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SchoolofArchaeology,Geography&EnvironmentalScience,UniversityofReading,SilverAward,November2015
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Appendix1:SilverAwardActionplan(Revised–February2016)SchoolofArchaeology,Geography&EnvironmentalScience,UniversityofReading,SilverAwardapplication,November2015
§ ThisactionplanhasbeendesignedsothatanymemberofstaffwithinSAGEScouldpickitupandimplementactivity,ratherthanrelyingonindividuals§ Actions,measurablesandtargetsarebaseduponstaffandstudentconsultationin2015andBronzeAwardactivitiessince2011§ ThisactionplanfollowsthecriteriaofSMART-Specific,Measurable,Achievable,RelevantandTime-bound
Ourprioritiesfor2015-18
1. ContinuingthegoodworkoftheStaffDevelopmentandWellbeingCommittee2. SupportingandempoweringourPGRs,PGTsandUGs3. EnhancingourSchoolandDepartmentalcommunications4. Extendingstaffmentoringactivities5. Boostingcareerdevelopmentopportunities6. Focussingonwomeninleadership7. Avoiding‘unconsciousbias’duringrecruitment8. CommittingtoWorkingSagely
Glossary:HoS=HeadofSchoolHoDs=HeadofDepartmentsofArchaeologyandGeography&EnvironmentalScienceSDWC=StaffDevelopmentandWellbeingCommitteeSDTL=SchoolDirectorofTeachingandLearningSDPS=SchoolDirectorofPostgraduateStudiesSSLC=Staff-StudentLiaisonCommitteeSEO=SchoolEqualityOfficerPGR=PostgraduateResearcherPST=Professional,SupportandTechnicalStaffPD=ProgrammeDirector
Note:DiversityandWellbeingCommitteeTheSDWCwasrenamedtheDiversityandWellbeingCommittee
in2015/16,reflecting:theUniversity’stwonewDeansforDiversityandInclusion;discussionsanddebatefromtheSchool’sGender&Fieldworkevent;anditswiderremitwithintheSchool.
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Priority1:ContinuingthegoodworkoftheStaffDevelopmentandWellbeingCommittee Descriptionofaction Rationale Responsibility1 Start–End Measurables1.1 RenametheSDWCwithDiversity
andWellbeingCommittee;renewthetermsoftheSDWCinordertostrengthentheremit;andlookatthemake-upofthecommitteewithrespecttointersectionality
TheStaffSurveydescribedAthenaSWANactivityas'anagentforchange'.Staffsaid:'culturechangeishappening';'initialscepticismovercome';'goodintentionsnowtranslateintoaction';'goodstrides';and'fosteredfeelingofinclusivity'.81%ofrespondentstothestaffsurveyreportedthattheSDWChasbeenasuccess.TheSDWCwasrecognisedbystaffasanactivitywhereSAGESisatrailblazerwithintheUniversityandbeyondwithDrGeoghegan’sinvolvementintheestablishmentofRoyalGeographicalSociety(withIBG)AthenaSWANCommunityofPractice
HoS(NickBranch),SDWC(actionmonitoredbySEO,HilaryGeoghegan)
January2016–May2016
SDWCunderpinsthisactionplan.TermsofReferenceandmembersnamesonwebsitebyMay2016.2membersidentifiedwithresponsibility/interestinintersectionalissues.Committeemeetingsheldtermly.Target:Anincreasefrom81%ofrespondentstothestaffsurveyreportingthattheDiversityandWellbeingCommitteehasbeenasuccessto90%byNovember2018
1.2 ParticipateinUniversityAthenaSWANSteeringGroupandannualreviewsofstudentandstaffdata,aswellasreportingonqualitativeaspectsofculturalchange
SEO(HilaryGeoghegan)
Ongoing
SAGESdatawillbeincludedinallUniversitylevelassessmentsandreviews,withcommentaryfromSAGESstaff.Target:100%successby2018
1.3 SupportAthenaSWANchampionstomaintaintheirinvolvementinUniversitylevelcommitteesonDiversityandInclusioninordertosharegoodandbestpractice,inparticularleadingonequalityandfieldworkpractice/trainingacrossReadingandviatheRoyalGeographicalSociety(withIBG)AthenaSWANCommunityofPractice
HoS(NickBranch),HoDs(SteveMusson/RogerMatthews),SEO(HilaryGeoghegan)
January2016–October2018
Target:WewillconvincetheSchoolsofBiologicalSciencesandofAgriculture,PolicyandDevelopmenttoadopttheideaofcross-School‘Gender&Fieldwork’discussionsbyOctober2018.SEOwillgivetalksinoneSchoolperyear.SEOwillleadaspecificnetworkingsessionattheRGS-IBGAnnualConferenceinAugust2016
1NamesarecorrectasofOctober2015
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1.4 IdentifytwonewAthenaSWANchampionstobuildcapacityindiversity,inclusionandwellbeingwork
Itisimportanttoavoidover-burdeningindividualcolleagueswiththeresponsibilityofequalityanddiversitywork
HoS(NickBranch),SDWC(actionmonitoredbySEO,HilaryGeoghegan)
May2016–September2016
2newAthenaSWANchampionsinplacebySeptember2016.Targets:Anincreasefrom81%ofrespondentstothestaffsurveyreportingthattheDiversityandWellbeingCommitteehasbeenasuccessto90%byNovember2018.90%ofstaffhaveattendedoneormoreAthenaSWANeventsbyOctober2018
1.5 Conductannualsurveyofacademicstaff,researchstaff,andPGRsbaseduponpreviousAthenaSWANsurveyandissuespertainingtothatyear,andcommunicatefindingstocolleaguesviaemailandin-personSchoolpresentation
Responsesfromcolleaguesfollowingfocusgroupandstaffsurveyrevealedaneedforcontinuedreflection
HoS(NickBranch) September2016–October2018
Targets:Anincreasefrom86%ofrespondentstothestaffsurveyreportingthat“IhavetheopportunitytofeedbackondecisionmakingprocesseswithintheSchool”to90%byNovember2017.Withanewtargetof70%ofPGRsagreeingwiththeabovestatementinnewsurveybyNovember2017.Aswellasanincreaseintheresponseratefrom87%to95%ofstaffbyNovember2017.SEOtoshareslidesfromannualin–Schoolreviewofactionplan,toupdateactionplanasprioritiesshift
1.6 ConsolidateannualfindingsfromPTES,NSSandothermechanismsforUG/PGTstudentengagement,andrespondtothemthroughUG/PGTconsultationviatheSSLC
UGstudentsformanimportantcomponentofourSilverAwardandwewanttoworkwiththemmoreeffectively.However,anyUG/PGTsurveywouldneedtodovetailwithothermechanisms
SSLC September2016–October2018
Target:50%ofundergraduaterespondentstothestudentsurveystatethattheyhavecontributedtodiscussionsonAthenaSWANbyNovember2018.Evidencewithintheactionplanasprioritiesshift
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forstudentengagementtoavoidsurveyfatigue
1.7 ContinuetoworkcloselywithlinemanagersduringtheProfessionalandAdministrativeStafftransition
InstitutionalchangesrelatingtoProfessional,SupportandTechnicalStaffareon-goingandtheoutcomeofhowtheywillbemanagedinthefuturewillnotbeavailableuntilSept2016attheearliest.Thisisatimeofuncertaintyandweneedtoremainsupportive
HoS(NickBranch),SDWC(actionmonitoredbySEO,HilaryGeoghegan)
January2016–September2016
IfPSTstaffaremanagedcentrallybutlocatedwithintheSchool,ourtargetwillbetoensurethatsuitablearrangementwillbemadeforcontinuedinterestinsharedwellbeingthroughthestaffsurveyandSDWC,andfieldandlaboratorycommittee
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Priority2:SupportingandempoweringourPGRs,PGTsandUGs Descriptionofaction Rationale Responsibility Start–End Measurables2.1(a)PGRs
InvitetwovolunteersfromPGRcommunitytobecomemembersoftheSDWC
StaffandPGRfocusgroupsrecognisedneedtoexplorestudentengagementmorefullywithinSDWC
HoS(NickBranch),SDPS(KevinWhite)
January2016–May2016
2PGRrepsareappointedon2yearrotations.Target:90%ofPGRrespondentstostudentsurveystatethatPGRconcernsareaddressedbytheSDWCandSchoolPGRcommittee
2.2 IdentifyfurtherPGRleadershipopportunitieswithinbothDepartments,forexampleseminarorganisationandPGRstudentstoleadorganisationoftheSAGESPGRConference
PGRfocusgroupandstaffsurveyrevealedthatmorecouldbedonetosupportmale/femalestudentsparticularlyinrelationtowork-lifebalance,rolemodels,beinganacademic.BothfocusgroupsalsoidentifiedtheneedtoincreasePGRrepresentationoncommitteesandtheirroleinthelifeoftheDepartments
ResearchDivision/Cluster/CentreLeaders(HilaryGeoghegan/GaborThomas/AnneVerhoef/JoClark/SandyHarrison),SDPS(KevinWhite)
September2016–October2018
Target:80%ofPGRrespondentstostudentsurveystatethattheyhavesufficientopportunitiesforleadershipintheirDepartment.PGRsareleadingsomeseminarorganisation,organisingSAGESPGRconference,attendingSDWC
2.3 HostaworkshopforPGRsandstaffonacademiclifeandbeinganacademic
ResearchDivision/Cluster/CentreLeaders(HilaryGeoghegan/GaborThomas/AnneVerhoef/JoClark/SandyHarrison),SDPS(KevinWhite)
June2017,June2018
Target:year-on-yearimprovementinfeedbacksurveyforannual‘academiclife’workshop.80%ofPGRrespondentstostudentsurveystatethattheyhaveanimprovedunderstandingofacademiclife
2.4 ContinueandmonitorbuddysystemSAGESforPGRstudents
ArchaeologyalreadyhaveabuddysysteminplaceforPGRs,GEShasjustestablishedaprogramme.PGRfocusgrouprevealedtheneedforimprovedsupportuponarrivingas
SDPS(KevinWhite) January2016–December2016(annualevaluation)
Target:Atleast50%ofnewstudentstakeuptheofferofabuddy
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anewPGR2.5 Developtermlyin-house
trainingsessionsonpersonaldevelopmentforPGRs,suchasmanagingyoursupervisor
ThePGRfocusgroupsinArchaeologyandinGESrevealedissueswiththeUniversityleveltraining,astoogeneric,disciplinespecificissuesleftunaddressed.Somestudentsfeltpatronisedandotherswerejustsigningupforcoursesinapanic.Followingthe‘impostersyndrome’workshop,bothgroupsfeltopportunitiesforin-houseactivitiesshouldbeexplored.Thesesessionswouldcomplementexistingin-houseworkshopson‘LifeafterPhD’etc.
SDPS(KevinWhite) September2016–October2018
Target:90%ofPGRrespondentstostudentsurveyreporttheyareveryhappy/happythattheirtrainingneedsarebeingmet,andhaveimprovedexperiencesoftraining.WebpagesdocumentingPGRtrainingexperiencesavailablefromSeptember2017
2.6 CommunicatedisappointmentofPGRswithsomeofthetrainingcoursesofferedcentrallythataremandatory
SDPS(KevinWhite) January2016–September2016
2.7 CollateexperiencesofstudentsoneachUniversitysuppliedtrainingcourseandcirculateasin-houseguidetocourses
SDPS(KevinWhite),newPGRRepsonSDWC
May2017–September2017
2.8 EvaluatePGRinductionprocedures
APGRinductionprocessisinplaceandwewillcontinuetomonitorandrefineactivities.Further,thePGRfocusgrouprevealedthatthereneededtospecialistinductionforthoseusinglaboratoriesinordertounderstandwhatequipmentandsupportisavailable
SDPS(KevinWhite) September2016–October2018
Target:80%ofPGRrespondentstostudentsurveyreportfeelingwelcomeonarrivalbyNovember2018.
2.9 ArrangePGRlaboratoryinduction
SDPS(KevinWhite) September2016–November2016
Target:100%ofnewlab-basedPGRstudentscompletelabinductionannuallyfromOctober2016onwards
2.10 MonitornumbersofstudentswhosuspendtheirPGRstudy,basedupongender,stage,reasonandfunder
WhilstwehaveanalyseddataonPGRsubmissiondates,asaSchoolwedonoteffectivelycaptureinformationaboutsuspensionsbutitmayhelpustargetsupportmoreeffectivelyinthefuture
SDPS(KevinWhite) May2016–September2016
Target:70%ofPGRrespondentstostudentsurveyreportthattheyknowwheretolocatesupportandadviceinrelationtomyPhDbyNovember2017
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2.11(b)UGandPGTStudents
MaintainoverviewofmarketingmaterialsforUGandPGTcoursestoavoidanymalebiasandmaintainvisibilityoffemalestudents
StudentdataanalysedhererevealedfewerfemalestudentsapplytoMScinGES
PGTPDs(MaryLewis/LizShaw/TomSizmur/GrenvilleAstill/MartinBell)
May2016–September2016
VisualidentityofUGandPGTcoursesmaintainvisibilityoffemalestudents.Target:50%ofPGTvisitdayparticipantsreportgender-balancedvisualidentity(throughvisitdayevaluationforms)byNovember2017
2.12 UseSSLCtoexploreissueofstudentachievementthroughfocusgroupsandrespondaccordingtothefindingsofthisreview,forexampleaworkshopforstudentsand/orstaff
Studentdatarevealed:(1)UGmalestudentsachievelowerdegreeclassificationsthanfemalestudents.Staffsurveyrevealedthatmalestudentsrequiresupport,particularlyinrelationtoperceptionsofananti-academicsentiment;(2)fewerPGTfemalestudentsachieveadistinction
SSLC(involvingPDs) January2017–September2017
CommentsregardingmaleUGandfemalePGTstudentachievementrecordedinminutesofvariousmeetingsfromSpring2017,andidentifiedactionsincorporatedintotheactionplanbySummer2017.Target:areductionfrom64%/70%ofrespondentstothestaffsurveywhoagreethatmorecouldbedonetosupportfemalestudents/malestudentsto40%byNovember2017
2.13 EnsureallstaffusetheSAGESappointmentsystemforUGandPGTstudentmeetings
Staffsurveysuggestedaninconsistentuseoftheonlineappointmentsystembystaff,andinaccessibilityofsomecolleagues
HoDs(SteveMusson/RogerMatthews),SeniorTutor(SteveGurney)
September2016–November2016
Target:appointmentsystemisusedbyALLstaff(100%)
2.14 Encouragestudentstoparticipateinpeersupportnetworks,forexampletheUniversity’sSTARMentorScheme
Studentdataondegreeclassificationsandapplicationstostudyrevealmoresupportisrequired,asuggestedsolutionispeermentoring
SeniorTutor(SteveGurney),PersonalTutors
September2017toOctober2018
Target:80%ofUGrespondentstostudentsurveyreport(1)theyknowhowtoaccesspeersupportnetworksand(2)iftheyhaveusedthesenetworks,theyhavehadaworthwhileexperiencebyNovember2018
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2.15 FullyimplementUniversityguidanceforpersonaltutorsinSAGES
Asnotedinthestaffsurveyresults,whetherastudentreceivesappropriatepersonaltutorsupportisalotteryasUniversityguidanceisn’tconsistentlyimplementedinSAGES
SDTL(AlanHoward),SeniorTutor(SteveGurney)
January2016–December2016
Target:80%ofUGandstaffrespondentstoannualsurveyreportmoresuccessfulpersonaltutormeetingsbyNovember2018;completionofthetutorcardin100%ofcases
2.16 UsetrafficlightsystemtoprioritiseitemsraisedbystudentsattheSSLC,followupwith‘yousaid,wedid’emailstostudents
In2014/15,SAGESimplementedatrafficlightsystemforprioritisingactionpoints.However,weneedtobemorepro-activeinfeedingbacktostudents
SSLC,StudentReps May2016–September2016
Target:90%ofUGrespondentstothestudentsurveystatethattheyhavetheopportunitytofeedbackonteachingandlearningprocesseswithintheirdepartmentbyNovember2018
2.17(c)ALLstudents
EncouragestaffandPGRengagementwithUGstudentsocieties,asrequestedbycommitteesofGeogSocandRUined,forexampleofferingseminarsonresearch
In2014/15,GESrenewedlinkswithGeogSoc.Followingthestaffsurvey,itwasdecidedthatonewaytoreachthestudentsonmattersawayfromtheclassroomwasviaGeogSocandRUined.Makingroomforsocialactivities
HoDs(SteveMusson/RogerMatthews)
September2016–November2016
StaffandstudentsfocusgroupsreportamoreconnectedcommunitywiththeDepartments.Target:50%staffandPGRattendanceatannualeventsbyNovember2018
2.18 CreatespaceforUGstudentsinGES
StafffocusgroupsandfeedbackfromtheStaffStudentLiaisonCommitteesuggestedthatGESUGsdonothaveadedicatedspacewithintheDepartment.Thiswasregardedassignificanttotheirsenseofbelonging.ThisisalsoreflectedintheNSSfeedback
SDTL(AlanHoward),HoD(SteveMusson),HoS(NickBranch)
September2016–October2018
Target:Spaceisusedonaverageby8studentsatanytime(monitoredbyregularspotchecks).90%ofGESUGrespondentstothestudentsurveystatethattheyhaveadedicatedspacetostudyinGESbyNovember2018
2.19 Createshort,friendlyonlineguidebookaboutSAGESinconsultationwithPGR,PGTandUGgroups,includinglocal
PGRfocusgrouprevealedsomeitemsofimportantinformationweremissingfromthestudenthandbook,forexamplefundingopportunities.Itwasalso
SSLC,PDs,SDPS(KevinWhite),HoS(NickBranch)
September2016–October2018
Guidebookscontainingstafflists,imagesfromDepartmentalactivities,quotesfromstudents.Target:80%ofUG/PGT/PGRrespondentstostudentsurvey
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informationonseminars,staffandsocieties
recognisedthatwhilstthestudenthandbookcontainsofficialinformation,thereneededtobesomethingfriendliertoallowforagreatersenseofbelonging,suchasstafflists,imagesfromSAGESactivities
agreethattheirDepartmentisafriendlyplacetostudy/workbyNovember2018
2.20 MakesurestaffaregivingconsistentfeedbacktoUG/PGT/PGRstudentsthrougha‘feedback’workshopforstaff,andrequireallsupervisorstoattendtheSAGESPGRconference
PGRandstafffocusgroupsrevealedthattherewareinconsistenciesinfeedbackofferedbysupervisorsandpanelchairs.Thisledtofeelingsofstressandlowself-confidence.Italsoledtounhelpfulcomparisonsbeingmadebetweensupervisors.SimilarcommentsweremadebystaffworkingwithUGstudents
SDPS(KevinWhite),SDTL(AlanHoward),PDs
September2016–October2018
Target:IncreaseinNSSfeedbackscoresfrom57%inGESfor‘feedbackonmyworkhasbeenprompt’to70%by2018;70%ofPGRrespondentstostudentsurveyreporttheyreceivepromptanddetailedfeedbackfromtheirsupervisorsbyNovember2017
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Priority3:EnhancingourSchoolandDepartmentalcommunications Descriptionofaction Rationale Responsibility Start–End Measurables3.1 IncludedetailsofSAGES
ResearcherGroupinresearcherinductionpack
Researchstafffocusgrouprevealedthatnotallnewresearcherswereawareofthegroupandthatthiswouldenhanceasenseofcommunity
HoS(NickBranch) January2016–May2016
Researcherinductionpackupdatedby31stMay2016.Target:90%ofresearcherrespondentstothestaffsurveyreportthattheSAGESResearcherGrouphasbeenasuccessfulinitiativebyNovember2017
3.2 Celebratingsuccessemailstoreflectdiversityofsuccesstypes
StaffandPGRfocusgroupsrevealedneedforemailstoreflectdiversityofachievementbeyondgrantswinsandconferenceinvolvement,forexampleaccommodatingtechnical,admin,teaching,enterpriseandstudentsuccesses
HoS(NickBranch) January2016–May2016
Target:90%ofrespondentstothestaffsurveyreportthatcelebratingsuccessemailsacknowledgeawiderangeofsuccesstypesbyNovember2016
3.3 PutPGRprofilesontothewebsitetomakePGRcommunitymorevisible
PGRfocusgroupsrevealedtheissueofstudentonlineprofileshadnotbeenadequatelyaddressed.ThisisaUniversity-levelissueasthewebsiteisundergoingtransfertoanewtemplate.However,currentSAGESactivitiestoimprovesituationincludelinksfromSchoolwebpagestostudentsprofilesonacademia.edu
SDPS(KevinWhite) September2016–December2016
Target:ALLprofiles(100%)onwebsiteby1stDecember2016
3.4 EnsureallwebpagesandnoticeboardsfortheSchoolreflectthediversityoftheSchool
Weneedtoensurethatdiversity(includingandbeyondgenderdifferences)isreflectedacrossourSchool
SDWC(actionmonitoredbySEO,HilaryGeoghegan)
Ongoing,regularlymonitored
Target:ALLwebpagesandnoticeboardsreflectourdiversity(100%)byNovember2018
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3.5 Continueandgrownewsletter(s)forSchoolandDepartments
ResearcherandPGRfocusgroupfeedbacksuggestedneedforwiderunderstandingofwhatSchoolandDepartmentcolleaguesandstudentsaredoingviaanewsletter,summarisingpublicationsandevents
HoS(NickBranch),HoDs(SteveMusson/RogerMatthews)
September2016–December2016
Target:Anincreasefrom83%ofrespondentstothestaffsurveyreportingtransparentcommunicationanddecision-makingwithintheSchoolandDepartmentsto90%byNovember2018
3.6 Evaluatecommitteecommunicationpathwaystoensureeffectivecommitteereporting
Stafffocusgroupsrevealedneedforincreasedcommunicationaroundcommitteeactivityandoutcomes
HoS(NickBranch) May2016–September2016
3.7 MaintainSAGE(S)Adviceblog SincestartinginOctober2014thebloghasreceivedonaverage612viewspermonth.ThenumberofviewsontheblogandtheenergeticcontributionsfromcolleaguesandstudentsmarksthisactivityasarealachievementforourSchool.
SDWC(actionmonitoredbySEO,HilaryGeoghegan)
Ongoing IncreasedinterestintheSAGE(S)AdviceBlog.Target:800viewspermonthbyJanuary2017
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Priority4:Extendingstaffmentoringactivities Descriptionofaction Rationale Responsibility Start–End Measurables4.1 Hosthalf-dayworkshoptorefresh
mentortrainingStafffocusgroupsrevealedthattherewasalackofunderstandingbysomementorsoftheirroleandthejobdescriptionoftheirmentee.Weneedtoencouragebetterpreparation
HoS(NickBranch),HoDs(SteveMusson/RogerMatthews)
January2017–October2018
100%of2015surveyparticipants(12)whowantedamentorhaveamentorbyDecember2016,thiswouldmeananincreaseinmentoringfrom60%to80%offemalestaffand50%to60%ofmalestaffbyDecember2016.Target:Anincreasefrom91%ofrespondentstothestaffsurveyreporting‘IamencouragedtoundertakeactivitieswhichwillcontributetoastrongerCV’to95%byNovember2017
4.2 Clarifythedifferentrolesofbuddy,mentorandcoach
HoS(NickBranch)
4.3 Developguidanceonmentoringandbuddysystemforthenewstaffhandbook
HoS(NickBranch)
4.4 ResearchercommunitytodevelopguidelinesforPDRAmentoring
ResearchfocusgrouprevealedthatPDRAswouldlikemoresayinhowmentoringisappliedtotheircommunity.TheyweredelightedtohavesomeoneonSchoolCouncilrepresentingtheircommunity.
ResearcherCommittee,ResearcherChampiononSchoolCouncil(GundulaMuldner),HoS(NickBranch)
September2016–December2016
4.5 RetainadedicatedSchoolCouncilmembertooverseeresearchermentoringrequirements
January2016–May2016
Continueddevelopmentofresearcherneedsandevidencingwithintheactionplan
4.6 Evaluatesuccessofmentoringrelationships
StaffsurveyresponsesindicatedthatthePDRschemeandmentoringhadonlybeenrunningfor2yearsandthereforeitwastooearlytoevaluatetheimpactofit
HoS(NickBranch) September2016–December2016
Target:Anincreasefrom81%ofrespondentstothestaffsurveyreporting‘careerprogressionisusefullydiscussedinmyappraisal’to90%byNovember2017
4.7 Mentoringforallstaffwhorequestit.MentorscanbefromwithinandbeyondSAGES
Staffsurveyrevealedthat28%ofstaffwhodon’tcurrentlyhaveamentorwouldlikeone.Stafffocusgrouprevealedthatsomestafffallbelowtheradarformentoringwhowouldreallybenefitfromit
HoS(NickBranch) January2016–May2016
ALLstaffwhorequestamentorhaveone
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Priority5:Boostingcareerdevelopmentopportunities Descriptionofaction Rationale Responsibility Start–End Measurable5.1 Refreshexistingguidelinesfor
staffregardingthePDRprocessinuser-friendlylanguage
ResearchstafffocusgrouprevealedaneedforclarityarounduseofPDRinformation
HoS(NickBranch),SchoolCouncil,SDWC(actionmonitoredbySEO,HilaryGeoghegan),HR(RachelThorns)
May2017–September2017
RevisedPDRguidelinesarecirculatedby1stSeptember2017.PDRreviewer-revieweelistupdatedby1stMay2016.Target:Anincreasefrom81%ofrespondentstothestaffsurveyreporting‘careerprogressionisusefullydiscussedinmyappraisal’to90%byNovember2017
5.2 IncreaselengthofPDRmeetingstoallowforafullerdiscussion
StafffocusgrouprequestedlongermeetingsforPDRasitcurrentlyfeelslikeaconveyorbelt
HoS(NickBranch) May2017–September2017
5.3 Re-allocatePDRreviewerstoavoidconflictsofinterest
StaffsurveyandResearchReponSATrevealedtheneedtoimprovePDRreviewerandmentoringadvice,andallocationofmentors
HoS(NickBranch) May2016–September2016
5.4 TrainmorefemalecolleaguesinPDRreviewing
StaffsurveyandfocusgroupsrevealedaneedformoreseniorfemalecolleaguestobeactingasPDRreviewers
HoS(NickBranch),HoDs(SteveMusson/RogerMatthews)
May2016–May2017
InlinewiththeUniversity’spolicytoincreasefemalerepresentationwithindecision-makingto30%by2020,wewillincreasethenumberoffemalereviewersto30%byMay2017
5.5 ReviewhowPDRdocumentsareutilisedbyseniormanagement
StafffocusgrouprevealedtheneedtousePDRdatatogreatereffectinunderstandingneeds
HoS(NickBranch),SchoolCouncil
May2016–September2016
Target:GreaterperceptionthatPDRreviewshavehadanimpacton,forexample,anincreasefrom76%ofrespondentstothestaffsurveyreporting‘workloadisusefullydiscussedinmyappraisal’to85%byNovember2017
5.6 Overhaultheworkloadmodelto Staffsurveyandfocusgroups HoS(NickBranch) May2016– Areductionfrom56%of
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ensureconsistent/appropriateworkloadallocation,andavoiddiscontentamongststaffwhenmodelresultsareannounced
revealedWLMrequiredrevisionandgreatertransparency.Indeed:• 61%stafffelttoolong
spentonadministration• 37%agreeonclearand
transparentWLMallocations
• 56%believeWLMdoesn’twork
September2016
respondentstostaffsurveyreportingthattheWLMdoesn’tworkto20%byNovember2018.Anincreasefrom37%ofrespondentstothestaffsurveyagreeingthatthereareclearandtransparentWLMallocationsto80%byNovember2017.
5.7 Revisepromotionguidelinesinuser-friendlylanguageforstaff
Staffsurveyrevealed:• 37%staffdon’tunderstand
promotion• 27%foundittobeunfair• 25%didn’tfeelsupported
orencouragedtoapplyFindingswereechoedinthestafffocusgroupStaffsurveyrevealedthatstaffwouldlikeincreasedencouragementtoapplyforpromotionandtohearsuccessstories
HoS(NickBranch),PromotionsPanel,HR(RachelThorns)
September2016–December2016
Greaterperceptionthatpromotionisamoretransparentprocess,measuredbyannualsurvey.Targets:Areductionfrom37%ofrespondentstothestaffsurveystatingtheydon’tunderstandpromotionto20%andareductionfrom27%ofrespondentsstatingtheyfoundtheprocesstobeunfairto10%byNovember2017.Anincreasefrom75%ofrespondentstothestaffsurveystatingtheyfeelsupportedorencouragedtoapplyto95%byNovember2018.40%Promotiontrainingisavailableforallstaffin-house:40%ofstaffattendbyNovember2018.
5.8 Hostacross-Schoolin-housepromotionsworkshoptoinformstaffoftheprocessandoffervoicesofexperiencefromrecentlypromotedcolleagues
5.9 Encouragetakeupoftrainingopportunitiesforcolleaguesonfixed-termcontractsandbeyondearly-career
Staffsurveyrevealedanappetitefor:moretrainingforteachingfellows;improvedstrategyandmanagementtrainingforleadershiproles;
HoS(NickBranch),HoDs(SteveMusson/RogerMatthews)
May2016–September2016
Target:70%ofstaffattendatleastonetrainingcourseperyear;Anincreasefrom91%ofrespondentstothestaffsurveyreporting‘Iamencouragedtoundertakeactivities
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andMyers-Briggsanalysisforteams
whichwillcontributetoastrongerCV’to95%byNovember2017
5.10 ProducelistoffundersforsmallgrantsandfellowshipsforPDRAsdevelopingtheircareers
ThestaffsurveyrevealedaneedforimprovedPDRAaccesstofunding
ResearchCommittee May2016–September2016
PDRAsreportincreasednumbersofgrantapplicationsduringPDRs.Target:3independentapplicationsbyPDRAsperyear.Anincreasefrom91%ofrespondentstothestaffsurveyreporting‘IamencouragedtoundertakeactivitieswhichwillcontributetoastrongerCV’to95%byNovember2017
5.11 ImplementnewUniversityguidanceonteachingpeerobservationvianewSchoolguidancedocument
Stafffocusgroupsidentifiedteachingpeerreview/observationtobeanimportantelementwherecolleaguescansupportteachingonlystaff,aswellasencourageamoreacceptingcultureof‘teaching’
SDTL(AlanHoward) September2016–December2016
Anincreasefrom93%ofrespondentstothestaffsurveyagreeingthatteachingisvaluedwithinSAGESto95%byNovember2017
5.12 Developguidanceonpotentialforconversionfromfixed-termtopermanentcontractsforPDRAsandtransparencyregardingcontributiontotheREF
Thestaffsurveyrevealedalackofunderstandingaroundwhetherfixed-termPDRAscanbecomepermanentandthecontributionPDRAsmadetothelastREF
HoS(NickBranch) January2017–May2017
Target:80%ofresearchstaffagreewithstatementinannualsurveythat(1)‘thereisgreatertransparencyregardingmovementfromfixed-termtopermanentcontracts’and(2)‘IamavaluedmemberofmyResearchDivision’byNovember2018
SchoolofArchaeology,Geography&EnvironmentalScience,UniversityofReading,SilverAward,November2015
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5.13 HostworkshopforPDRAsoncareerprogression
Theresearchstafffocusgrouprevealedtheneedforatargetedworkshoponcareerprogression,featuringthoserecentlyappointedaslecturersandmoreestablishedresearchfellows
ResearcherChampiononSchoolCouncil(GundulaMuldner)
January2017–May2017
Target:80%ofresearchstaffagreewithstatementinannualsurveythat‘SAGESsupportsPDRAcareerprogressionthroughtraining’
5.14 ContinuetomonitorannualsummaryfromHRofleavers’surveydata,actuponfindings
Weneedtounderstandwhyarecolleaguesdecidetoleaveinordertoidentifyroomforimprovement
HR(RachelThorns),HoS(NickBranch)
May2016–September2016
ALLleavers’surveydataisexaminedbyHoSandissuestobeaddressedareincorporatedintoactionplan
SchoolofArchaeology,Geography&EnvironmentalScience,UniversityofReading,SilverAward,November2015
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Priority6:Focussingonwomeninleadership Descriptionofaction Rationale Responsibility Start–End Measurables6.1 Conductfocusgroupongender
andleadershipinSAGEStoconsiderissuesthatstoppeopleputtingthemselvesforwardforleadershiproles;andidentifysuitablesuccessionplanningmeasures
Whilstthesamplenumbersaresmall,thenumberofwomenrepresentedinseniorroleswithintheSchoolCouncilaresmallincomparisontomen.Weneedafocusgrouptoexplorethisissue
HoS(NickBranch),HoDs(SteveMusson/RogerMatthews)
Ongoing Anincreasefrom33%ofwomenonSchoolCouncilto40%byNovember2018.MorewomeninSAGESleadershiprolesinlinewithUniversity-widepolicyofatleast30%femalesoncommitteesby2020
6.2 Put‘committeemembership’informationonthedepartmentwebsiteasprofilestomakedecision-makersmorevisible
HoS(NickBranch),SDWC(actionmonitoredbySEO,HilaryGeoghegan)
January2016–May2016
PhotographsandmembershipdetailsofALLSchoolCommitteesonwebsiteby31stMay2016.
6.3 Advertisecommitteemembershipopportunitiestoallstaff,withline-managersencouragingfemalestafftoapply
Improvementshavebeenmadesince2011onthefemale/maleratiooncommittees,howeverthereisstillroomforimprovement
HoS(NickBranch),HoDs(SteveMusson/RogerMatthews)
May2016–September2016
CommitteemembershipadvertisedandimprovedfemalerepresentationacrossallSchoolcommitteesinlinewithUniversity-widepolicyofatleast30%by2020
6.4 Hostaone-daytrainingsessionforstaffonleadership
WhilsttrainingcoursesareavailablefromtheUniversityonleadership,stafffocusgroupsrevealedwewouldbenefitfromanin-housetrainingsessiononthesubject,aswellaslearningfromcolleaguesalreadyinleadershippositions,forexamplethestaffsurveyrevealedthat66%ofstaffonuni-levelcommitteeswerefemale
HoS(NickBranch) June2017,June2018
Target:90%ofrespondentstothestaffsurveyagreewiththestatementthatadiversityofleadershipstylesaresupportedinSAGES
SchoolofArchaeology,Geography&EnvironmentalScience,UniversityofReading,SilverAward,November2015
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6.5 EncouragefemalecolleaguestoparticipateinAuroraandSpringboardprogrammes
AsurveyoffemalecolleagueswhoattendedAuroraandSpringboardrevealedthebenefitsofbothprogrammes
HoS(NickBranch),HoDs(SteveMusson/RogerMatthews)
May2016–September2016
Schoolsupportsatleast1participantperyeartoapplyfortheAuroraprogrammeandALLfemalestaffwhowanttoaresupportedtoattendSpringboard
6.6 ConvenetermlymeetingforAuroraandSpringboardparticipantstoencouragesharingofexperiencesandgoodpractice
AuroraandSpringboardhavebeenreportedtoworkbecauseoftheregularmeetings.Oncethecoursesfinish,colleaguesareleftontheirown.AninformalnetworkwithinSAGEShasbeensuggested
AuroraandSpringboardattendees,SEO(HilaryGeoghegan)
November2016,ongoing
Target:90%offemalerespondentstothestaffsurveyagreewiththestatementthattheirexperienceofAuroraandSpringboardisvaluedbySAGES
SchoolofArchaeology,Geography&EnvironmentalScience,UniversityofReading,SilverAward,November2015
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Priority7:Avoiding‘unconsciousbias’duringrecruitment Descriptionofaction Rationale Responsibility Start–End Measurables7.1 Maintaindataongenderacross
applications,shortlistsandappointments
SAGESneedstorecordandmonitorgenderdistributionacrossstaffrecruitment
HoS(NickBranch),HoDs(SteveMusson/RogerMatthews)
May2016–September2016
Lessthan10%ofshortliststobeallmale
7.2 Requireallstaffonappointmentpanelsandinleadershiprolestoundertake‘unconsciousbias’training
Following‘unconsciousbias’trainingfor17academicsin2015,wehavedecidedthatallstaffonappointmentpanelsandinleadershiproles(asaminimumshouldundertakethetraining)
HoS(NickBranch) September2017–December2017
100%ofstaffonappointmentpanelsandinleadershiproleshavecompletedunconsciousbiastrainingbyNovember2017
7.3 Developan‘unconsciousbias’refreshersheetforshortlisting/interviewpanelstoconsiderpriortoshortlisting
FollowingaSchool‘unconsciousbias’trainingworkshop,weproducedasetofnotesregardingunconsciousbiasthinkingthatpanelsshouldconsiderduringshortlisting
HoS(NickBranch),SDWC(actionmonitoredbySEO,HilaryGeoghegan)
September2016–December2016
100%ofpanelsusetheformtoinformdecision-making(makeitanecessaryconditiontoappointing)
SchoolofArchaeology,Geography&EnvironmentalScience,UniversityofReading,SilverAward,November2015
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Priority8:CommittingtoWorkingSagely Descriptionofaction Rationale Responsibility Start–End Measurables8.1 ConductDepartmentalfocus
groupevaluationsoftheWorkingSagelydocument
TheStaffsurveyrevealedcolleagueswantmore‘workingsagely’butthatthedocumentrequiresdevelopment
HoDs(SteveMusson/RogerMatthews)
January2017–May2017
FeedbackonhowtheWorkingSagelydocumentiscurrentlyused,withsuggestedimprovementsincorporatedintotheactionplan.Anincreasefrom83%ofrespondentstothestaffsurveyagreeingthat‘ourSchool’svaluesdocument,WorkingSagely,hasencouragedmetoreflectonrelationshipsandbehaviourintheworkplace’to90%byNovember2017
8.2 ReproduceWorkingSagelyideasindifferentformstoensureWorkingSagelybecomesembedded,forexamplereinforcingkeymessagesduringPDRs,hostmini-conferenceon‘genderanddiversity’withastrongworkingsagelyangle
Stafffocusgroupsrevealedconcernsaroundhowitemssuchascorehoursandavailabilitywerebeingadoptedbycolleagues
SDWC(actionmonitoredbySEO,HilaryGeoghegan)
May2017–September2017
8.3 Hosthalf-day‘Wellbeing’conferenceforstaffandstudentstoencourageopendiscussionofwellbeingissues,familyleaveandflexibleworking
SDWC,staffandPGRfocusgroupsrevealedtheneedforagreaterunderstandingandopendiscussionofwellbeingandwork-lifebalancewithinSAGES
SDWC(actionmonitoredbySEO,HilaryGeoghegan)
January2017–May2017
Asaboveandanincreasefrom65%ofrespondentstothestaffsurveyreportingtheyare‘happywiththeirwork/lifebalance’to80%byNovember2018.Aswellasareductionfrom41%offemalerespondentstothestaffsurveywhofeelthattakingmaternity/extendedfamilyleavewoulddamagetheircareerto25%byNovember2017
SchoolofArchaeology,Geography&EnvironmentalScience,UniversityofReading,SilverAward,November2015
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8.4 Encouragepeopletoadd‘availabilitystatements’toemails,nominateofficehoursondoorsandviaBlackboard,andinformDepartmentteachingofficesoinformationcanbedisplayedonDepartmentalplasmascreens
TheStaffsurvey,staffandPGRfocusgroupsrevealedthatstaffavailabilitywasaconcern.Increasingthevisibilityofstaffavailabilitywasofferedasonesolution
HoS(NickBranch),HoDs(SteveMusson/RogerMatthews),SeniorTutor(SteveGurney)
May2016–September2016
ALLstaff(100%)toaddavailabilitystatementsbySeptember2016
8.5 Developguidanceonemailuse,specificallythatstaffarenotexpectedtoread/respondtoemailsovereveningsandweekends
Staffsurveyandstafffocusgrouprevealedanemailcodeofconductwasrequiredtoencourageanimprovedwork-lifebalanceandavoidunduestressoncolleagueswhofeltpressuredtorespond
SDWC(actionmonitoredbySEO,HilaryGeoghegan)
May2016–September2016
Areductionfrom67%ofrespondentstothestaffsurveyreportingthey‘feeltheyareexpectedtorespondtoemailswithin48hoursorless’to20%byNovember2018
8.6 IncreasenumberofstaffonlyandstaffandPGRsocialactivitiesinDepartmentsandcross-School,andimplementcross-schoolworkinggroupofstaffandstudentsaroundannualproject,forexample‘GreenImpactAward’for2015/16
StaffandPGRfocusgroupsrevealedadesireformoresocialactivitiesacrosstheSchooltoencourageface-to-faceinteraction.In-personmeetingswereidentifiedasimportantforrelievingemailtensionandtheresearchelitementality
SDWC(actionmonitoredbySEO,HilaryGeoghegan)
September2016–December2016
Anincreasefrom94%ofrespondentstothestaffsurveyreportingthatdepartmental/schoolsocialeventsareenjoyableto95%byNovember2018
8.7 Developadiaryofin-SchoolandUniversityactivitiesandevents(incl.pilates)forstaffandPGRstudentstoattendbeyondformalmeetings
SDWC(actionmonitoredbySEO,HilaryGeoghegan)
September2016–December2016
Target:90%ofstaffhaveattendedoneormoreAthenaSWAN-associatedeventbyOctober2018
8.8 DevelopSAGESFamilyLeavedocumenttoincludeothercaringresponsibilitiesbeyond
SDWCandthestafffocusgroupidentifiedaneedtoexpandthegoodpracticetoincorporate
SDWC(actionmonitoredbySEO,HilaryGeoghegan)
May2016–September2016
Target:80%ofrespondentstothestaffsurveyagreewiththestatementthateffortshave
SchoolofArchaeology,Geography&EnvironmentalScience,UniversityofReading,SilverAward,November2015
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children caringresponsibilitiestoincludeelderlyrelatives,otherfamilymembers
beenmadetomakefamilyleaveopportunitiesmorevisiblebyNovember2017
8.9 Communicateguidelinesinfriendlylanguageforwhattodoif‘sick’ortakingannualleavetosupportstaffandlinemanagerstocarryoutrequiredactionstomanagethis
Stafffocusgroupsrevealedconfusionaroundtakingannualleaveandhowtoreportillhealth.Itwassuggestedguidelineswouldhelpwithcontinuityplanning
HoS(NickBranch) May2016–September2016
Target:80%ofrespondentstothestaffsurveyagreethattheyunderstandhowtoreportsick/annualleavebyNovember2017
8.10 Identifyexamplesofgoodpracticeregardingleaveofallkinds(incl.sharedparentalleave)andincludethemonthewebsitetomakethisvisibletostaff
Stafffocusgroupon‘wellbeing’revealedparental/familyleaveremainssomethingpoorlycommunicated.Inadditiontothegoodpracticeguide,itwouldbeusefultohighlightexamplesofsuccessfulworkingarrangements
SDWC(actionmonitoredbySEO,HilaryGeoghegan)
September2016–December2016
8staffandPGRprofilesonthewebsitebyDecember2016.Aswellasareductionfrom41%offemalerespondentstothestaffsurveywhofeelthattakingmaternity/extendedfamilyleavewoulddamagetheircareerto25%byNovember2017
8.11 Monitoreffectivenessofcommunicationandmanagementinrecentfamilyleavecasestosupportfuturecases
StafffocusgroupsandcommentsduringPDRsrevealedthatsomestaffhavebeenarrangingtheirowncoverforpaternityleaveduetoalackofexplicitprotocolontakingfamilyleave,itwasalsoagreedthatline-managersandstaffwouldbenefitfromaformalguidetoconversations/actions/KITdays
HoS(NickBranch),HoDs(SteveMusson/RogerMatthews)
May2016–September2016
Target:staffwhohaverecentlyexperiencedfamilyleavereport70%satisfactionwithcommunicationandmanagementoftheircase(monitoredthroughHoSannualevaluationoffamilyleavecases)
8.12 Developformsformeetingsbetweenstaffandlinemanagerspreparingtotakefamilyleaveinordertoensurenothingismissed
SDWC(actionmonitoredbySEO,HilaryGeoghegan)
May2016–September2016
Asabove
SchoolofArchaeology,Geography&EnvironmentalScience,UniversityofReading,SilverAward,November2015
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8.13 Mentoringstaffwhoreturnfromplanned/unplannedleave
Stafffocusgrouprevealedtheneedformentoringuponreturnfromleave
HoS(NickBranch) January2016–May2016
ALLstaffwhoreturnhavementors
8.14 DevelopguidanceforPGRcommunitywhomayrequirefamilyleaveduringtheirstudiesaheadoftimetohelpsupervisorsandSDPS
TheUoRGraduateSchoolhasyettoofferguidelinesbeyondthoseprovidedbyresearchcouncils.Wewanttobepreparedaheadoftimetoavoidconfusionandanxietyforstudents
SDWC(actionmonitoredbySEO,HilaryGeoghegan)
September2016–December2016
GuidancedocumentiscirculatedtoPGRstudentsandavailableinhandbookbyDecember2016.
8.15 Formalisesystemofflexibleworking(specificallywhencolleagueshavealertedprofessionalsupportstafftobeingunavailable)tocommunicateopportunities
Stafffocusgroupsrevealedflexibleworkingtobeacontinuedcauseforconcern,astherearediscrepanciesinhowflexibilityisundertaken.ThereremainsamiscommunicationbetweentheUniversityandstaffonflexibleworkingopportunities.Onesolutionwasthedevelopmentofflexibleworkingprofilesforthewebsite
HoS(NickBranch),HoDs(SteveMusson/RogerMatthews)
January2017–May2017
Numberofflexiblearrangementsarecaptured.Greateruptakeofformalflexibleworking.8profilestoappearonwebsitebyDecember2017.Aswellasincreasefrom83%respondentstothestaffsurveyreportingthatflexibleworkingissupportedandencouragedintheirdepartmentto90%byNovember2017
8.16 DocumentexamplesofgoodflexibleworkingpracticeontheSAGESwebpages
SDWC(actionmonitoredbySEO,HilaryGeoghegan)
September2017–December2017