Upload
others
View
1
Download
0
Embed Size (px)
Citation preview
4. Becoming an Employer and University of Choice
UCD Human Resources Delivery 2016
1. Transforming Service and Partnership
2. Enhancing a Performance Culture
3. Developing Our Talent
4. Becoming an Employer and University of Choice
4 KEY STRANDS
1. Transforming Service and Partnership
3. Developing Our Talent
COMPENSATION & BENEFITS
COMPLETED PROJECTS
Enhancing Resourcing
project facilitated by UCD
Agile to deliver customer
service improvements
New online systems -
timesheets & hourly
paid set-up forms
Academic title changes
implemented following
referendum
New Garda vetting
process
Haddington &
Lansdowne Road changes
implemented
Consultancy and external
work annual returns
2,500 records updated for academic titles and Haddington Road Agreement
Approx. 7,000 updates to HR records -
11% increase in volume
HR INFORMATION SYSTEMS
240 reports developed for external and internal customers
1,800 customer
support calls
PENSIONS
€3.99m paid out in retirement gratuities
1,309 employees attended 153 development courses and seminars
2,730 cases opened and closed
86 retirements
RESOURCING
applicants18,890
1,018other resourcing related activities completed including contract extensions, direct appointments, changes to terms and conditions of employment.
ProfessionalStaffResearch
Academic
posts filled
1,499
50%28%
22%
interviewed4,794
36 Schools
6 Colleges
Committees & Groups e.g. Equality, Diversity & Inclusion UMT Group, Faculty Promotion Committee, Job Grading Committee, Healthy UCD, Academic Council Committee on Quality, Agile Steering Committee, University Business Planning Group
All Support Units/Research Institutes/Academic Centres
HR COLLABORATIONS
HR Partners Support:
2. Enhancing a Performance Culture
58applications for promotion submitted for assessment since launch
121professional posts graded
Faculty promotions policy & on-line system launched
21 Senior Technical Officer promotions
48 applications for
Award of Tenure approved
140staff promoted through internal mobility scheme
PROMOTIONS, GRADING AND REWARD
1ST UCD CULTURE & ENGAGEMENT SURVEY
ENGAGEMENT & EMPLOYEE RELATIONS ACTIVITIES
EQUALITY, DIVERSITY AND INCLUSION
3 Development, Reward and Recognition Working Groups supported & recommendations brought to UMT for approval
2016 Culture & Engagement Survey
Strategy development
Organisational restructuring
Consultations, workshops & reviews
Strategic appointments
Staff planning
Quality reviews in schools & units
Aurora Programme
Mentoring programmes
Leaders & people managers through coaching & advice
Town hall meetings held as part of university-wide roadshow
20+HR RESTRUCTURING
projects in progress to enhance HR services
40+
PEOPLE & ORGANISATION DEVELOPMENT PROGRAMME
POSTDOC PROFESSIONAL & CAREER DEVELOPMENT
48 Bespoke development programmes
28 Health & Wellbeing seminars
13 Pension & Retirement Planning seminars and programmes
850 participants
7 New orientation programmes
Professional Staff
75%
25%Academic/Research
Of those who attended
Of those seminars
29%Male
5%Unspecified
66%Female
57 bespoke courses/events
4 Competency Areas (Research & Research Management; Teaching, Learning & Mentoring; Innovation & Transferable Skills; and Personal & Professional excellence)
51%response rate 1,827
respondents1
Athena SWAN Charter
application
200attend Realising
Gender Equality in UCD workshop
90+ reports for units with
10+ responses
1stEquality, Diversity & Inclusion Annual Report
1Rainbow Flag
raised during Dublin Pride Week
145sign-ups for UCD Community Choir
40% target of the under-represented gender on Academic Council and UMT committees agreed
154participate in GCC health & wellbeing programme in 22 teams
199,156,345total combined steps
Over 100 days daily step average
13,564, average distance per day
8.68km
60%of participants have reported
an increase in either their productivity or concentration
100community members participate in UCD 100 Hell and Back
535 community members trained in CPR - Restart a Heart Day
Thur 13 Oct
500 applications for UCD Sport & Fitness pass to mark National Fitness Day
Smoke-Free UCDphase II rolled out
UCD Human Resources Delivery 2016 www.ucd.ie/hr
Annual Report 2015 - 2016
Contents
1. Foreword
4
2. Introduction
5
3. Legislative Context
6
4. University Equality, Diversity and Inclusion Structure
6
5. Key Equality, Diversity and Inclusion Activities
7
5.1 Gender Equality
7
5.2 Equality, Diversity and Inclusion Training
and Development
8
5.3 LGBTI
9
5.4 Disability
9
5.5 Health and Wellbeing
10
5.6 Diversity Monitoring
11
5.7 Dignity and Respect
12
5.8 Involvement in Policy
12
5.9 University Research Seed Funding for Equality,
Diversity and Inclusion Projects
12
5.10 Equality, Diversity and Inclusion Events
and Engagement
13
6. External Involvement
15
7. Equality, Diversity and Inclusion Priorities
16
8. Appendices
17
Appendix 1
Equality, Diversity and Inclusion Group Membership
17
Appendix 2
Equality, Diversity and Inclusion Sub-Group Membership
17
Appendix 3
Equality, Diversity and Inclusion Sub-Group Programme of Work 18
3
Equality, Diversity and Inclusion Annual Report 2
015 - 2016
University College Dublin
Equality, Diversity
and Inclusion
Annual Report 2015 - 2016
University College Dublin
Equality, Diversity
and Inclusion
Annual Report 2015 - 2016
University College Dublin
Human Resources Strategy
University College Dublin is already a
remarkable place to learn and work. We
have grown to become Ireland’s largest
and most globally engaged university with
some 33,000 students and 3,600 employees.
We attract more first preferences from
Irish students than any other university
in the country, and we have become the
destination of choice for international
students coming to Ireland. In addition
some 5,500 students learn with us in our
overseas operations.
UCD is also well on the way to becoming the destination
of choice for those who want to work in Irish higher
education and research. As Ireland’s largest university and
one of Dublin’s biggest employers, our great strength lies
in the diversity of disciplines that we offer as a research
intensive university, with many opportunities for our
employees to grow and develop. The international
profile of our community has also grown with over
25% of employees coming from overseas. This is truly
an exciting place to work.
Our strategy - Growing through people, has been
developed through widespread consultation to support
the UCD mission of providing a supportive community
in which every member of the University is enabled to
achieve their full potential, and to support key objectives
of the UCD Strategy, namely:
• Attract and retain an excellent and diverse
cohort of students and employees;
• Develop and strengthen our University community;
• Adopt governance, management and budgetary
structures which enable the vision;
• Overcome financial, human resource management
and other external constraints.
Growing through people envisages a supportive,
developmental environment and culture based on
four key strands:
1. Transforming Service and Partnership;
2. Enhancing a Performance Culture;
3. Developing our Talent;
4. Becoming an Employer and University of Choice.
It is our people that already set us apart from other
universities and this strategy sets out an ambitious plan
to invest, support, develop and nurture our talent so we
become an even better place to work and grow. Growing
through people is a living, iterative programme to enable
change. It will build progressively on our successes, and
respond to the priorities of our university, as we seek
to support our people in delivering UCD’s vision. In this
strategy, we outline our people vision and the specific
strands setting out our key initiatives and outcomes.
Tristan Aitken,
Director of Human Resources
University College Dublin
Equality, Diversity
and Inclusion
Annual Report 2015 - 2016
University College Dublin
Human Resources
Strategy 2016-2020
Growing through people
University College Dublin
Social Fund put in place to cover costs associated with maternity/adoptive leave in order to support schools/units
2 weeks Paternity Leave statutory benefit topped up by University to full salary
57Scheduleddevelopment programmes
JUN2017
22women completed
Aurora Leadership Development
Programme and 21 women commence
next programme
Extension of the HRP model to all areas of the University including VP for Global Engagement & HR