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  • LFHE Fellowship awards – awarded maximum grant of £30k League Tables - Aberdeen has risen 58 places from 195th to joint 137th in the world and 52nd in Europe. 6 th Century campaign has attracted high calibre national and international Professorial staff, now being extended to other academic staff. This has contributed to an increase in the attraction of high calibre staff and students to Aberdeen. CLSM income rise has led to a growth in the number of research teams Rise in research grant income in CLSM : 2002/03 - £36.95m 2003/04 - £37.10m 2004/05 - £38.62m 2005/06 - £43.32m 2006/07 - £46.58m
  • Primary focus to support the development needs of Research and Technical staff Identify how line managers can help staff make key links between their role and the wider objectives of the College and University Assist line managers and those with supervisory roles to develop the appropriate skills to allow them to successfully manage their staffing responsibilities Establish an effective system of succession planning, to ensure that the future needs of the College are met and that individual members of staff develop the skills they need to progress in their chosen career Support the work which is currently ongoing in the College in a number of areas, including recruitment, induction, appraisal and leadership development
  • Key focus will be on Skills Matrix and PI Development Programme
  • Staff involved – Fellow, Project Manager, Staff Development Adviser, Academic “champions”, Project Board Planning phase – focus groups held with staff and managers to publicise the project and in particular, identify areas of priority for taking forward in the Project Plan Project Plan agreed and approved by Project Board and underpinned activities throughout the year Communication – Project Website contained information about key aims and objectives advised staff of training and development opportunities available monthly progress update reports On-line questionnaire provided opportunity to raise issues and concerns, but unpopular as staff preferred to contact Project Manager direct Email bulletin updates to all staff Equality and Diversity – explicit aim of Project was to encourage all members of staff to achieve their full potential Esslemont Group focus group focus groups asked to identify any areas where needs of minority groups perceived to be different Equality Impact Assessment process Delegates on EET drawn from a number of different equality strands
  • Context – rise in research income led to growth in number of research teams planning phase identified need for development programme for PIs that would address good practice in research management and people management Programme – targeted at new and aspiring PIs 24 hour residential session presentations from senior level staff including the University Secretary and Senior Vice Principal Show programme outline? Followed by lunchtime seminars on related topics Links - delivered in collaboration with Roberts project programme discussed at national level via ScotHERD (Scottish Higher Education Researcher Development group) and Jim McGoldrick (LFHE Associate Director, Scotland) programme may contribute to the national PI development initiative, currently under consideration collaborative links established in this area with Edinburgh and Leicester Middle Management Development Programme – forum for principles of the project to be taken into the wider management development activities across all areas of the University Challenges – feedback positive, particularly about senior level involvement however, low attendance at follow on seminars Next Steps - restructure programme into a more focussed 2 day event followed by 1 or 2 half day network seminars of presentations and discussions as a result of positive feedback from delegates, EET will be embedded within the annual College training and development plan 4 levels of researcher development -1 generic skills ie Roberts 2 new and aspiring PIs 3 more experienced PIs 4 strategic leadership focus ie ILDP Level 3 course planned late Feb 2008, level 2 planned April 2008
  • Succession Planning – a key aim of the project was to establish an effective system of succession planning to ensure that the future needs of the College were met and that individual members of staff developed the skills they needed to progress in their chosen career Framework will assist in the development of the institutional Succession Planning policy as outlined in the HR Strategic Plan Appraisal process – anticipated the frameworks will assist in appraisal and in identifying development needs of postholders EET programme – frameworks will be introduced to participants on Levels 2 and 3 programmes
  • A number of training sessions and workshops have been delivered to achieve the objective of assisting line managers and those with supervisory roles to develop the appropriate skills to allow them to successfully manage their staffing responsibilities Handling Difficult Staffing Situations – developed at request of delegates on performance management course separate courses developed for Research and Technical staff Successful Recruitment and Induction – as a result of positive feedback from delegates, the outcomes of the session will be made available to all staff as an online resource via the HR web page. Will include practical guidance to assist line managers who are involved in recruitment processes, including detailed information relating to the job evaluation process introduced as part of the Framework Agreement
  • Legacy being built on by CLSM and will be cascaded to other areas in future e.g. COPS EET programme in planning stages
  • Without LFHE funding, several of key developments would not have been achieved within stated timescales Uni provided significant level of resource to enhance the £30k LFHE contribution Outcomes from project been extremely positive (and have gone further than had originally been anticipated)
  • LFHE_presentation.ppt

    1. 1. ACHIEVING THE BEST University of Aberdeen Mrs Caroline Inglis ~ Mrs Heather Crabb ~ Mrs Joy Wootten ~ Mr Gordon Robertson Embedding a performance management culture and s upporting the development needs of research and technical staff within the College of Life Sciences and Medicine
    2. 2. <ul><li>Ancient University founded 1495 </li></ul><ul><li>Fifth oldest University in UK </li></ul><ul><li>Ranked 137 in the world </li></ul><ul><li>Most improved UK University 2007 </li></ul><ul><li>4 Nobel Prizes winners </li></ul><ul><li>£240M investment programme </li></ul><ul><li>3500 staff </li></ul><ul><li>13500 students </li></ul>Aberdeen UNIVERSITY OF ABERDEEN – ABOUT US
    3. 3. SIXTH CENTURY CAMPAIGN <ul><li>Aim to raise £150M by 2010 </li></ul><ul><li>£40M raised in first phase (Oct 04) </li></ul><ul><li>New Library is the flagship project </li></ul><ul><li>Mathew Hay Medical Training Centre </li></ul><ul><li>Olympic Standard Sports facilities </li></ul><ul><li>Recruitment of 6th Century Chairs </li></ul><ul><li>Student scholarships </li></ul>UNIVERSITY OF ABERDEEN – ABOUT US
    4. 4. Prof Neva Haites College of Life Sciences & Medicine Staff = 1132 Prof Bryan MacGregor College of Arts & Social Sciences Staff = 575 Prof Albert Rodger College of Physical Sciences Staff = 318 Mr Steve Cannon University Administration Staff = 1175 PRINCIPAL Prof C Duncan Rice UNIVERSITY OF ABERDEEN – ABOUT US
    5. 5. COLLEGE OF LIFE SCIENCES & MEDICINE College of Life Sciences & Medicine School of Medicine (624) School of Biological Sciences (212) School of Medical Sciences (206) School of Psychology (52) Professor Neva Haites
    6. 6. RESEARCH INCOME 02/03 03/04 04/05 05/06 06/07 £35M £37M £39M £41M £43M £45M £47M . . . . . College of Life Sciences & Medicine - Growth in Research Income 2002- 2007
    7. 7. KEY AIMS OF THE PROJECT 1. Development needs – Research and Technical Staff 2. Links between individual roles and wider objectives 3. Supervisory/management Skills Development 4. Support ongoing College initiatives
    8. 8. Caroline Inglis KEY PROJECT PERSONNEL FELLOWSHIP HOLDER PROJECT MANAGER HEAD OF COLLEGE DIRECTOR IAHS Heather Crabb Prof Neva Haites Prof Phil Hannaford Mrs Caroline Inglis, Director of HR Mrs Joy Wootten, Deputy Director of HR Mrs Heather Crabb, Project Manager Ms Gwen Smith, College Registrar Professor Phil Hannaford, Director of IAHS Dr Peter McGeorge, Head of School of Psychology Mrs Lynne Lumsden, Technical Resources Manager Professor Nuala Booth, School of Medical Sciences PROJECT BOARD Mrs Joy Wootten, Deputy Director HR Mr Gordon Robertson, Staff Development Mrs Susan McLennan, Staff Development Dr Sharon Gordon, Staff Development Mrs Debbie Dyker, CLMS HR Adviser PROJECT SUPPORT
    9. 9. KEY ACHIEVEMENTS <ul><li>PI Development Programme </li></ul><ul><li>Management Handbook </li></ul><ul><li>Competency Framework </li></ul><ul><li>Training & Workshops </li></ul><ul><li>Skills Matrix </li></ul>MANAGEMENT HANDBOOK
    10. 10. METHODOLOGY Identification of Key Participants Planning Phase Communication Strategy Equality and Diversity
    11. 11. ACHIEVING THE BEST WEBSITE www.abdn.ac.uk/clsm/achievingthebest
    13. 13. THE DRIVER FOR A SKILLS MATRIX Institute of Medical Sciences Zoology building
    14. 14. <ul><li>OTHER DRIVERS: </li></ul><ul><li>New Labs </li></ul><ul><li>Age profile </li></ul><ul><li>Framework </li></ul><ul><li>Professionalism </li></ul><ul><li>Wide skills set; </li></ul><ul><li>Basic Lab Skills </li></ul><ul><li>Computing </li></ul><ul><li>Equipment </li></ul><ul><li>Microbiology </li></ul><ul><li>Physiology </li></ul><ul><li>Plant & Soil </li></ul><ul><li>Zoology </li></ul>THE DRIVER FOR A SKILLS MATRIX
    16. 16. Institute of Science & Technology <ul><li>The Reflective Practitioner </li></ul><ul><li>Improving the customer relationship </li></ul><ul><li>Working with others </li></ul><ul><li>Problem solving </li></ul><ul><li>Improving own learning and performance </li></ul><ul><li>Make selective use of IT </li></ul><ul><li>Operate a computer </li></ul><ul><li>Internet and intranets </li></ul><ul><li>E-mail </li></ul><ul><li>Health and Safety in the workplace </li></ul><ul><li>Manage the use of physical resources </li></ul><ul><li>Prepare and develop resources to support learning </li></ul><ul><li>Create a climate that promotes learning </li></ul><ul><li>Monitor your organisation's legal compliance </li></ul><ul><li>Word processing software </li></ul><ul><li>Spreadsheet software </li></ul><ul><li>Artwork and imaging software </li></ul><ul><li>Database software </li></ul><ul><li>Website software </li></ul><ul><li>Presentation software </li></ul><ul><li>Specialist or bespoke software </li></ul><ul><li>IT maintenance for users </li></ul><ul><li>IT troubleshooting for users </li></ul><ul><li>IT security for users </li></ul><ul><li>Contribute to the installation of software </li></ul><ul><li>Contribute to the installation of hardware </li></ul><ul><li>Contribute to the provision of IT support </li></ul><ul><li>Manage the performance of teams & individuals </li></ul><ul><li>Contribute to project planning and preparation </li></ul><ul><li>Manage the running of projects </li></ul><ul><li>Manage the use of financial resources </li></ul><ul><li>Enable group learning </li></ul><ul><li>Support and advise individual learners </li></ul>Core Optional MATRIX DEVELOPMENT OPTIONS
    17. 17. SKILLS MATRIX – FINAL DESIGN 1 2 3 Trained and Competent Training & Development Required Refresher Required
    18. 18. SKILLS MATRIX – FINAL DESIGN <ul><li>Self Assessment </li></ul><ul><li>Peer Reviewed </li></ul><ul><li>Individual Profiles </li></ul><ul><li>Team Profiles </li></ul>
    19. 19. HEADLINE RESULTS <ul><li>Overall competence 73% </li></ul><ul><li>Safety 82% </li></ul><ul><li>Basic Lab Skills 82% </li></ul><ul><li>Equipment 61% </li></ul><ul><li>Computing 48% </li></ul><ul><li>GENERIC SKILLS </li></ul><ul><ul><li>Safety </li></ul></ul><ul><ul><li>Basic Lab Skills </li></ul></ul><ul><ul><li>Computing </li></ul></ul><ul><ul><li>Equipment </li></ul></ul><ul><li>SPECIFIC SKILLS </li></ul><ul><ul><li>Microbiology </li></ul></ul><ul><ul><li>Physiology </li></ul></ul><ul><ul><li>Plant & Soil </li></ul></ul><ul><ul><li>Zoology </li></ul></ul><ul><li>Overall competence 34% </li></ul><ul><li>Zoology 42% </li></ul><ul><li>Microbiology 39% </li></ul><ul><li>Physiology 35% </li></ul><ul><li>Plant & Soil 10% </li></ul>
    20. 20. HEADLINE RESULTS Trained & Competent Training Required Refresher Required GENERIC SKILLS - EQUIPMENT
    22. 22. HEADLINE RESULTS Trained & Competent Training Required Refresher Required SPECIFIC SKILLS - MICROBIOLOGY
    24. 24. 82 82 61 48 42 39 35 10 Safety Basic Lab Skills Equipment Computing Zoology Microbiology Physiology Plant & Soil RELATIVE COMPETENCE HEADLINE RESULTS
    26. 26. TEAM PROFILE
    28. 28. OPTIONS FOR UP-SKILLING Page Forward Page Back Go to Main Menu SAFETY IN THE LAB (Page 1 of 6) What you need to know about the law <ul><li>Your health, safety and welfare whilst working in the University is protected by law. </li></ul><ul><li>The University has a duty to protect you and keep you informed about health and safety. </li></ul><ul><li>You have a responsibility to look after yourself and others. </li></ul><ul><li>If there is a problem, discuss it with your Line Manager or Safety Adviser </li></ul>
    29. 29. OPTIONS FOR UP-SKILLING Page Forward Page Back Go to Main Menu SAFETY IN THE LAB (Page 2 of 6) The University’s general Health & Safety policy can be found at: http:// www.abdn.ac.uk /safety/ If you need detailed advice on any aspect of the University’s policy please contact The University’s Health & Safety adviser: Nigel Corby Where can you get help?
    30. 30. OPTIONS FOR UP-SKILLING Go Forward Go Back Go to Main Menu EQUIPMENT Infra-Red Spectroscopy
    35. 35. Recruitment SPIN-OFFS & OTHER PROJECTS
    36. 36. ESTABLISHING EXCELLENCE TOGETHER <ul><li>The Context – increase in research </li></ul><ul><li>Principal Investigator (PI) Programme: </li></ul><ul><ul><li>Targeted at new & aspiring PIs </li></ul></ul><ul><ul><li>Residential event </li></ul></ul><ul><ul><li>Lunchtime sessions </li></ul></ul><ul><li>Links : </li></ul><ul><ul><li>Delivered in collaboration with Roberts Project </li></ul></ul><ul><ul><li>Programme discussed at National Level via ScotHERD & UK via PI Development Programme </li></ul></ul><ul><ul><li>Middle Management Development programme </li></ul></ul><ul><ul><li>Investors in People </li></ul></ul><ul><li>Challenges: </li></ul><ul><ul><li>Feedback positive but lower attendance at follow-on events </li></ul></ul><ul><li>The Next Steps: </li></ul><ul><ul><li>Restructuring to more focused 2 –day event </li></ul></ul><ul><ul><li>Half day network seminars </li></ul></ul><ul><ul><li>Embed EET in College development plan </li></ul></ul>1. GENERIC SKILLS 2. NEW & ASPIRING PIS 3. MORE EXPERIENCED PIs 4. STRATEGIC LEADERSHIP 4 LEVELS OF DEVELOPMENT
    37. 37. PI DEVELOPMENT PROGRAMME ACHIEVING THE BEST Establishing Excellence Together Development Programme for Principal Investigators Pittodrie House Hotel Chapel of Garioch Aberdeenshire
    38. 38. MANAGEMENT HANDBOOK <ul><li>Primarily web-based but also available as a booklet </li></ul><ul><li>“ Easy reference” guide to the key principles </li></ul><ul><li>Key aim to support excellence by addressing key leadership and management issues </li></ul><ul><li>CONTENTS </li></ul><ul><li>Introduction </li></ul><ul><li>The University Context </li></ul><ul><li>Managing People </li></ul><ul><li>Recruitment and Selection </li></ul><ul><li>Appraisal </li></ul><ul><li>Managing Performance </li></ul><ul><li>Developing Your Team </li></ul><ul><li>Responsibilities of a PI </li></ul><ul><li>Health and Safety </li></ul><ul><li>Managing Finance </li></ul><ul><li>Managing Research </li></ul><ul><li>Appendices </li></ul><ul><ul><li>University Policies and Procedures </li></ul></ul><ul><ul><li>Links to further information </li></ul></ul>MANAGEMENT HANDBOOK
    39. 39. COMPETENCY FRAMEWORK <ul><li>Roles - </li></ul><ul><ul><li>Head of College </li></ul></ul><ul><ul><li>Head of School </li></ul></ul><ul><ul><li>Head of Graduate School </li></ul></ul><ul><ul><li>Experienced Principal Investigator </li></ul></ul><ul><ul><li>Principal Investigator </li></ul></ul><ul><li>Succession Planning </li></ul><ul><li>Appraisal Process </li></ul><ul><li>EET Programme </li></ul>
    40. 40. DELIVERY OF TRAINING & WORKSHOPS <ul><li>Performance Management </li></ul><ul><li>Time Management </li></ul><ul><li>Project Management </li></ul><ul><li>Handling Difficult Staffing Situations </li></ul><ul><li>Successful Recruitment and Induction </li></ul><ul><li>Research Finances, Knowledge Transfer and Spin-Offs </li></ul><ul><li>Appraisal </li></ul>“ Thank you for an extremely useful session” “ The workshop will help me with imminent recruitment” “ I appreciated the chance to practice situations and discuss directly with HR staff” “ I now have a clear idea of what I want my staff to achieve” EVALUATION FEEDBACK
    41. 41. INDUCTION http://www.abdn.ac.uk/hr/induction/
    42. 42. INDUCTION
    43. 43. MOVING FORWARD Project principles supported, and will now become embedded within the College’s research strategy Willingness of College to sustain and embed EET within their core staff development plan Word of mouth enthusiasm for development and use of matrix – extension to wider areas Unsolicited enquiries from other Colleges for access to development activities arising from project Sustainability strategy will pay particular attention to equality and diversity issues Development of specific induction programme for research staff
    44. 44. MONEY WELL SPENT? <ul><li>Objectives of project achieved </li></ul><ul><li>Shared Allocation of Resource; 50/50 </li></ul><ul><li>Outcomes embedded within CLSM </li></ul><ul><li>Spin-offs to other areas </li></ul>
    45. 45. ANY QUESTIONS? University of Aberdeen University Office King’s College Aberdeen AB24 3FX Tel: +44 (0) 1224 273692 Fax: +44 (0) 1224 272005 Email: h.crabb@abdn.ac.uk Download this presentation from: www.abdn.ac.uk/clsm/achievingthebest