Date post: | 11-Jan-2016 |
Category: |
Documents |
Upload: | joan-fields |
View: | 228 times |
Download: | 0 times |
29 January 2009
University of Stirling
Staff Induction
Domestics…
Ladies – turn left, thru doors, first right after stairs
Gents – turn left, thru 2 sets of doors, 10 yards on left
Leave building through main entrance to Cottrell
Lunch provided at 12:15
Introductions
• In your team, find out from your team mates:
• Their name• Department• How long have they worked here?
• Complete movie quiz!
Induction for New StaffWelcome and Introduction to the
University
Ian SimpsonProfessor and Deputy Principal
(Research and Knowledge Transfer)
www.stir.ac.uk
Introduction to the University of Stirling
The mission of the University of Stirling is to pursue world-class research and scholarship in order to inspire, challenge and support motivated individuals who want to shape their world.
Conduct world-class research that makes a positive contribution to society, Conduct world-class research that makes a positive contribution to society, the economy, the environment and culture;the economy, the environment and culture;
Promote and enhance student learning through innovative teaching Promote and enhance student learning through innovative teaching programmes with a clear focus on real world needs;programmes with a clear focus on real world needs;
Benefit wider society through broad based access to educational Benefit wider society through broad based access to educational opportunity;opportunity;
Provide an attractive, supportive and caring environment for students and Provide an attractive, supportive and caring environment for students and staff, andstaff, and
Ensure that the wider community and partner organisations can benefit Ensure that the wider community and partner organisations can benefit from our expertise, services and facilities.from our expertise, services and facilities.
www.stir.ac.uk
• Royal Charter in 1967. First new University in Scotland for 400 years (1967, 165 students)
• Campuses in Inverness and Stornoway (N&M); ‘Offices’ in Oman, Singapore, China
• A history of innovation – Semesters; Modular system; Flexible programmes
- A provider of one of the best learning and social experiences for students
- Scotland’s University of Sporting Excellence
SOME HISTORY
UNIVERSITY OF STIRLING
ARTS MANAGEMENT NATURAL SCIENCESHUMAN SCIENCES
English Studies
Film, Media,*Journalism Studies
History
Modern LanguagesReligious Studies
(European Studies)
Philosophy
Politics
Criminology,Sociology andSocial PolicySocial Work
(Applied Social Sciences)
Education
Nursing &Midwifery
Psychology
Accountancy andFinance
Business,Management
and Marketing
Computing Science
Economics
*Law
Marketing
Mathematics
Sports Studies
Aquaculture
Aquatic Sciences
Biological Sciences
EnvironmentalScience
Conservation Sciences
Environmental Geography
University Disciplinary Areas
RESEARCH THAT SHAPES AND IMPROVES LIVES
The University of Stirling is a charity registered in Scotland, number SC 011159
RESEARCH THEMES
www.stir.ac.uk
•AQUACULTURE
•ARTS, HISTORIES AND CULTURES
•CHILDREN & YOUNG PEOPLE
•ENTERPRISE & ECONOMY
•ENVIRONMENT & PEOPLE
•PEOPLE CENTRED HEALTHCARE
•WORK, WELFARE & WELL-BEING
•SPORT
RAE2008 Stirling outcome
FTE Category A Staff Submitted 297.33
4* 10%
3* 36%
2* 40%
1* 13%
Unclassified 1%
Grade Point Average 2.41
Grade point average: Percentage of staff to receive a 4* is multiplied by 4, 3* by 3, 2* by 2 and 1* by 1. Unclassified staff receive 0 score and are excluded.Results added together and divided by 100 to give an average score of between 0 and 4
Our Student Community
ca. 10,000 students ⇒ 7,000 undergraduates⇒ 2,700
postgraduates
A diverse community ⇒ 67% from Scotland⇒ 20% from
other parts of UK⇒ 13% from
overseas⇒ 15% of
students over 21Widening access February intake; February intake;
Distance Distance learning; FE/HE learning; FE/HE articulationarticulation
Students by Discipline Group
8%1%
6%
4%
8%
5%
5%
4%
5%4%
20%
13%
3%3%
6%5%
Applied Social Science
Aquaculture
Biol. & Env. Sciences
Computing Science & Maths
Education
English Studies
Film, Media & Journalism
History
Languages, Culture & Religions
Law
Management School
Nursing & Midwifery
Philosophy
Politics
Psychology
Sports Studies
Staff Numbers
35%
30%
8%
27%
0%
Support Staff Grade 1-5
Academic Staff
Research Staff
Support Staff Grade 6-10
Other
Total Staff FTE = 1377
Income
0
5000
10000
15000
20000
25000
30000
35000
40000
45000
2003/04 2004/05 2005/06 2006/07 2007/08
£ ('0
00)
SFC Grants
Academic Fees
Research Grants & Contracts
Endowments
Other
Recent and Current Capital Developments
• Swimming Pool (2002)• M. P. Jackson Fitness Centre
(2002)• MacRobert Arts Centre
(refurbished 2003)• Iris Murdoch Centre (Dementia)
(2004)• Residences refurbishment (rolling
programme)• Scottish Institute of Sport
(Fairview refurbishment)• Colin Bell Building (2004)• R.G. Bomont Building (2004)• Centr for Health Sciences,
Inverness (2007)• Cottrell Cladding Project
(ongoing)• University Library (pending)
Dr Jim McGeorge
Deputy Secretary
Governance, Management and Organisation of the University
(No Presentation) Quiz
Refreshment Break
10.35 – 10.50
Information Legislation Compliance
David CloyCorporate Information and
Governance Manager
Information Legislation Compliance
• Data Protection Act 1998
• Freedom of Information (Scotland ) Act 2002
Data Protection
• Data Protection Act 1998– “An Act […] for the regulation of the processing of information
relating to individuals, including the obtaining, use or disclosure of such information.”
• Personal Data – “data which relate to a living individual who can be identified from
those data”
• Rights of the individual
Data Protection Principles
1. Fair and lawful2. Specific purposes3. Not excessive4. Accurate5. Not kept for longer than necessary6. Data subject rights7. Secure8. Not transferred outside EEA
Data Protection: how it affects you
• Take care with “personal data”
• Especially “sensitive personal data”
• If in doubt, ask for advice!
Data Protection: advice
• Data Protection Officer: x 6670/72
• Data Protection Guidance:http://www.rec-man.stir.ac.uk/data-protection/index.php
• UK Information Commissionerhttp://www.ico.gov.uk/
Freedom of Information (Scotland ) Act 2002
• In force since 1st January 2005
• Creates a statutory right of access to information held by Scottish public bodies
• Subject to certain (limited) exemptions, any person can request and receive any information held by a public body
New responsibilities
Public bodies have 2 main responsibilities1. Adopt and maintain a “Publication
Scheme” University of Stirling Publication Scheme available at: www.foi.stir.ac.uk
2. Deal with individual requests for information
Dealing with individual requests for information
• New rights for the public
– To be told whether information exists– To receive information (where possible, in the manner
requested)– To receive reasons for a decision to withhold
information
Almost everything?
Limited Exemptions (17) e.g.– Information available elsewhere – Commercial interests – Confidentiality (limited)– Personal Information– Information intended for future publication
What does FOI mean to us?
• Records must be managed effectively
• Records must be retrievable
• A comprehensive records retention and disposal programme is essential
Impact
• ALL information requests are potentially FOI enquiries• MUST be answered within 20 working days• Requests do not need to refer to the FOI legislation, but must be
in permanent form• Expect to publish as a matter of course• (almost) EVERYTHING is subject to FOI legislation• The Information Commissioner has the power to report any
failure to comply to the Court of Session, which may lead to a charge of contempt of court
What Next?
• Find out who your departmental FOI Representative is
• Familiarise yourself with background to the act and procedures
• All available at: http://www.rec-man.stir.ac.uk/foi/info-staff.php
Further advice and assistance
Corporate Information & Governance Manager
University Records Manager
x6672/6670
www.rec-man.stir.ac.uk
Useful information
• Scottish Information Commissionerhttp://www.itspublicknowledge.info
• Scottish Executive FOI Web Pages http://www.scotland.gov.uk/topics/government/foi
• UK Information Commissionerhttp://www.ico.gov.uk
University of Stirling Staff Induction Programme
Introduction to
INFORMATION SERVICES
Information Services
Director of IS: Mark Toole
IS main centre on Stirling campus (in the library, Cottrell and Pathfoot)
Highland Health Sciences Library (serves University and all NHS staff in the Highlands)
Services on Western Isles campus by arrangement with the local NHS
Information Centre
• Gateway to everything !• Based in library• Provides advice and
support on a wide range of topics
• First port of call for any IS enquiry – nothing too great or too small
• Telephone x7250
Support for teaching and research
• Teaching and research collections, printed and online • Lecture theatre support• Video conferencing• WebCT with specialist support from CeLD• Electronic reading lists• Graphics and print services• Computer labs• TV studio, Audio Studio• Support for software applications • Accessible curriculum• Advice on copyright issues (http://
www.is.stir.ac.uk/libraries/materials/copyright.php)
Portal
•Access to information •Access to library and IS sites•University news and events•Personalised portal access – tailored to staff or student
IS website
The Library
• Lending and library catalogue: http://libcat.stir.ac.uk/, includes access to print and online resources and to many other catalogues, including the local public library service.
• Not just for academic staff, you are entitled to take out 33 items as a staff member here
• Includes reference section, newspapers, PCs with internet access for all university staff and students
• Staff development collection - personal development material as well as help on teaching and learning.
Liaison Services
• Specific teams liaise with departments over academic/collections issues and IT issues
• Support for a set of software applications• Provision of a variety of training courses for all staff and
students
Special Collections
Rare books and manuscripts in: • Scottish literature and theatre
(Hogg, Scott)• Early left wing politics• Publishing• Media (John Grierson, Lindsay
Anderson)
University Art Collection• Paintings, sculpture,
tapestries, sketches, silver• Inside and out
Running the infrastructure
• Network• Computer accounts – your userid and password• Filestore• Servers for a wide range of uses – databases, web
services, applications• Email (available to everyone)• Make sure everything is backed up• Security• Virus protection• Supporting desk-tops (fixing hardware and software
problems)
Running Admin Systems
• Making sure a wide range of systems function smoothly, eg
• Payroll• Student records• Module selection and
administrative enrolment.
• Finance system …. And many more
Any solutions required ….
• INFORMATION CENTRE• Telephone 7250 • Email “Information Centre”[email protected]• Visit web page http://www.is.stir.ac.uk/help/enquiry-stirling.php
• ….. or drop in !
MacRobert Arts Centre Tour By
Jude Moir, Duty Manager
12 noon
Lunch
12.15 – 1.15
Human Resources & Organisation Development (HR &
OD) Department
Karen Stark – HR Partner
Overview
• HR & OD Services
• HR Partners
• Payroll
• HR Information Systems
• HR & OD Centre
• Occupational Health
HR & OD Services
Team of HR Advisers and HR Assistants
• First point of contact
• Advice to Heads of Department
• Recruitment & Selection
• Contract administration
HR Partners
• Support managers with complex employee relations matters
• Employment Law
• Policy development
• Committee Servicing
HR Policies & Procedures:
• Disclosure Scotland• Diversity & Equal Opportunities• Fixed Term Employees• Flexible Working• Grading/Re-grading• Grievance & DisciplineAlso:• Terms & conditions of employment
Payroll
• Salary processing– 28th of the month– basic pay and overtime, allowances etc
• Pensions processing
• Processing sick/maternity pay
• Advice to managers/employees– P45, Tax, NI
HR Information Systems• SAP HR System Development• Manager’s Desktop• SAP HR Maintenance & Troubleshooting• Management Information • Project Work• Role Analysis• Employee Reward
HR & ODLearning and Development
Simon Smith
The Team
Sue Jennings Deputy Director (HR & OD)
Claudia McComish HR Partner
Simon Smith Learning & Development Advisor
Rosalind Brown Development Centre Assistant
BespokeBespoke
‘AchievingSuccess’
‘AchievingSuccess’
MultipleChanneldelivery
MultipleChanneldelivery
X-universityProgrammes
X-universityProgrammes
RegulatoryRegulatory
InductionInduction
L&DL&D
Support
TeachingResearch
Adding value to organisation, team and individual
Collaborative Work
• Career Bridges – St Andrews, Dundee and Stirling
• Programme over nine months in three locations covering essentials of managing yourself and others
• MPDG – Management Professional Development Group agree courses for the HE sector in Scotland
• Be proactive! • What are you developing and why?• Does it add value?• Agree plan with your manager• Contact us and we will be happy to help
What can I do to develop?
http://www.hr-services.stir.ac.uk/training-development
Information on the Web
Equality and DiversityInduction
Jill Bennett
Policy and Governance Officer
Today’s induction session
• Equality - some key concepts
• Benefits of equality
• What does the law say?
• What are our responsibilities as employees, and as an employer?
• Equality and diversity in practice in the workplace
Key concepts
• Can you define the following terms:– Equality– Discrimination
• Direct• Indirect
– Harassment– Positive action
Equal opportunities
• Emerged in 1970s – Sex/race discrimination legislation
• Aims to develop policies and procedures to meet legislative requirements
• Traditionally perceived as ensuring workplace is free from discrimination, bullying and harassment
• Older term – life has moved on!
Equality
• Equality: newer term 1980s-1990s
• Equality is about– Ensuring equality of opportunity for all
– Providing opportunities to meet the diverse needs of a community e.g. staff; students
– Not just about legislation
– Fair treatment and respect for difference
– Recognising discrimination, barriers and inequalities exist, and taking steps to address these
Equality
Equality recognises that people in society are not equal, and that unequal distribution of resources, entitlements or effort may be required to reduce existing inequalities, and ensure equality of access and opportunity
FAIRNESS DOES NOT NECESSARILY MEAN EQUAL TREATMENT!
Direct discrimination
• Less favourable treatment on grounds of particular characteristics such as gender, race, disability, age, religious or political belief, sexual orientation, marital/civil partnership status, pregnancy
• Example: denying a member of staff a promotion opportunity because she has recently announced she is pregnant
Indirect discrimination
• When conditions are seemingly applied to all, but they actually put certain people at a disadvantage
• Institutions may not think they are actually discriminating or putting up barriers!
• Example: requiring all potential job applicants to have “A-level” qualifications
Harassment
• “Unwanted conduct that violates people's dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment.”
• In addition, sexual harassment can be defined as “unwanted physical, verbal or non-verbal conduct of a sexual nature.”
Harassment
• Not measured by intention of perpetrator
• Key = experience of the victim
• Victim could be the ‘target’ or a ‘witness’– Verbal e.g. threats, ‘jokes’, songs– Physical e.g. Violence; unwanted contact– Written e.g. Emails, texts, slogans, graffiti– Isolation/ignoring a colleague– Setting unfair deadlines; unwarranted criticism
Harassment
• Legal protection against harassment on grounds of gender (including pregnancy, maternity, transgender status and marital status), race, colour, ethnic or national origin, disability, sexual orientation, religion or belief and age.
• University has strict anti-bullying and harassment policy – Trained harassment contacts in place– Annual refresher training for contacts– Policy now being updated
Positive action
• Action to address existing inequalities, counteract past discrimination and to help abolish stereotyping.
• Provision exists in law (sex and race legislation)• If under representation of particular groups has been
identified in the previous year.• Examples
– Positive statements in job adverts– Training courses for certain groups e.g. Women, BME– Targeting ethnic minority press
• Cannot discriminate at point of selection – recruitment must always be made on merit– NOT positive discrimination
Effects of discrimination
• On individuals/groups– Negative, disempowering experience
• Loss of confidence and self esteem• Anger and resentment • Lack of motivation• Isolation• Lack of opportunity to take part • Negative experience told to others• Takes action to bring about change (may be legal action)• May leave the institution where discrimination is
happening• Unrest/protests – even violence
Effects of discrimination
• On institutions– High, costly turnover of staff – Loss of quality/skilled staff or volunteers– Wasted resources– Poor public image– Failure to attract new students/quality staff– Declining student population – Difficulty attracting sponsorship and funding– Risk of litigation
Benefits of equality and diversity
• Increased knowledge, skills, experiences• Better able to design policies, programmes,
curricula that meet needs of staff/students• Increased staff and student satisfaction levels• Improved public image
– Improved place in ‘benchmarking’• Attract the best staff • Attract more students• Increase in income
– Fees, grants, awards • Avoid costly litigation
The legal framework
• Equal Pay Act 1970
• Sex Discrimination Act 1975 as amended in 1986, 1999, 2008
• Race Relations Act 1976 as amended in 2000
• Disability Discrimination Act 1995
• Sex Discrimination (Gender Reassignment) Regulations 1999
• Employment Equality (Religion or Belief)/ (Sexual Orientation) Regulations 2003
• Gender Recognition Act 2004
• Civil Partnership Act 2004
• Disability Discrimination Act 2005
• Employment Equality (Age) Discrimination Regulations 2006
• Equality Act 2006
• Equality Act (Sexual Orientation) Regulations 2007
Discrimination and the law
• It is illegal to discriminate in any aspect of employment and training on the grounds of:– Gender (including transgender status) – Race/ethnic origin/nationality/colour– Disability– Sexual orientation– Religion/belief– Age
• Unless a Genuine Occupational Requirement exists
Discrimination and the law
• It is illegal to discriminate in relation to the supply of goods, facilities and services:– Gender (including transgender status)
– Race/ethnic origin/nationality/colour
– Disability
– Sexual orientation
– Religion or belief
• Age discrimination not yet illegal (G/F/S)
• Single Equality Act 2009/2010 –looking forward
The legal framework: positive duties
• Going beyond tackling discrimination after the event– Traditional anti discrimination legislation often ineffective
• University now has legal duties to promote equality– Race, gender, disability equality duties
• Move from ‘reactive’ to ‘proactive’• Assess impact of policies, procedures and decisions• Change policies and procedures to avoid discrimination or to
secure a more positive outcome for disadvantaged groups• Cultural change - embed equality into all that we do• Disability
– Reasonable adjustments to take account of individuals’ disabilities
Equality duties
• Universities must– Publish race, gender and disability equality
schemes– Conduct equality impact assessments on their
policies, procedures and decisions– Involve disabled people and consult other groups
in decision making and policy development – Gather and use equality information when
developing policy and procedures– Publish annual reports on progress to fulfil their
equality duties – Make all staff aware of their responsibilities
Employment/ vocational training
Provision of goods, facilities and services
Public sector duty to promote equality
Gender Yes - 1975 Yes – 1975 (as amended)
Yes - 2007
Disability Yes - 1995 Yes - 1995 Yes - 2005
Race Yes - 1976 Yes – 1976 (as amended)
Yes - 2002
Age Yes - 2006 No (due 2009/2010)
No (due 2009/10)
Sexual orientation
Yes - 2003 Yes - 2007 No (due 2009/10)
Religion / belief
Yes - 2003 Yes - 2007 No (due 2009/10)
Staff responsibilities
• All members of staff must:– Treat others with dignity and respect; – Identify and challenge discriminatory behaviour and attitudes; – Ensure that equality and diversity is effectively integrated into
the professional practice of teaching, research and service delivery;
– Maintain an awareness of equality legislation by attending inductions and staff training programmes;
– Speak out and report if they witness or are a victim of any form of discrimination, bullying, harassment or victimisation
– Treat others as you would wish to be treated yourself.
• Academic staff must:– Actively participate and contribute to creating an inclusive
learning environment that values difference.
Further information
• HR– Equal opportunities policy – Tackling bullying and harassment policy– Harassment contacts
• Disability, Race and Gender Equality Schemes – Equality and Diversity section of website
• Further information on equality duties– Jill Bennett, Policy and Governance Officer – [email protected] x 6890
Equality in practice
• Case studies– Read and discuss each case study (5
minutes)– Report back briefly on your thoughts
• What are the issues raised by the scenario?• What action would you take?
Refreshment Break
2.15 -2.25
Estates & Campus Services
AN OVERVIEW
Estates & Campus Services!
Introduction• University’s largest single administration
department
• Approximately 400 staff
• 5 main divisions: Safety Office Property Management
Facilities Management Residential Services
Commercial & Procurement Services
Safety Office
• Provides advice & guidance on a wide range of Health & Safety and Fire Safety issues
• Monitoring of Health & Safety performance across University
• Provides information and training• Liaison with HSE, Insurers,
Occupational Health
Property Management
• Major Building Projects
• Refurbishments
• Gardens & Grounds
• Heating
• Water
• Power
• Engineering
Energy Facts & FiguresYearly totals: £2.1 £2.8 £2.6 £3.9
14.7k Tonnes 13.5k Tonnes
Property Management
• Maintenance
Repairs “Hotline” - Ext: 2444 (office
hours) or
Ext: 7001 (non office hours)
Facilities Management
• Mail Room• Switchboard• Portering• Reception (Cottrell/Pathfoot)• Cleaning• Car Parking
Facilities Management
• Security• Portering
http://www.facilities.stir.ac.uk/portering/index.php
Ext: 7000 (Cottrell Reception)OR
Ext: 7002 (Pathfoot Reception)
Travel Plan
• Encouraging Modal Change for staff, students and visitors.
• Travel Information Page on Portal
• ‘Getting Here’ page on website
Residential Services
• Housing for 3000 students
• Wide range of accommodation
• Residential Management
Commercial & Procurement Services
• Commercial Operations
Conferences
Holidays Internal Hospitality
• Marketing
7147 (Internal Hospitality)
• Catering
• Stirling Management Centre
• Procurement
7027 (Internal Hospitality)
• Enjoy your time working at the University
• Enjoy the services provided by Estates & Campus Services
Michael Chambers {E&CS}
Sports Centre TourGail Young