2018-2021OUR PEOPLE STRATEGY

OFQUAL PEOPLE STRATEGY “Expert people

working to ensure public con� dence”

OFQUAL’S PEOPLE STRATEGYI am delighted to publish our People Strategy for 2018 to 2021, as it fundamentally underpins the delivery of our strategic goals.

The work we do at Ofqual has a direct impact on every learner in England, and around the world, who studies for a regulated quali� cation.

This People Strategy outlines in detail how our expert teams will work together to ensure the public have con� dence in the quali� cations system over the next three years and beyond. Through this People Strategy we will make sure that that all employees can access the opportunities and support they need to develop and excel in their roles.

We must of course also attract, recruit and retain the best and most diverse people we can from a range of sectors and all walks of life. I look forward to working with colleagues to deliver this People Strategy.

Sally Collier Chief Regulator

ORGANISATIONAL CONTEXTOur role

The independent quali� cations regulator for England, regulating c.150 awarding organisations providing

c.15,000 quali� cations.

Our statutory objectives1. To secure quali� cations standards

2. To promote National Assessment standards

3. To promote public con� dence in regulatedquali� cations and National Assessment

arrangements

4. To promote awareness of the range andbene� ts of regulated quali� cations

5. To secure that regulated quali� cations areprovided e� ciently

The Corporate plan sets out how we will achieve our statutory objectives, delivered through 5 strategic goals:

• Regulate for the validity and safe delivery of general quali� cations

• Regulate for the validity and safe delivery of national technical and vocational quali� cations and Apprenticeships

End-Point Assessments

• Regulate for the validity and safe delivery of all vocational and technical quali� cations

• Monitor and evaluate the validity of National Assessments

• Develop and manage our people, resources and systems

Corporate Plan 2018 – 2021

Our workforce

PEOPLE CONTEXTEmployee values

Expertise - I will always be willing to listen and to develop myself so I can demonstrate the knowledge, understanding, skills and tools of an informed expert in my � eld

Integrity- I will act in a professional and principled way to achieve objective and fair outcomes and earn respect in line with Ofqual’s values

Consistency- I will take care to make measured and thorough decisions as quickly and e� ectively as possible whilst keeping my sense of proportion

Transparency- I will be honest, open and straightforward in the way I work so that I can easily explain my actions and decisions

Leadership- I will be � rm but fair in leading my areas of work: in� uencing and empowering others and inspiring trust and con� dence

People employed

21385%

Permanent sta� Temporary sta�

15%

12.64%

(23% Prefer not to say)

Disability 7%

(22% Prefer not to say)

Full time hours worked 89% Sickness 2.29% Turnover 14.35%

Gender: Female

o say)

(22% Prefer not to say)

13% 7%

BAME Disability

23% Prefer not to say 22% Prefer not to say

As of April 2018

12.64%

(23% Prefer not t

Disability 7%

57%

AIMS OF OUR PEOPLE STRATEGYWe will:

• attract and recruit the best people with the right skills, and potential to grow with us

• develop and support our people so that they can deliver to a high standard, fulfil their potential and work towards achieving their career aspirations

• retain and reward our people, recognising their contribution to the delivery of Ofqual’s strategic goals

• provide excellent leadership and management

• build a culture and healthy working environment that promotes collaboration and innovation

ATTRACT AND RECRUIT

To recruit the best people by attracting talented and capable people from a diverse range of sectors and from all walks of life; where possible re� ecting the communities we work within

ObjectivesWe will:

• develop our ‘employer brand’ so that we are known as a great place to work and have real impact and in� uence on education and training in England

• improve our consistency and expertise in the recruitment process so that all our managers are equipped and resourced to make excellent recruitment decisions and we employ the best people

• create a pipeline of potential recruits from a range of sectors, including awarding organisations, education and training, the civil service, regulation and beyond so that we are ready for future resource requirements

• promote diversity in recruitment by targeting and monitoring activity

Aims

ND RECRUITDEVELOP AND SUPPORT

To be an organisation where learning and development is valued, intentional and a part of working life for all our people so they ful� l their potential and can work towards their career aspirations

ObjectivesWe will:

• create a learning culture that encourages sta� to be accountable for their personal development, supported by meaningful development and regular career conversations with their manager

• support individual development through well targeted and designed learning and development interventions to meet the skills need of our strategic priorities

• ensure all our people are clear about what is expected of them in their role, their areas of strength and areas for development

Aims

RETAIN AND REWARD ObjectivesWe will:

• reward and recognise our sta� throughout the year in a way that is meaningful for them

• enhance and promote the available employee bene� ts ensuring they are a� ordable and sustainable

• ensure development opportunities are promoted and accessible to all sta� throughout the organisation

• create a clear line of sight between employee contributions and achievement of organisational goals

To create an environment in which our people understand the contribution they make to our goals, the impact of our work and are rewarded and recognised for their contribution

Aims

LEAD AND MANAGE ObjectivesWe will:

• ensure that all leaders and managers are con� dent in their leadership and management

• collaborate with the wider civil service to take up opportunities to develop leadership and management, in line with the ‘brilliant civil service’ vision

• ensure leaders positively advocate our values, model positive behaviours and have the courage to challenge and address issues where colleagues don’t act in line with them

To create a mutually supportive and con� dent team of leaders and managers who will inspire and empower our sta� to achieve success. This will enable us to continually improve and � ex to meet our strategic goals

Aims

CULTURE AND WORKING ENVIRONMENT ObjectivesWe will:

• foster an environment that promotes innovation and continuous improvement, where new ideas to achieve our objectives are welcomed

• create a safe and healthy working environment, enabling managers to support their sta� and o� ering a� ordable wellbeing interventions

• work with our sta� , the union and the sta� forum to resolve issues quickly and implement change well

• promote equality and diversity and encourage volunteering, in particular where this supports education and training

To build a collaborative, innovative, healthy and safe working environment with a culture that promotes equality and diversity

Aims