Staff Development Discussions 2016 Overview
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Staff Development Discussions
2016
Malcolm Bradbury – Senior Administrator
John Gillic - HR Manager
Penny Taylor – HR Officer
Summary
Introduced for all staff in February 2011.
Confidential annual discussion, to be led by Supervisor,
Head of Sub-department or Head of Department.
A
ll discussions to be completed by 31 March 2016.
Scheme to be reviewed by PMC in Trinity term 2016.
Stress question remains important.
Stress Question
The Department takes work related stress (WRS) very seriously.
WRS is the adverse reaction that people have to excessive
pressure or other types of demand placed on them. If you feel
that you are suffering from emotional, mental or physical
changes these may be indictors that you are suffering from
work related stress. Does the individual feel that they have
suffered from WRS in the last 12 months?
If so, then assistance is available in confidence from a variety
of sources e.g. the Senior Administrator, the HR Manager, the
Head of Sub-Department or Harassment Advisors.
Purpose of SDD
To ensure ALL staff have the opportunity to:
▫
Reflect on and evaluate all aspects of their work
▫
Consider their own professional and career development
and how this can be supported by the Department
▫
The Head of Physics expects all staff to take part
Form of discussion
•
Academics with MPLS contracts have discussions every five
years. Process is defined by MPLS.
•
Academics with Physics’ contracts can have discussions
annually. The form to be used is the Physics Academic
Discussion (PAD) form.
•
Research staff have discussions annually using the Research
Staff Discussion (RS) form.
•
Support staff have discussions annually using the Support
Staff Discussion (SS) form.
Process (1)
Heads of Sub-department and their Administrators agree who
will conduct the discussion for each member of staff.
Agreed ‘reviewers’ invite individuals to a discussion and agree
date.
Both parties prepare by completing the checklist in advance
and sharing any relevant thoughts (i.e. to agree an ‘agenda’
for the meeting).
Process (2)
Confidential discussion (up to one hour).
Make a brief record, including any agreed actions and responsibility
for following them up.
Agree any points to be shared with Head of Sub-Department (and
Physics Management Committee, if appropriate).
Record to be held only by individual and reviewer. In the case of
research staff, a copy will be forwarded to the HoSD.
Reviewer to notify Sub-Department Administrator that discussion
has taken place.
Format of discussion
Review of the role over the last year.
Any suggestions for change (role, group or team, sub-department,
department)?
Any new areas of interest the Department could support the
individual in?
If appropriate, review career goals and progress toward next job /
contract.
Stress.
Any other issues.
SMART
Specific.
Measurable.
Achievable.
Realistic.
Time limited.
Changes to the Research Staff form
•
Adopting the MPLS form – Career and Development Review
•
Researcher attaches an up to date CV. Sections include:
•
Current Post and Career Aspirations
•
Funding, Fellowships and Awards
•
Publications
•
Teaching and Supervision
•
Job Skills and Training
•
Communication Skills
•
Networking
•
Work Related Stress
Training and Development
Oxford Learning Institute:
Offers courses on soft skills and management.
University Careers Service:
Offers support, training and guidance for those moving on
from Oxford.
Oxford Careers Service
Specific support for Research Staff.
1-2-1 confidential guidance.
Workshops on career management, Job searches and
interview skills.
Career options.
Women in academic careers.
And more……
Close
Reminder of next steps
Questions?
Any concerns: email:
HR Team – personnel@physics.ox.ac.uk
John Gillic – john.gillic@physics.ox.ac.uk
Penny Taylor – p.taylor2@physics.ox.ac.uk
Staff Development Discussions 2016 were introduced for all staff in February 2011, with confidential annual discussions to be led by supervisors or department heads. The scheme required completion by 31st March 2016 and was set to be reviewed by the PMC in Trinity term 2016. The department emphasizes addressing work-related stress and offers assistance in confidence from various sources. The purpose of the discussions is to reflect on work aspects, evaluate professional development, and ensure staff participation. Different forms of discussions are outlined based on staff contracts, and the process involves agreeing on discussion conductors, preparing for meetings, having confidential discussions, and documenting agreed actions.
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Presentation Transcript
Staff Development Discussions 2016 Malcolm Bradbury Senior Administrator John Gillic - HR Manager Penny Taylor HR Officer
Summary Introduced for all staff in February 2011. Confidential annual discussion, to be led by Supervisor, Head of Sub-department or Head of Department. All discussions to be completed by 31 March 2016. Scheme to be reviewed by PMC in Trinity term 2016. Stress question remains important.
Stress Question The Department takes work related stress (WRS) very seriously. WRS is the adverse reaction that people have to excessive pressure or other types of demand placed on them. If you feel that you are suffering from emotional, mental or physical changes these may be indictors that you are suffering from work related stress. Does the individual feel that they have suffered from WRS in the last 12 months?
If so, then assistance is available in confidence from a variety of sources e.g. the Senior Administrator, the HR Manager, the Head of Sub-Department or Harassment Advisors.
Purpose of SDD To ensure ALL staff have the opportunity to: Reflect on and evaluate all aspects of their work Consider their own professional and career development and how this can be supported by the Department The Head of Physics expects all staff to take part
Form of discussion Academics with MPLS contracts have discussions every five years. Process is defined by MPLS. Academics with Physics contracts can have discussions annually. The form to be used is the Physics Academic Discussion (PAD) form. Research staff have discussions annually using the Research Staff Discussion (RS) form. Support staff have discussions annually using the Support Staff Discussion (SS) form.
Process (1) Heads of Sub-department and their Administrators agree who will conduct the discussion for each member of staff. Agreed reviewers invite individuals to a discussion and agree date. Both parties prepare by completing the checklist in advance and sharing any relevant thoughts (i.e. to agree an agenda for the meeting).
Process (2) Confidential discussion (up to one hour). Make a brief record, including any agreed actions and responsibility for following them up. Agree any points to be shared with Head of Sub-Department (and Physics Management Committee, if appropriate). Record to be held only by individual and reviewer. In the case of research staff, a copy will be forwarded to the HoSD. Reviewer to notify Sub-Department Administrator that discussion has taken place.
Format of discussion Review of the role over the last year. Any suggestions for change (role, group or team, sub-department, department)? Any new areas of interest the Department could support the individual in? If appropriate, review career goals and progress toward next job / contract. Stress. Any other issues.
SMART Specific. Measurable. Achievable. Realistic. Time limited.
Changes to the Research Staff form Adopting the MPLS form Career and Development Review Researcher attaches an up to date CV. Sections include: Current Post and Career Aspirations Funding, Fellowships and Awards Publications Teaching and Supervision Job Skills and Training Communication Skills Networking Work Related Stress
Training and Development Oxford Learning Institute: Offers courses on soft skills and management. University Careers Service: Offers support, training and guidance for those moving on from Oxford.
Oxford Careers Service Specific support for Research Staff. 1-2-1 confidential guidance. Workshops on career management, Job searches and interview skills. Career options. Women in academic careers. And more
Close Reminder of next steps Questions? Any concerns: email: HR Team personnel@physics.ox.ac.uk John Gillic john.gillic@physics.ox.ac.uk Penny Taylor p.taylor2@physics.ox.ac.uk
