sports Decvelopment Plans at Irelands Sporting Campus New Boathouse Opened September 2007 incorporating First Indoor Rowing Tank in Ireland Expansion to University Arena: New Work out Arena 2nd Aerobics Studio 25m x 10m Swimming Pool / Diving Pool /Teaching Pool which will double up as a warm up pool for International events.

171. 171 New & Future Sports Development Plans at Irelands Sporting Campus cont’d North Campus: Introducing Synthetic City! Four 3rd Generation Floodlit Synthetic Pitches 1) International Water Based Hockey 2) Full size GAA 3) Full size Rugby 4) Full size Soccer Pavilion with showers and changing facilities. (Further down the line an indoor pitch for all field sports )

172. 172 NEED MORE INFORMATION?- PLEASE GIVE US A CALL! Arena Reception Ext:3555 / 3589 Sport & Recreation on Campus Neasa Fahy O’Donnell Ext: 2901 Catherine Dooley Ext: 359 Website:

173. 173 End of Presentation Contact: Marie Connolly Learning Development & Equal Opportunities Manager BM022 – Ext 3720

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