Professional Growth, talent management and leadership excellence
In 2019 we set about achieving 2 key priorities to support our work in the field of Organisational Development (OD); we have appointed a new Director and completed our needs-analysis. A wide-range of stakeholders have been engaged with the development of our Organisational Development strategy which has been incorporated into priority 1 of our People Strategy. The aim of our OD work across the University is so that ‘Our staff succeed in an environment that helps them to be the best version of themselves’.
Together with teams from across the University we will:
- Offer enhanced development to all staff through a simplified one-stop shop and effective guidance
- We will redesign and re-energise our approach to induction for new staff and those changing roles
- We will strengthen our approach to mandatory and role based development
- We will implement coaching, mentoring and buddying across the University
- We will enhance our offer to support people with change
- We will support and develop networks and communities of practices
- We will strengthen our approach to leadership and management development
- We will evaluate the effectiveness of our approaches, ensuring they make a difference
We will achieve the Organisational Development priorities by working collaboratively with others.
The Rollout of The Art of Inclusive Performance Conversations has been successfully completed, ready for the PDR window 2019-2020
Fantail were commissioned to develop a 3-hour development session – The Art of Inclusive Performance Conversations.
Fantail delivered the course to ALT, PSLT and a further 100 leaders, by personal invitation. They also delivered a 4-hour Train the Trainer session. 21 trainers were identified from OD, CAP, HR and Wolfson School.
The programme was then rolled out from the 22nd October to 31st January, with a total of 50 sessions. 780 delegates attended the training. Two sessions were held in London. Two were held in the Wolfson school.
HROD are looking at creating further development sessions for staff. These include Developing Objective Setting and Difficult PDR Conversations and support for Academics who do not line manage their reviewees. There is still a requirement for PDR process briefings, especially for new reviewers, and we will provide these in next year’s general programme. The experience of this roll-out, will feed into the Leadership Framework project. PDR will also be deeply embedded into the Induction Process.
In June we ran our inaugural Leadership Forum which was attended by 165 leaders from across the University. The theme of the event was inclusive leadership and a number of initiatives and actions will follow from this. Further updates will be published in due course.
Management development programme
Enhancing our collective management capability, skills and knowledge is an important priority within the People Strategy. A new development programme - ‘Loughborough’s Management Programme’- has been developed. The programme comprises a suite of workshops and learning aimed at colleagues who have been newly appointed to management roles. The focus of this programme is on how to manage successfully the ‘Loughborough way’. The programme will be piloted from September 2019 through to April 2020 and further information will be available shortly.
Diverse, respectful and inclusive culture
International Women’s Day
International Women’s Day takes place on 8 March, and the University has put together a week-long programme of events to celebrate women and advance equality of opportunity at Loughborough.
There is an exciting range of internal and external speakers lined up, who will be discussing a range of topics and issues that are relevant to women, and also of interest to men, in both the Professional Services and academic Schools.
Free childcare for children up to the age of 11 is being offered to colleagues attending the evening book group event on Wednesday 11 March*.
LGBT+ History Month
To celebrate LGBT+ History month, Loughborough Student's Union and Loughborough University are putting on a series of events for staff and students across February 2020. A full list of events are available on the Loughborough LGBT+ Association & Friends Facebook Page.
Chinese New Year
Staff celebrated Chinese New Year with a lunch event on 27th January 2020 organised through the Staff Black and minority Ethnic (BME) Network. The event included lunch, alongside a Chinese Zodiac Stand, Your Name in Chinese Stand, a Local Ethnic shop Stand and traditional Chinese music.
On Friday 25th October 2019 Loughborough University held it’s Diwali Dinner and Dance event hosted by the Staff Black and minority Ethnic (BME) Network. The event featured Mansha Dance Group, BFUZE Dance Group, Lacky C “PunjabiMC” and other entertainment alongside a three course Indian buffet
Nominations Committee recently agreed to revise processes around identifying and nominating members of University Committees to ensure that membership of them is diverse and inclusive.
Engaging and sustainable reward and recognition programmes
Your Pay and Benefits
You will have hopefully received a copy of Your Pay and Benefits statement which was delivered to all staff recently. This statement sets out the value of the benefits available to each individual as well as signposting to other benefits on offer. The following work is also underway:
- Reviewing the pay scale, with a specific focus on the application of the Living Wage
- Refreshing our benefits package to ensure that it is flexible and attractive to all staff
- Implementing new reward arrangements based on feedback received during the PDR review
Workload, wellbeing and resilience
University Mental Health Day
University Mental Health Day on Thursday 5th March brings together the university community to make mental health a university-wide priority and create ongoing year round change to the future of staff/student mental health. Loughborough University London has another jam packed day of events for both staff and students, aiming to beat last year’s amount raised for mental health charities, and Mental Health First Aiders will have a stand in LSU at the midlands campus.
The Occupational Health Service had the’ year on’ audit report completed by Dr Steve Boorman, the results of this are that we have made an outstanding improvement to the service and continue to offer support to employees of Loughborough University at a high standard delivered in a timely way. In November we asked our colleagues to participate in a health and wellbeing needs assessment survey. The aim of this was to explore priority agenda items for the year ahead and to provide benchmark data. Following on from the outcome report, we held a smoking cessation day on the 31st January, with support from our partners in the Public Health ‘Quit ready’ campaign. Over coming months we aim to develop our own wellbeing charter and evolve wellbeing champions so that we can support the specific needs of each school/department. We also piloted our first resilience and wellbeing training session for employees which was very well received and we are looking to offer more dates across both campuses.
In August we held the initial steering group for Employee Health and Wellbeing. This was targeted at creating a cohesive approach by unifying the health and wellbeing opportunities available to staff across campus. The initial meeting has outlined an agreement for the website and associated communications which aim to be released with the mental health awareness day in October. A workplace needs assessment will be taking place in November with feedback being provided at the end of the year. Health and wellbeing programmes will then be structured around the assessment results with ongoing reviews and delivery of prioritised initiatives.
From May 2019, as part of our commitment to improving mental health awareness within the institution we introduced a whole new suite of courses relating to mental health, from ‘Managing Mental Health within the Workplace’ for managers and academic supervisors, to ‘Understanding your own pressure & stress’ for all staff. In addition to accredited ‘Mental Health First Aid’ 2 day course, we now offer two additional MHFA courses – the ‘Mental health Aware’ half day, and ‘Mental Health Champion in Higher Education’ 1 day course.
Following on from successful mental health awareness events at both campuses, we will be hosting a series of workshops and talks across campus for World Mental Health Day on Thursday 10 October. The very first Loughborough Mental Health First Aider event will take place in November, with the aim of building a supportive, informed network of Loughborough University Mental Health First Aiders.
Outstanding candidate and new employee experience
RTE Campaign Launched
A new University recruitment campaign has been launched to attract the very best academic talent to Loughborough.
Speaking about the new approach Professor Chris Linton, the University’s Provost and Deputy Vice-Chancellor, said: “We are hugely proud of the staff we already have at Loughborough, and strongly believe this different and forward-thinking approach to recruitment will enable us to continue attracting the very best academic talent.
“Placing more emphasis on the whole candidate experience has already proved incredibly successful with senior appointments to the University, and we are looking forward to offering this service to other academic appointments in the future.”
For the latest academic roles on offer at the University visit our dedicated recruitment website.
The third RTE recruitment campaign will commence in September and is designed to enhance our ability to attract high quality academic candidates and to enable Schools to think more strategically about recruitment of staff. HROD is committed to working in partnership with Schools to deliver this and to continually review and improve the candidate experience.
We have been doing some specific work with the International Staff group to support the community in a number of ways, with a key focus how to help the arrival, accommodation and community aspect of new staff and their families where relevant. These include:
- We have launched a new Relocation Policy which includes a £4000 allowance for all new international staff to help specifically with issues such as Visa, Travel costs etc that coming from abroad will incur. This is a fixed amount whatever the grade of the staff member.
- We are working towards obtaining the UKVI Premium Visa service.
We have convened a working group with HROD and the International Staff Group Committee to work through a number of ideas, priorities.