Student Sabbatical Report: Challenges, Impact, and Future Plans
The report covers sabbatical experiences, expectations, confidence in student movement, career pursuits, challenges faced, impact on wellbeing, and more. Feedback on meeting expectations, confidence levels, career intentions, and the impact of sabbatical roles on personal wellbeing are analyzed through detailed charts and statements. Students reflect on challenges, achievements, and future aspirations in the student movement.
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Presentation Transcript
Hello! I am Steve I am Zahra Who are you?
2024 2023 38.24% 35.23% Did your sabbatical experience meet your expectations? 27.94% 22.73% 21.59% 20.59% 13.64% 8.82% 6.82% 4.41% Well beyond my expectations Above my expectations Met my expectations Below my expectations Didn't meet my expectations
Comparison How confident are you about working in your students' union? Did your sabbatical experience meet your expectations? June 2024 Didn't meet my expectations 4% Confidence is a general struggle for me 3% Not Confident 4% Below my expectations 9% Very Confident 20% Well beyond my expectations 28% Relatively Confident 29% Met my expectations 21% Above my expectations 38% Confident 44%
How likely are you to pursue a career in the student movement? Chart Title 40.00% 35.00% 30.00% 25.00% 20.00% 15.00% 10.00% 5.00% 0.00% Actively looking for opportunities now I am open to opportunities now, alongside those outside of the student movement I would be open to working in the student movement in the future It is highly unlikely that I will work in the student movement I will never work in the student movement again 2024 2023
What was the single biggest challenge you faced this year (work or personal)?
Comparison: Biggest Challenge Onboarding Exit
Which statement resonates most with you about the impact of your sabbatical role on your wellbeing? Being a sabbatical officer had an adverse effect on my wellbeing and my ability to manage it Being a sabbatical officer had a negative impact on my wellbeing Being a sabbatical officer made no difference to my wellbeing Being a sabbatical officer has improved how I manage my wellbeing Being a sabbatical officer made a positive impact on my wellbeing, and how I manage it 0.00% 5.00% 10.00% 15.00% 20.00% 25.00% 30.00% 35.00% 40.00% 2023 2024
What feedback or advice would you like to provide to the SU based on your experience, that you think will help the organisation to improve moving forward? Work hard to communicate, ensure everyone is included and equally valued as this is something everyone will benefit from The little things can be important too and while doing good things always feels right, it s even better when the system supports it (i.e. governance etc) Remember that Sabbs are also staff. They want to feel a part of the whole team - being friends with staff is good. We don't always have to 'play nice' with things such as staff conflict, if staff members need to improve on their own jobs, with the university and it's various departments. It's tough at the moment because of the changes and restructures, but we need to encourage the officer team to voice all and any concerns in constructive manner. [SU] is such a fantastic a friendly place to work - I could sing it's praises for hours! A piece of 'constructive criticism' would be around accountability - being a bit stronger on holding people to account. The developments were implementing in the SU are really making a difference and I am excited to see the union continue to grow! I would have liked more practical training, how and who to lobby etc. I felt a lot of my training was about feelings. There's an unequal level of workload across the team. Having a more balanced number of staff working in each department would be helpful. 360 review should be more constructive than just being critical and non-specific. There needs to be significantly greater transparency about what our roles entail. The jobs need a massive trigger warning, especially for some of the roles more than others. A lot of 'lower-down' staff have amazing opinions and input into projects and these thoughts should be sought more. Often, they are the ones working on the ground talking to students the most.
What feedback or advice would you like to provide to the SU based on your experience, that you think will help the organisation to improve moving forward? Better and more regular and meaningful communication with students, schools, etc., would make the largest impact on the SU, but that is one of the most difficult things to achieve. Many students still think our only purpose is to run events and societies, and don't realise the changes we help to make at the uni. Improving on staff work culture Improve support for neurodiverse and disabled employees and ensure that complaints are handled effectively and seriously. A focus on permanent su staff making more of an effort to get to know officers and have a good relationship with them. This will make it easier for new officers to feel comfortable talking to them and asking for help Be less corporate and let students see that the SU is different to the university As a whole, this job has been incredible. I have felt supported and the institution as a whole works so hard and well beyond what others our size do. There are however many issues with the SU to do with communication and how information is spread. Many struggle to communicate effectively with each other, especially in different departments and this leads to segregation and hostility between groups of people. The impact of the workload and stress is significant and I think the work sabbaticals do is taken for granted because they are so amazing at doing it and enjoy the job. There needs to be serious consideration around wellbeing support. Officers are often undermined by older members of staff, especially those in middle management or executive positions. Ideas can be shot down or ignored when actually, they can be the most rational or logical way forward The SU should not be afraid to stand against the university management in the interest of students. The officers need to feel the support and have utmost confidence that we are on the same side
What would you say were the three biggest challenges that students faced over the past twelve months? Exit Onboarding 100.00% 90.91% 90.00% 80.00% 68.18% 70.00% 60.00% 50.00% 42.42% 40.91% 39.39% 40.00% 25.76% 30.00% 18.18% 16.67% 20.00% 4.55%3.03%0.00% 10.00% 0.00%
Comparison: Leadership Style Onboarding Exit
How effective was the SU at supporting your wellbeing and mental health? Chart Title 45.00% 40.00% 35.00% 30.00% 25.00% 20.00% 15.00% 10.00% 5.00% 0.00% Excellent Very Good Good Poor Very Poor 2024 2023
How effective was the SU at supporting you to execute and perform in the role? Chart Title 45.00% 40.00% 35.00% 30.00% 25.00% 20.00% 15.00% 10.00% 5.00% 0.00% Excellent Very Good Good Poor Very Poor 2024 2023
How would you rate your experience of being an SU trustee? Chart Title 50.00% 45.00% 40.00% 35.00% 30.00% 25.00% 20.00% 15.00% 10.00% 5.00% 0.00% Excellent Good Ok Less than good Poor 2024 2023
Would you like to be a trustee of another charity in the future? Chart Title 60.00% 50.00% 40.00% 30.00% 20.00% 10.00% 0.00% Yes, definitely Yes, but not sure if my experience will be considered No, its not in my plans right now No, never again 2024 2023
Did your SU meet your development needs about being a trustee? Chart Title 45.00% 40.00% 35.00% 30.00% 25.00% 20.00% 15.00% 10.00% 5.00% 0.00% Yes, 100% Yes, mainly Not sure to be honest Not really Not at all 2024 2023
What did you enjoy most about your trustee role? Holding the SMT to account Having the highest level of knowledge and power within the organisation. The opportunity to see behind the scenes of keeping an organisation viable and the opportunity of contributing to the wellbeing of the organisation Insight and skills on good governance and risk management which is often missed or difficult to do at an operational level Strategy work this year. It's been really interesting working on the new structure of the union and looking into how it will enable to SU to improve in the future. Making decisions at the highest level, great experience for CV
What would you like to see in place for subsequent trustees at your SU? Closed sessions without the CEO Training on how to understand the financials Conflict management training The same training/induction for all trustees. Officer mentors/contacts in particular for student trustees Perhaps a bit more support specifically from the SU staff attendees - e.g. explainers around strange terminology (that an incoming sabb may be unaware of). I also wonder about creating a new approach to better engage everyone. Perhaps something along the lines of each trustee (regardless of who the paper sits with) has to become an 'expert' on certain papers / reports on the agenda. This would hopefully get people more actively engaging with the papers and discussions Ideally, I'd like to be able to see the board outside of the meeting room, board social events could be beneficial A proper handbook explaining each sabb role, how to work with different teams. Also lots of support for anything they want to do. I think also educating the full time staff on what we do as sabbs is important A summary/handover of key things that were addressed at previous trustee meetings, so incoming officers are aware of the sort of things discussed. It would also key them into the position the SU is at (mainly financially) and what the priorities of the board are. More support from SMT in terms of briefings (particularly for student trustees). Shorter papers and agendas for the meetings, to allow for more discussion. The ability for everyone to input on whether to approve things or not (by a vote and not an assumed consensus). SMT to be removed from the room a bit (it feels like they are members of the Trustee Board when they shouldn't be). I think officers should be allowed to feedback and input to the productions of TB papers.
What was the most valuable part of Coole Insight's officer support programme? Chart Title Other (please specify) All of the above Data and insight from across SU's on the programme Employability / Support with next steps (CV development, interview preparation, online profile development/networking etc.) Access to an external source of independent advice and guidance 360 Appraisal Review, Report and Feedback Session Monthly peer to peer learning spaces The joint work with Student Minds Monthly 121 Sessions 0.00% 10.00% 20.00% 30.00% 40.00% 50.00% 60.00% 70.00% 80.00% 90.00% 100.00% 2023 2024
Would you recommend Coole Insight's support programme to future student officers? Chart Title 80.00% 70.00% 60.00% 50.00% 40.00% 30.00% 20.00% 10.00% 0.00% 100% Yes and without hesitation Yes No Definitely not 2024 2023
Testimonials Provided the most needed tool that supported my transit within my role as a sabbatical officer Having Steve allowed me to gain confidence in someone and allowed me to get things off my chest when I was stressed Loved the opportunity to discuss issues with someone external to the organisation. Steve and the team at Coole insights have been absolutely incredible guiding me on my journey as a full-time officer and have provided consistent invaluable all-round support. Very grateful to have worked with them during my term. Coole Insight is a really good organisation with great people; they really help officers not only in relation to working but also with personal stuff that enhances their working capacity. I will recommend partnering with Coole Insight to have more productivity in both work and professional life. Coole Insight has been a real back bone of my sabbatical year. I do not believe I would have had a successful year without my monthly 121s and constant support from Jamie. As someone who was fairly new to SUs and the student movement coming into the role, Jamie was incredibly supportive and a real knowledge bank of all things SU. Jamie has been a massive, massive help throughout my first year as a sabb. His experience shines through and his support and guidance has been much appreciated, even when I've just wanted to bounce ideas off of him. Thank you Jamie!
What Coole Insight would love to see in the SU sector to improve organisation culture? (What we said last year) Practitioner led staff networks / communities of practice at ALL levels Connectivity between regions and nations in terms of sharing regional discussions, content, and research An organised and evidenced based approach to collective sector problem solving, moving away from the bitty approach that we currently have granted that this is not helped by the volume of management consultants operating in the sector without any form of quality control or regulation Clearer career pathways and development opportunities from student staff to Chief Executive level Talent management systems that are overseen, quality controlled, and utilised by students unions during recruitment processes More clarity on expectations of officers as employees and competency frameworks to help guide, coach, and support them through their year
What is Coole Insight doing now! Giving away a 2,000 research grant for sector improvement, or Giving away a free study trip to ACUI to support Coole Insight s growth in the USA, with a view to developing closer connections between Ireland, UK, and US students unions / student government Developing an online SU talent showcase A platform for all Reducing recruitment costs A tiered model and quality assurance of future Coole Insight associates Employability support and interventions Rewarding Excellence Increase the external trustee talent pool A significant piece of national sector improvement work watch this space And we have been shortlisted for our efforts in the Great British Entrepreneur Awards 2024!
Thoughts? What resonates? What surprises you? What needs to change? How do we evolve? What works for you? What support do you need? What have you experienced?
THANK YOU! ANY QUESTIONS? STEVE@COOLEINSIGHTLTD.CO.UK 07811305376 ONE SMALL PLUG LEADING WELL & END OF YEAR SHOWCASE
