Key Workforce Indicators Report
HRPC March 2016
1.
Workforce Profile
1.1
This section outlines key workforce profile data for UCL. Where possible, UCL
data have been compared to available HESA data.
1.2
Full Time Equivalent (FTE) Staff by Employment Category:
UCL’s total FTE workforce increased from 8,400 to 10,845 between October
2012 and October 2015, showing a 29% FTE growth in that period. The
October 2015 FTE figure represents a 10% increase from October 2014,
much of which can be accounted for by the IOE merger in December 2014.
Table 1 shows the number of full time equivalent posts across UCL by
employment category on 1 October 2015. Of the 10,845 FTE posts, 4,579
(42%) were in non-academic (administrative/ managerial/ manual & craft /
technical) roles and 6,266 (58%) were in academic, research, teaching and
NHS-related roles. This compares with a current Russell Group average of
52% of staff in similar non-academic posts.
The proportion of administrative and support roles in faculties ranges from 20%
in Arts and Humanities to 43% in IOE (see Table 1).
1.3
Age Profile:
Chart 1 shows an increase across UCL staff headcount at all age groups and
that the proportionate growth increases with each age band. Chart 1a shows
there has been an increase in the number of staff aged 65 and over in most
UCL faculties between 2013 and 2015. When the UCL default retirement age
was removed in 2012, it was always anticipated that a greater number of staff
would choose to remain in post rather than retire at 65. Overall, the number
of staff aged 65 and older increased by 31.5% in this period (lower than last
year’s 40% increase across the previous 2 years). However, the actual
number of staff who are over 65 remains relatively small. The trend towards
more staff staying beyond age 65 is likely to increase further over the next few
1
years. There will also be less certainty about the age at which staff will decide
to retire, so continued monitoring of the situation will be necessary. Increasing
numbers of older workers may provide Deans with opportunities to utilise a
broader span of experience, although Deans will also be aware that there are
likely cost implications as older workers are often at higher grades and on
higher pay points. The average age of UCL academic staff is currently around
41, just above the average of 40 at Oxford, Cambridge and LSE with Imperial
at 39. King’s College London average age is also 41. The average age across
the Russell Group is 41.7.
Actions:
a. Deans and Vice-Provosts should ensure that conversations take place with
staff about their personal career plans and aspirations to aid workforce and
succession planning. UCL has proposed to amend the staff appraisal
system to include a section in all appraisals encouraging discussions
between line managers and staff about their career plans and to ensure
that all appraisal discussions are held at least annually. Annual appraisal
has been implemented but negotiations with the trade unions on changing
the appraisal process further are currently on hold. In the meantime HR
will roll out introduce improved online appraisal training and resume trade
union consultations in 2016/17.
b. HR will continue to review and evaluate policies and programmes at other
institutions with respect to managing the greater uncertainty around
retirement dates of individual staff and also the management of greater
numbers of older workers.
1.4
Gender Profile:
Chart 2 illustrates the proportion of female staff at all grades across UCL. The
proportion of female staff now stands at almost 52% in 2015, showing an
increase of around 2% since last year. This is therefore quite a significant
jump, assisted by the merger with IOE, and is now equivalent to the Russell
Group average. On 1st October 2015 (as in 2014) the lowest proportion of
women were employed in the MAPS faculty, although there was an increase
here over the past year. The IOE and Faculty of Population Health Sciences
had the highest proportions of women overall.
UCL Gender Equality: UCL has for the last few years had a target of
achieving a 50:50 balance of men and women at the two most senior grades
(9 and 10) with the aim of a year-on-year increase of 1% per annum towards
that target. Whilst it has now been agreed to monitor ‘net diversity’ (a mix of
gender, race and disability) it is still useful to monitor senior gender equality
on an annual basis. Progress this year has been above that target, as can be
seen in Chart 2a. The overall proportion of female staff in grades 9 and 10
across UCL had risen from 31% in 2012 to 32% in 2013 to 33% in 2014 and
now stands at 35.7%. The IOE, Provost and Vice-Provost Offices and the
Faculty of Population Health Sciences are all surpassing the 50:50 target.
Conversely, three faculties as well as Professional Services have recorded
slight reductions in the proportion of senior females over the last year.
2
Academic pipeline data is included again this year. As can be seen in Chart
2b, across UCL there is a steady fall in the proportion of women through the
academic grades, although this has improved very slightly since being first
recorded in 2010: the latest female data shows a reduction from 49% at
Postdoctoral level to 28% at Professor in 2015. The proportion of female
professors has increased from 20% in 2010. The data include equivalent
teaching and research staff at each point in the academic pipeline. The largest
overall falls are in SLASH and SLMS (57% and 58% at postdoctoral level down
to 26% and 28% respectively at professorial level) although these Schools
start from having a higher proportion of early career researchers than BEAMS.
Actions:
a. Deans and Vice-Provosts should ensure their equalities action plans take
into account the need to increase the proportion of women in grades 9 and
10 in each faculty and in Professional Services each year.
b. Faculty-level reports to Deans will this year include local breakdowns of the
academic pipeline data.
1.5
Ethnicity Profile:
Chart 3 illustrates the proportion of Black and Minority Ethnic (BME) staff at all
grades across UCL. On 1st October 2015, as in 2014, Medical Sciences and
Professional Services both had the highest proportion of BME staff at 23%.
Overall, the proportion of BME staff across UCL stood at 18% in 2015,
compared to a Russell Group average of 16%.
UCL Race Equality: UCL has over the past few years had a target of
employing at least 31% BME staff (relating to the Greater London average) in
professional services support roles up to Grade 8 across UCL, with the aim of
a year-on-year increase of 1% per annum towards that target. Whilst it has
now been agreed to monitor ‘net diversity’ (a mix of gender, race and disability)
it is still useful to monitor race equality on an annual basis. Across UCL, the
proportion of BME staff in support roles in grades 1-8 has been falling from
23% in 2013 to 22.4% in 2014 and to 22.2% this year, therefore remaining well
below the publicised corporate target. The Faculty of Medical Sciences had
met the target of 31% in 2012 but this has gradually reduced each year to
around 26% in 2015. The faculty does continue to have the highest proportion
of BME staff at grades 1 to 8, as can be seen in Chart 3a.
The proportion of BME staff at grades 9 and 10 can be seen in Chart 3b,
although the numbers involved are low in many areas. Medical Sciences has
the highest proportion (20%) in these senior grades. The BME rate across
UCL has stayed at around the 11% mark since 2012. The most significant
increase in an academic area has been in the Faculty of Engineering Science
(increasing from 11% in 2013 to over 15% in 2015), although there have been
increases in a number of areas of UCL.
Action:
a. Deans and Vice-Provosts are encouraged to ensure local action plans take
into account the need to support an increase per annum in the proportion
3
of BME professional services and support staff in grades 1 to 8 and of BME
staff employed in all posts at senior grades.
1.6
Disability Disclosure:
The proportion of staff disclosing a disability had dropped below 3% across
UCL in 2014 but this has now improved to around 3.2%. This improvement is
helped by the 6.6% disclosure rate at IOE, which has been added to this year’s
report. The Russell Group average disclosure rate has dropped this year from
3.5% to 2.7%. Chart 4 shows disclosure rates by faculty.
Action:
a. Deans and Vice-Provosts should continue, on at least an annual basis, to
ask their staff to review their personal equalities information held by UCL,
on the basis of a template message provided by HR.
1.7
Net Diversity:
‘Net diversity’ changes at grade 9 and 10 are shown for the first time in this
year’s report, in line with a new target 1% increase per annum – culminating
in at least a 5% improvement over five years - as set out in the new Equalities
and Diversity Strategy 2015-2020. Net diversity measures the changing
proportion of senior staff with one of the following three equality
characteristics: Female, BME or Declared Disabled.
This measure was
chosen in recognition of the fact that in a single year some areas of UCL may
increase the number of women in senior grades but decrease the number of
BME people, whilst achieving more diversity overall. Likewise a 5% increase
over five years was seen as more flexible than a 1% increase each year
(although it should average out as such) as there may be year-on-year
variations. As can be seen in Chart 5, seven of the thirteen areas showed an
increase of at least 1% with six decreasing. This compares, for instance, with
nine areas meeting the target of increasing senior female staff by at least 1%.
This would indicate that faculties need to take concerted action to increase the
% of BME staff in senior grades and create an environment in which staff feel
secure disclosing a disability.
1.8
Part-Time Staff:
Chart 6 provides a breakdown of part-time staff at 1 October 2015, showing
the proportion of male and female staff on part-time contracts by staff category.
Across all staff groups, 13% of female staff (up from 11% last year) and 7% of
male staff (no change) were on part-time contracts. The highest proportion of
part-time contracts are for teaching-only staff. As can be seen in Charts 6a
and 6b, on average the proportion of female staff on part-time contracts falls
in grades 9 and 10 compared to grades 1-8. The opposite is true for male
staff, where the proportion of part-time contracts increases in grades 9 and 10.
In terms of male staff this is a particular characteristic of senior research roles.
For female staff, the most dramatic fall in part-time contracts is in the teaching
category, where only 3 staff held a grade 9 or 10 part-time role.
4
Table 1. Staff FTE by Faculty/Service Area and Employment Category
as at 1 October 2015
Academic FTE
Non-Academic FTE
Academics
Researchers
Teaching
Faculty of Arts & Humanities
167.9
27.2
33.8
Faculty of Brain Sciences
286.8
652.8
22.1
NHS
Related
Admin/Managerial
52.2
20.8
232.6
Faculty of the Built Environment
148.2
97.7
46.6
Faculty of Engineering Science
289.9
387.9
69.1
Faculty of Laws
52.8
9.9
16.0
Faculty of Life Sciences
171.3
366.2
21.0
Faculty of Maths & Physical Sciences
277.5
361.1
14.1
Faculty of Medical Sciences
238.6
518.8
23.2
Faculty of Population Health Sciences
242.9
608.0
17.7
Sch of Slavonic & East European
Studies
44.5
8.0
14.9
19.1
Faculty of Social & Historical Sciences
262.3
94.7
50.7
98.2
Provost and Vice Provost Offices
18.2
23.4
116.3
215.0
2.9
1.0
5.7
1542.7
Professional Services
Manual
and Craft
1.0
89.6
0.8
168.6
0.2
Technical
Total FTE
Nonacademic
as % of
Total
5.2
286.3
20 %
4.0
115.9
1332.0
26 %
2.8
3.5
385.7
24 %
3.1
56.7
973.1
23 %
3.3
104.6
25 %
3.0
26.0
Academic to
Nonacademic
96.2
7.4
112.2
775.3
28 %
2.6
121.3
1.0
79.5
854.5
24 %
3.2
37.4
282.1
1.7
188.4
1290.1
37 %
1.7
24.4
410.0
63.5
1366.4
35 %
1.9
86.5
22 %
3.5
97.3
604.1
33 %
2.1
3.0
375.9
85.5
120.3
1758.1
1.0
1.0
UCL Institute of Education
282.2
73.1
14.7
1.0
274.2
2.0
6.0
653.2
43 %
1.3
All UCL
2483.0
3231.7
460.9
91.0
3627.7
99.8
851.5
10845.6
42 %
1.4
5
Chart 1 Staff by Age Category
All Staff By Age Category
4000
3500
Total Number of Staff
3000
2500
2013
2000
2014
2015
1500
1000
500
0
16-24
25-34
35-44
2013
16-24
25-34
35-44
45-54
55-64
65 or over
222
3486
3216
2037
1200
257
45-54
2014
224
3553
3342
2149
1224
271
2015
228
3736
3738
2418
1484
338
55-64
65 or over
Increase 2013-2015
3%
7%
16%
19%
24%
32%
6
Chart 1a. Number of Staff aged 65 or over
Faculty of Arts & Humanities
Faculty of Brain Sciences
Faculty of the Built Environment
Faculty of Engineering Science
Faculty of Laws
Faculty of Life Sciences
Faculty of Maths & Physical Sciences
2013
Faculty of Medical Sciences
2014
2015
Faculty of Pop Health Sciences
Sch of Slavonic & East European Studies
Faculty of Social & Historical Sciences
Provost and Vice Provost Offices
Professional Services
UCL Institute of Education
0
5
Staff in all grades
10
2013
15
2014
20
25
30
2015
35
40
2013
2014
45
2015
Faculty of Arts & Humanities
17
18
18
Faculty of Medical Sciences
34
28
21
Faculty of Brain Sciences
25
27
30
Faculty of Pop Health Sciences
27
32
34
Faculty of the Built Environment
22
24
28
Sch of Slavonic & East European Studies
2
1
4
26
Faculty of Engineering Science
21
20
28
Faculty of Social & Historical Sciences
19
22
Faculty of Laws
11
13
13
Provost and Vice Provost Offices
8
10
8
Faculty of Life Sciences
26
24
27
Professional Services
13
18
21
Faculty of Maths & Physical Sciences
33
34
35
2711
3381
UCL Institute of Education
All UCL
2571
1
Some staff will have posts in more than one faculty but will only be counted once in the Total Headcount figure
50
45
7
Chart 2. Proportion of Female Staff in all grades
Faculty of Arts & Humanities
Faculty of Brain Sciences
Faculty of the Built Environment
Faculty of Engineering Science
Faculty of Laws
Faculty of Life Sciences
Faculty of Maths & Physical Sciences
2013
Faculty of Medical Sciences
2014
Faculty of Pop Health Sciences
2015
Sch of Slavonic & East European Studies
Faculty of Social & Historical Sciences
Provost and Vice Provost Offices
Professional Services
UCL Institute of Education
ALL UCL
0%
Staff in all grades
10%
2013
20%
30%
2014 (F/M)
2015 (F/M)
40%
50%
60%
70%
2013
2014 (F/M)
80%
2015 (F/M)
Faculty of Arts & Humanities
212
205/165
204/159
Faculty of Medical Sciences
726
711/629
750/635
Faculty of Brain Sciences
750
792/613
821/634
Faculty of Pop Health Sciences
914
973/462
1018/483
Faculty of the Built Environment
175
186/284
205/281
Sch of Slavonic & East European Studies
67
56/43
54/42
Faculty of Engineering Science
255
313/628
338/689
Faculty of Social & Historical Sciences
329
333/369
336/360
Faculty of Laws
73
72/85
74/83
Provost & Vice Provost Offices
223
283/218
74/83
Faculty of Life Sciences
394
397/451
384/431
Professional Services
764
848/869
959/928
Faculty of Maths & Physical Sciences
226
237/661
249/650
UCL Institute of Education
All UCL
51781
1
Some staff will have posts in more than one faculty but will only be counted once in the Total Headcount figure
526/235
5355/54061
6174/57681
8
Chart 2a. Proportion of females in all posts at Grade 9 & 10
Faculty of Arts & Humanities
Faculty of Brain Sciences
Faculty of the Built Environment
Faculty of Engineering Science
Faculty of Laws
2013
Faculty of Life Sciences
2014
Faculty of Maths & Physical Sciences
2015
Faculty of Medical Sciences
Faculty of Pop Health Sciences
Sch of Slavonic & East European Studies
Faculty of Social & Historical Sciences
Provost and Vice Provost Offices
Professional Services
UCL Institute of Education
ALL UCL
0%
10%
Staff in grades 9 & 10
20%
30%
40%
50%
60%
70%
2013
2014 (F/M)
2015 (F/M)
Faculty of Arts & Humanities
42
44/70
49/74
2013
2014 (F/M)
Faculty of Medical Sciences
99
94/230
Faculty of Brain Sciences
114
118/215
120/223
99/225
Faculty of Pop Health Sciences
155
167/166
170/166
Faculty of the Built Environment
28
33/84
34/85
Sch of Slavonic East European Studies
Faculty of Engineering Science
34
38/190
51/206
Faculty of Social & Historical Sciences
9
11/19
11/23
54
58/146
Faculty of Laws
17
18/41
20/38
Provost & Vice Provost Offices
12
36/34
65/147
41/37
Faculty of Life Sciences
61
65/143
64/143
Professional Services
81
81/127
83/140
Faculty of Maths & Physical Sciences
45
51/214
55/214
UCL Institute of Education
ALL UCL
7571
1
Some staff will have posts in more than one faculty but will only be counted once in the Total Headcount figure
2015 (F/M)
147/101
814/16741
1009/18161
9
Chart 2b UCL Female Academic Pipeline
UCL Female Academic Pipeline 2010 and 2015
SLASH Female Academic Pipeline 2010 and 2015
100%
100%
90%
90%
80%
80%
70%
70%
60%
60%
50%
50%
40%
40%
30%
30%
20%
20%
10%
10%
0%
0%
Post Doc
Lecturer
Senior Lecturer
UCL Female 2010
Reader
Post Doc
Professor
Lecturer
Senior Lecturer
SLASH Female 2010
UCL Female 2015
Reader
Professor
SLASH Female 2015
BEAMS Female Academic Pipeline 2010 and 2015
100%
100%
90%
90%
80%
80%
70%
70%
60%
60%
50%
50%
40%
40%
30%
30%
20%
20%
10%
10%
0%
Post Doc
Lecturer
Senior Lecturer
SLMS Female 2010
SLMS Female Academic Pipeline 2010 and 2015
Reader
SLMS Female 2015
Professor
0%
Post Doc
Lecturer
Senior Lecturer
BEAMS Female 2010
Reader
Professor
BEAMS Female 2015
10
Chart 3. Proportion of BME Staff in all grades
Faculty of Arts & Humanities
Faculty of Brain Sciences
Faculty of the Built Environment
Faculty of Engineering Science
Faculty of Laws
Faculty of Life Sciences
Faculty of Maths & Physical Sciences
2013
Faculty of Medical Sciences
2014
Faculty of Pop Health Sciences
2015
Sch of Slavonic & East European Studies
Faculty of Social & Historical Sciences
Provost and Vice Provost Offices
Professional Services
UCL Institute of Education
All UCL
0%
5%
10%
15%
20%
25%
30%
BME staff in all grades
2013
2014
(BME/ALL)
2015
(BME/ALL)
2013
2014 (BME/ALL)
2015 (BME/ALL)
Faculty of Arts & Humanities
21
21/349
23/363
6%
Faculty of Medical Sciences
317
302/1038
316/1385
23%
Faculty of Brain Sciences
214
224/1181
223/1455
15%
266
262/1173
282/1501
19%
Faculty of Built Environment
57
64/406
71/486
15%
Faculty of Pop Health Sciences
Sch of Slavonic & East European
Studies
8
7/92
7/96
Faculty of Engineering Science
180
197/744
224/1027
22%
Faculty of Social & Historical Sciences
73
68/634
73/696
10%
2015%
2015%
7%
Faculty of Laws
16
19/138
22/157
14%
Provost and Vice Provost Offices
61
75/426
55/443
12%
Faculty of Life Sciences
Faculty of Maths & Physical
Sciences
145
150/698
143/815
18%
Professional Services
371
387/1717
427/1887
23%
114/761
15%
2111/11942 1
18%
112
131/898
135/899
15%
UCL Institute of Education
ALL UCL
1
1855
1
1890/10761 1
Some staff will have posts in more than one faculty but will only be counted once in the Total Headcount figure
11
Chart 3a Proportion of BME Staff employed in support posts at Grades 1 to 8
Faculty of Arts & Humanities
Faculty of Brain Sciences
Faculty of the Built Environment
Faculty of Engineering Science
Faculty of Laws
2013
Faculty of Life Sciences
2014
Faculty of Maths & Physical Sciences
2015
Faculty of Medical Sciences
Faculty of Pop Health Sciences
Sch of Slavonic & East European Studies
Faculty of Social & Historical Sciences
Provost and Vice Provost Offices
Professional Services
UCL Institute of Education
ALL UCL
0%
5%
10%
15%
BME Staff in grades 1 to 8
2013
2014
(BME/ALL)
2015
(BME/ALL)
2015%
Faculty of Arts & Humanities
6
6/69
6/65
9%
Faculty of Brain Sciences
79
88/359
82/358
Faculty of the Built Environment
14
19/90
Faculty of Engineering Science
39
42/209
20%
25%
30%
35%
2013
2014
(BME/ALL)
2015
(BME/ALL)
2015%
Faculty of Medical Sciences
130
126/471
124/479
26%
23%
Faculty of Pop Health Sciences
93
91/420
112/485
23%
18/96
19%
Sch of Slavonic & East European Studies
3
2/18
3/20
15%
42/219
19%
Faculty of Social & Historical Sciences
17
22/239
18/206
9%
Faculty of Laws
5
5/25
5/26
19%
Provost and Vice Provost Offices
16
37/190
23/173
13%
Faculty of Life Sciences
55
52/224
49/207
24%
Professional Services
350
367/1501
406/1655
25%
Faculty of Maths & Physical
Sciences
29
42/190
39/195
20%
UCL Institute of Education
60/265
23%
984/4442
22%
ALL UCL
847
888/3963
1
Some staff will have posts in more than one faculty but will only be counted once in the Total Headcount figure
12
Chart 3b Proportion of BME Staff employed in all posts at Grades 9 and 10
Faculty of Arts & Humanities
Faculty of Brain Sciences
Faculty of the Built Environment
Faculty of Engineering Science
Faculty of Laws
Faculty of Life Sciences
Faculty of Maths & Physical Sciences
2013
Faculty of Medical Sciences
2014
Faculty of Pop Health Sciences
2015
Sch of Slavonic & East European Studies
Faculty of Social & Historical Sciences
Provost and Vice Provost Offices
Professional Services
UCL Institute of Education
ALL UCL
0%
BME Staff in grades 9 and 10
5%
2013
10%
2014
2015
2015%
15%
20%
25%
2013
2014
2015
2015%
Faculty of Arts & Humanities
2
4
5
4%
Faculty of Medical Sciences
64
63
66
20%
Faculty of Brain Sciences
30
31
31
9%
49
48
52
15%
Faculty of the Built Environment
12
12
10
8%
Faculty of Pop Health Sciences
Sch of Slavonic & East European
Studies
1
1
1
3%
Faculty of Engineering Science
22
31
39
15%
Faculty of Social & Historical Sciences
11
11
10
5%
Faculty of Laws
4
4
5
9%
Provost and Vice Provost Offices
7
8
7
9%
Faculty of Life Sciences
Faculty of Maths & Physical
Sciences
20
22
22
11%
Professional Services
19
19
20
9%
17
21
21
8%
UCL Institute of Education
ALL UCL
2581
2751
1
Some staff will have posts in more than one faculty but will only be counted once in the Total Headcount figure
20
8%
3091
11%
13
Chart 4. Disability Disclosure Rates
Faculty of Arts & Humanities
Faculty of Brain Sciences
Faculty of the Built Environment
Faculty of Engineering Science
Faculty of Laws
Faculty of Life Sciences
Faculty of Maths & Physical Sciences
2013
Faculty of Medical Sciences
2014
Faculty of Pop Health Sciences
2015
Sch of Slavonic & East Eurpean Studies
Faculty of Social & Historical Sciences
Provost and Vice Provost Offices
Professional Services
UCL Institute of Education
ALL UCL
0%
1%
2%
3%
Faculty of Arts & Humanities
15
2014
(D/All)
15/370
Faculty of Brain Sciences
41
44/1361
48/1455
Faculty of the Built Environment
5
6/470
Faculty of Engineering Science
24
24/941
Declared Disability
2013
4%
2015
(D/All)
14/363
2015%
4%
5%
6%
7%
8%
9%
10%
Faculty of Medical Sciences
31
2014
(D/All)
30/1340
3%
Faculty of Pop Health Sciences
50
45/1435
55/1501
4%
7/486
1%
8
8/91
9/96
9%
26/1027
3%
20
20/702
18/696
3%
5
8/501
6/443
1%
72
64/1717
75/1887
4%
2013
Faculty of Laws
8
5/157
4/157
3%
Sch of Social & Historical Sciences
Faculty of Social & Historical
Sciences
Provost and Vice Provost Offices
Faculty of Life Sciences
20
18/848
18/815
2%
Professional Services
Faculty of Maths & Physical Sciences
19
19/989
20/899
2%
UCL Institute of Education
ALL UCL
3211
305/10761
1
Some staff will have posts in more than one faculty but will only be counted once in the Total Headcount figure
2015
(D/All)
28/1385
2015%
2%
50/761
376/11942
7%
1
3%
14
Chart 5. Net Diversity in Grades 9 and 10
Faculty of Arts & Humanities
Faculty of Brain Sciences
Faculty of the Built Environment
Faculty of Engineering Science
Faculty of Laws
Faculty of Life Sciences
Faculty of Maths & Physical Sciences
Faculty of Medical Sciences
2014
Faculty of Population Health Sciences
2015
Sch of Slavonic& East European Studies
Faculty of S&HS
Provost and Vice Provost Offices
Professional Services
UCL Institute of Education
ALL UCL
0%
10%
20%
Faculty
Faculty of Arts & Humanities
30%
2014
40%
2014
50%
2015
48
42%
53
43%
44%
149
43%
Faculty of the Built Environment
42
36%
41
34%
Faculty of Engineering Science
69
30%
86
33%
Faculty of Laws
22
37%
24
41%
Faculty of Life Sciences
80
39%
79
38%
Faculty of Maths & Physical Sciences
69
26%
73
27%
Faculty of Medical Sciences
143
44%
150
46%
Faculty of Population Health Sciences
192
58%
199
59%
Sch of Slavonic& East European Studies
16
53%
16
47%
Faculty of S&HS
69
34%
74
35%
Provost and Vice Provost Offices
40
57%
44
56%
Professional Services
94
45%
98
44%
161
65%
1031
41%
1247
44%
UCL Institute of Education
ALL UCL
70%
2015
147
Faculty of Brain Sciences
60%
Total staff in Grade 9 & 10
2014
2015
2488
2825
Net Diversity measures the proportion of staff with at least one of the following equality characteristics: BME, Declared Disabled or Female.
15
Chart 6. Part-Time Staff by Staff Category
40%
38%
35%
29%
30%
23%
25%
20%
16%
15%
10%
5%
11%
7%
13%
13%
8%
10%
6%
4%
8%
5%
Female
7%
Male
4%
0%
Staff Category
Female
Male
All Staff
Academics
195
219
2684
Administration/Managerial
607
146
3916
Manual and Craft
12
14
111
NHS Related
24
6
103
3475
Researchers
338
187
Teaching
301
234
801
Technical
72
35
899
15281
8211
119421
All UCL
* Some staff will have posts in more than one staff category but will only be counted once in the Headcount figure
16
Chart 6a. Part-Time Staff by Staff Category Grades 1 – 8
45%
39%
40%
35%
29%
30%
24%
25%
20%
16%
15%
13%
11%
10%
5%
Female
15%
Male
13%
9%
7%
6%
5%
4%
8%
4%
4%
0%
Total Part-Time Staff Grades 1 - 8
Academic
Administration/
Managerial
Manual and
Craft
NHS Related
Research
Teaching
Technical
All UCL
131
695
26
28
419
514
106
1880
* Some staff will have posts in more than one staff category but will only be counted once in the Headcount figure
17
2.
Staff Recruitment and Turnover
2.1
Recruitment
Whilst online recruitment enables detailed reporting on the numbers of job
applicants, those shortlisted and those appointed across UCL, it should be
recognised that the accuracy of the data is dependent upon vacancies being
properly progressed through the recruitment process on the online system.
There had been a steady and significant increase in recruitment activity across
UCL up until 2014. As Chart 7 shows, however, the past year has reversed
that trend. There was an overall decrease in the number of posts advertised:
from 2,632 in 2013/14 to 2,507 in 2014/15.
The number of posts advertised has decreased slightly across all employment
categories other than administration/managerial.
As can be seen in Chart 7a, following a longer term trend in past years of
increasing numbers of applications for each post advertised, last year’s fall
has been accelerated this year: down from 59,100 in 2013/14 to 54,581 in
2014/15. There were large decreases in applications across all categories
except for academic posts. Other employment categories all experienced
growing numbers of applications per post advertised.
The average number of applications per post advertised has dropped over the
past 3 years: from 26 to 22 across UCL. Applications received for
administrative/managerial posts, for instance, have dropped from 37
applications per post advertised in 2012/13 to 24 applications per post
advertised in 2014/15. Another notable drop is for technical posts (from 41 in
2012/13 to 27 in 2014/15). Some areas have increasing numbers of
applications per vacant post, including academic, manual & craft and teaching.
Chart 7b compares recruitment data for male and female applicants and
shows a slight improvement in female appointment rates since last year.
Whilst female applicants represent 57% of the total applicants, this increases
to 58% of those appointed, both of these increasing over the past year. School
and Professional Services breakdowns are shown in Chart 7c, showing a
varied picture across UCL.
Chart 7d compares recruitment data for BME and White applicants across
UCL. Data have been carefully checked this year following some concerns
expressed last year, but accuracy does of course depend on information being
accurately submitted on the recruitment system by departments. The outcome
once again suggests that BME applicants remain less likely than White
applicants to be both shortlisted and appointed. Chart 7e, which provides a
School and Professional Services-level breakdown, shows that this situation
exists across every area of UCL. Last year it was felt that the new anonymised
application process for professional services roles might have started to have
an impact, but a longer run of data shows this not to be the case. It is not
certain why last year seems to have been an anomaly apart from perhaps an
initial positive impact from the introduction of anonymisation.
18
Action:
a. Recruitment data will continue to be monitored by HR across a longer time
period.
b. Vice-Provosts, Deans and Directors of Professional Services should consider
the reasons in their own particular areas for this trend and, if possible, take
actions locally to ensure recruitment practices are seen to be as fair and
balanced as possible, including BME staff participating on appointment panels
as long as this is not an extra burden placed on just a few members of staff.
2.2
Voluntary and Involuntary Turnover
Voluntary staff turnover rates, which mainly cover resignations and retirements,
remain generally very low at UCL, although there has been an increase to over
9% for the first time this year. As can be seen in Chart 8, five areas (Laws,
Medical Sciences, Population Health Sciences, IOE and Professional
Services) had a turnover rate above 10%, increasing from just one area (Laws)
the year before. The generally slow rate of voluntary turnover has an impact,
of course, on any equality and diversity targets for the UCL workforce.
Chart 8a shows the voluntary turnover rates by employment category,
indicating that any changes are relatively small. As in previous years,
academic turnover remains the lowest, although it has risen slightly again this
year – which is perhaps interesting now that there is no default retirement age.
Charts 8b and 8c provide voluntary turnover rates for BME and female staff.
For UCL as a whole, BME and female voluntary turnover rates did increase
over the last year but these are largely in line with UCL-wide increases. There
are differences in the rate of voluntary turnover amongst female and BME staff
across the institution but the numbers involved are relatively small.
The proportion of involuntary turnover, which has been defined to include all
leavers excluding voluntary resignations and retirements, is shown by
Faculty/Service area in Chart 9. For the purpose of this report, involuntary
leavers include the ending of fixed term contracts, TUPE transfers out, the end
of funding for the post, ill health retirements and other redundancies and
dismissals. Across UCL, involuntary turnover has increased from around 5%
to just over 6% this year.
Chart 9a shows a breakdown by staff category of involuntary leavers.
Unsurprisingly, due mainly to end of research funding for posts, researchers
had the highest number of involuntary leavers. The relatively large increase in
manual and craft turnover in 2013 was due to the outsourcing of a number of
cleaning services posts, with turnover in 2014 and 2015 falling back to very low
rates.
In 2014, HR developed more accessible redeployment tools for staff at risk of
redundancy, including a new internal redeployment website, which is linked to
UCL's online recruitment tool, ROME, to enable staff at risk of redundancy to
register for alerts and receive information about vacancies. They also have a
5 day period in which to apply for any suitable vacancies they feel they have
the qualifications and experience for, prior to external advertisement. This
19
new site has the support of the campus trade unions, although there was an
agreement that the usage of the system, as well as any concerns expressed
and lessons learned, would be reviewed after a year. This review is now
underway and a report will come to the next HRPC meeting, once it has been
discussed with the trade unions. 53 staff were redeployed using the new
system in the first year of operation, which is significantly higher than the
previous figure of around 20-25 redeployment cases per annum.
Action:
a. Redeployment data will continue to be monitored by HR to test whether there
are any particular issues that need to be addressed on behalf of recruiting
managers. A paper reviewing the operation of the redeployment process will
come to the next HRPC.
20
Chart 7. Recruitment: Posts Advertised
Posts advertised 2015
Posts advertised 2014
9%
10%
10%
11%
7%
8%
32%
Academic
Administration/Managerial
Manual and Craft
NHS Related
Research
Teaching
Technical
Academic
Administration/Managerial
Manual and Craft
NHS Related
Research
34%
Teaching
Technical
38%
39%
2%
1%
1% 0%
Total Number of Posts Advertised 2014 = 2632
Total Number of Posts Advertised 2015 = 2507
Academic
Administration/
Managerial
Manual &
Craft
NHS Related
Research
Posts
Advertised
251
835
16
49
Total
Applications
3993
23470
183
Posts
Advertised
274
850
Total
Applications
4895
20798
Year
Teaching
Technical
UCL
1016
209
257
2632*
345
19897
3837
7375
59100*
4
35
947
179
218
2507*
94
207
18892
3711
5984
54581*
2014
2015
*Where staff category was not assigned by department, vacancy title was used to determine staff category
21
Chart 7a. Applications per Posts Advertised.
Academic
Administration/Managerial
Manual & Craft
2013
NHS Related
2014
Research
2015
Teaching
Technicial
All UCL
0
5
Year
10
Academic
15
Administration/
Managerial
Posts Advertised
Total Applications
Average No. of applicants/post
20
25
30
35
40
45
Manual &
Craft
NHS
Related
Research
Teaching
Technical
All UCL
2013
292
707
6
39
882
186
170
2372
2014
251
835
16
49
1016
209
257
2632
2015
274
850
4
35
947
179
218
2507
2013
4660
26448
81
271
19411
2751
6925
62337
2014
3993
23470
183
345
19897
3837
7375
59100
2015
4895
20798
94
207
18892
3711
5984
54581
2013
16
37
14
7
22
15
41
26
2014
16
29
12
7
20
19
29
23
2015
18
24
24
6
20
21
27
22
22
Chart 7b. Recruitment: advertising and appointment of Female and Male staff
Excludes Withdrawn and Withheld Applications
Shortlisting & Appointment by Gender - 2012-13
Shortlisting & Appointment By Gender - 2013-14
80%
80%
70%
70%
60%
54%
56%
53%
50%
40%
45%
60%
43%
46%
57%
56%
45%
43%
44%
Applied
Shortlisted
Appointed
50%
2013 Female
40%
2013 Male
30%
55%
2014 Female
2014 male
30%
20%
20%
10%
10%
0%
0%
Applied
Shortlisted
Appointed
Shortlisting & Appointment By Gender - Oct 14 - Sep 15
80%
70%
60%
50%
57%
60%
58%
40%
42%
Female
43%
2015 Female
40%
2015 male
30%
20%
Male
Year
2012-13
2013-14
2014-15
2012-13
2013-14
2014-15
Applicants
32849
32342
Shortlisted
3882
3955
Appointed
2030
1377
30471
27178
26134
4888
2942
2944
1376
1742
1092
22725
3238
992
10%
0%
Applied
Shortlisted
Appointed
23
Chart 7c. Recruitment: advertising and appointment by Faculty for Female and Male staff 2015
*Excludes Withdrawn and Withheld Applications
UCL SLASH
Recruitment by gender: Faculty of Arts & Humanities
80%
69%
70%
60%
Recruitment by gender: Faculty of Laws
80%
67%
70%
54%
60%
50%
40%
56%
49%
50%
2015 Female
46%
2015 Male
30%
31%
20%
33%
40%
51%
44%
44%
Applied
Shortlisted
2015 Female
2015 Male
30%
20%
10%
10%
0%
0%
Applied
Shortlisted
Appointed
80%
90%
70%
80%
60%
52%
46%
54%
48%
40%
70%
49%
51%
60%
2015 Female
2015 Male
30%
Appointed
Recruitment by gender: Sch of Slavonic & East European Studies
Recruitment by gender: Faculty of SHS
50%
56%
85%
76%
59%
50%
40%
30%
20%
20%
10%
10%
2015 Female
2015 Male
41%
24%
15%
0%
0%
Applied
Shortlisted
Appointed
Applied
Shortlisted
Appointed
24
UCL SLMS
Recruitment by gender: Faculty of Brain Sciences
80%
70%
66%
68%
Recruitment by gender: Faculty of Life Sciences
80%
71%
70%
60%
60%
50%
50%
2015 Female
40%
30%
34%
20%
2015 Male
32%
29%
40%
2015 Female
2015 Male
30%
Shortlisted
Appointed
Applied
Recruitment by gender: Faculty of Population Health
68%
71%
70%
60%
50%
50%
2015 Female
2015 Male
32%
29%
30%
10%
Appointed
80%
70%
40%
Shortlisted
Recruitment by gender: Faculty of Medical Sciences
60%
20%
46%
0%
Applied
30%
49%
54%
10%
0%
70%
47%
51%
20%
10%
80%
53%
65%
67%
63%
40%
30%
2015 Female
35%
33%
Applied
Shortlisted
37%
2015 Male
20%
10%
0%
0%
Applied
Shortlisted
Appointed
Appointed
25
UCL BEAMS
Recruitment by gender: Faculty of Maths & Physical Sciences
80%
80%
70%
60%
70%
69%
60%
40%
50%
40%
Recruitment by gender: Faculty of Engineering
31%
60%
63%
2015 Female
2015 Male
40%
63%
35%
37%
37%
20%
10%
10%
0%
0%
Applied
Appointed
2015 Female
2015 Male
30%
20%
Shortlisted
63%
50%
37%
30%
Applied
65%
Shortlisted
Appointed
Recruitment by gender: Faculty of Built Environment
80%
70%
60%
53%
53%
47%
47%
50%
40%
60%
40%
2015 Female
2015 Male
30%
20%
10%
0%
Applied
Shortlisted
Appointed
26
UCL IOE
Recruitment by gender: UCL Institute of Education
80%
70%
65%
69%
74%
60%
50%
2015 Female
40%
30%
2015 Male
35%
20%
31%
26%
10%
0%
Applied
Shortlisted
Appointed
Professional Services
Recruitment by gender: Professional Services
80%
70%
60%
59%
40%
40%
41%
Applied
Shortlisted
Appointed
60%
60%
50%
2015 Female
40%
30%
2015 Male
20%
10%
0%
27
Chart 7d. Recruitment: advertising & appointment of BME & White staff 2012-13, 2013-14 & 2014-15 *Excludes Withdrawn and where Ethnicity not stated
Shortlisting and Appointment by Ethnicity - Sep 12 - Aug 13
80%
70%
60%
80%
73%
67%
70%
57%
60%
50%
50%
2013 White
40%
30%
Shortlisting and Appointment by Ethnicity - Oct 13 - Sep 14
40%
2013 BME
31%
20%
40%
Applied
2014 White
32%
30%
Shortlisted
2014 BME
23%
0%
Appointed
Applied
Shortlisting and Appointment by Ethnicity - Oct 14- Sep 15
80%
71%
70%
BME
63%
55%
50%
30%
41%
10%
0%
40%
73%
56%
20%
24%
10%
60%
65%
WHITE
2015 White
41%
Year
2012-13
2013-14
2014-15
2012-13
2013-14
2014-15
Shortlisted
Applicants
24528
24056
22651
34669
33336
30280
Appointed
Shortlisted
2112
2203
2721
4606
4558
5341
Appointed
921
577
628
2778
1820
1713
2015 BME
32%
20%
26%
10%
0%
Applied
Shortlisted
Appointed
28
Chart 7e. Recruitment: advertising and appointment by Faculty for BME and White staff 2015
*Excludes Withdrawn Applications and where BME not stated
UCL SLASH
Recruitment by ethnicity: Faculty of Social & Historical Sciences
Recruitment by ethnicity: Faculty of Arts & Humanities
100%
100%
90%
77%
84%
90%
89%
80%
80%
70%
70%
60%
White
50%
40%
BME
40%
23%
20%
30%
16%
Applied
Shortlisted
20%
15%
Applied
Shortlisted
Appointed
Recruitment by ethnicity: Faculty of Laws
100%
81%
90%
83%
80%
80%
67%
70%
60%
64%
69%
78%
60%
50%
33%
40%
30%
BME
0%
Appointed
Recruitment by ethnicity: Sch of Slavonic & East European Studies
70%
27%
10%
0%
90%
85%
White
20%
11%
10%
100%
80%
60%
50%
30%
73%
White
50%
BME
40%
20%
17%
10%
0%
BME
31%
30%
19%
White
36%
22%
20%
10%
0%
Applied
Shortlisted
Appointed
Applied
Shortlisted
Appointed
29
UCL SLMS
Recruitment by ethnicity: Faculty of Brain Sciences
Recruitment by ethnicity: Faculty of Life Sciences
100%
100%
90%
90%
80%
70%
62%
71%
79%
80%
70%
60%
50%
40%
60%
38%
29%
30%
White
50%
BME
40%
21%
73%
46%
White
37%
BME
27%
20%
10%
10%
0%
Applied
Shortlisted
0%
Appointed
Applied
Recruitment by ethnicity: Faculty of Medical Sciences
Shortlisted
Appointed
Recruitment by ethnicity: Faculty of Population Health
100%
100%
90%
90%
80%
60%
63%
30%
20%
70%
54%
80%
51%
49%
50%
59%
White
41%
40%
70%
67%
BME
33%
30%
20%
60%
50%
55%
65%
45%
White
35%
40%
30%
BME
27%
20%
10%
73%
10%
0%
Applied
Shortlisted
Appointed
0%
Applied
Shortlisted
Appointed
30
UCL BEAMS
Recruitment by ethnicity: Faculty of Engineering
Recruitment by ethnicity: Faculty of Maths & Physical Sciences
100%
100%
90%
90%
80%
80%
70%
60%
54%
46%
50%
60%
34%
30%
60%
White
40%
40%
BME
30%
10%
10%
0%
Shortlisted
White
34%
40%
20%
72%
50%
50%
50%
20%
Applied
66%
70%
66%
BME
28%
0%
Appointed
Applied
Shortlisted
Appointed
Recruitment by ethnicity: Faculty of Built Environment
100%
90%
80%
70%
60%
69%
71%
60%
50%
White
40%
40%
BME
31%
30%
29%
20%
10%
0%
Applied
Shortlisted
Appointed
31
UCL IOE
Recruitment by ethnicity: UCL Institute of Education
100%
90%
80%
70%
60%
74%
84%
60%
50%
White
40%
40%
BME
26%
30%
20%
16%
10%
0%
Applied
Shortlisted
Appointed
Professional Services
Recruitment by ethnicity: Professional Services
100%
90%
80%
70%
60%
50%
54%
63%
69%
46%
White
37%
40%
BME
31%
30%
20%
10%
0%
Applied
Shortlisted
Appointed
32
Chart 8. Voluntary Turnover – All Staff
*reasons relating to resignation or retirement, except resignations within the notice period for those at risk of redundancy and ill health retirement
Faculty of Arts & Humanities
Faculty of Brain Sciences
Faculty of the Built Environment
Faculty of Engineering Science
Faculty of Laws
Faculty of Life Sciences
Faculty of Maths & Physical Sciences
2013
Faculty of Medical Sciences
2014
Faculty of Population Health Sciences
2015
Sch of Slavonic & East European Studies
Faculty of Social & Historical Sciences
Provost and Vice Provost Offices
Professional Services
UCL Institute of Education
All UCL
0%
Total Voluntary Leavers
2%
4%
2013
2014
2015
Faculty of Arts & Humanities
18
15
22
Faculty of Brain Sciences
113
128
Faculty of the Built Environment
19
Faculty of Engineering Science
46
Faculty of Laws
18
6%
10%
12%
2013
2014
2015
Faculty of Life Sciences
54
72
65
122
Faculty of Maths & Physical Sciences
60
55
22
40
Faculty of Medical Sciences
116
62
80
Faculty of Population Health Sciences
101
25
20
Total Voluntary Leavers
8%
Slavonic & East European Studies
3
14%
18%
2013
2014
2015
Faculty of Social & Historical Sciences
53
48
72
61
Provost and Vice Provost Offices
26
37
45
125
166
Professional Services
130
137
199
134
157
UCL Institute of Education
7571
8681
8
6
Total Voluntary Leavers
16%
ALL UCL
42
10941
1
Some staff will have posts in more than one faculty but will only be counted once in the Total Headcount figure
33
Chart 8a. Voluntary Turnover by Staff Category
*reasons relating to resignation or retirement, except resignations within the notice period for those at risk of redundancy and ill health retirement
25%
20%
15%
2013
2014
2015
10%
5%
0%
Academic
Admin/Managerial Manual and Craft
NHS Related
Research
Teaching
Technical
All UCL
TOAL VOLUNTARY LEAVERS BY STAFF CATEGORY
Academic
(including Clinical)
Administration/
Managerial
Manual and
Craft
NHS Related
Research
Teaching
Technicians
All UCL
2013
51
255
7
14
291
79
60
7571
2014
75
282
9
19
312
99
74
8681
2015
85
441
7
10
374
89
94
10941
1Some
staff will have posts in more than one staff category but will only be counted once in the Total Headcount figure
34
Chart 8b. Voluntary Turnover by BME Staff
*reasons relating to resignation or retirement, except resignations within the notice period for those at risk of redundancy and ill health retirement
Faculty of Arts & Humanities
Faculty of Brain Sciences
Faculty of the Built Environment
Faculty of Engineering Science
Faculty of Laws
Faculty of Life Sciences
Faculty of Maths & Physical Sciences
2013
Faculty of Medical Sciences
2014
Faculty of Population Health Sciences
2015
Sch of Slavonic & East European Studies
Faculty of Social & Historical Sciences
Provost and Vice Provost Offices
Professional Services
UCL Institute of Education
All UCL
0%
Voluntary Leavers
5%
2013
2014
2015
Voluntary Leavers
15%
2013
2014
2015
20%
Voluntary Leavers
14
11
12
Faculty of Social & Historical
Sciences
Faculty of Maths & Physical
Sciences
7
4
10
Provost and Vice Provost Offices
7
Faculty of Medical Sciences
34
25
28
Professional Services
13
16
Faculty of Population Health
Sciences
20
20
25
UCL Institute of Education
2
4
Slavonic & East European Studies
1
0
0
ALL UCL
Faculty of Arts & Humanities
3
2
1
Faculty of Life Sciences
Faculty of Brain Sciences
23
16
24
Faculty of the Built Environment
3
4
Faculty of Engineering Science
8
Faculty of Laws
1
1
10%
Some staff will have posts in more than one faculty but will only be counted once in the Total Headcount figure
25%
2013
2014
2015
9
3
11
3
4
11
20
28
38
5
1461
1321
1921
35
Chart 8c. Voluntary Turnover by Female Staff
*reasons relating to resignation or retirement, except resignations within the notice period for those at risk of redundancy and ill health retirement
Faculty of Arts & Humanities
Faculty of Brain Sciences
Faculty of the Built Environment
Faculty of Engineering Science
Faculty of Laws
Faculty of Life Sciences
Faculty of Maths & Physical Sciences
2013
Faculty of Medical Sciences
2014
Faculty of Population Health Sciences
2015
Sch of Slavonic & East European Studies
Faculty of Social & Historical Sciences
Provost and Vice Provost Offices
Professional Services
UCL Institute of Education
All UCL
0%
2%
4%
Voluntary Female Leavers
2013
2014
2015
Faculty of Arts & Humanities
9
9
12
Faculty of Brain Sciences
71
81
Faculty of the Built
Environment
6
Faculty of Engineering Science
Faculty of Laws
1
6%
Voluntary Female Leavers
8%
10%
12%
14%
16%
18%
2013
2014
2015
Voluntary Female Leavers
2013
2014
2015
Faculty of Life Sciences
22
36
39
Faculty of Social & Historical
Sciences
28
18
34
84
Faculty of Maths & Physical
Sciences
22
18
15
Provost and Vice Provost Offices
13
22
27
12
13
Faculty of Medical Sciences
77
77
94
Professional Services
69
72
115
22
21
32
Faculty of Population Health
Sciences
71
100
105
UCL Institute of Education
10
10
11
Sch of Slavonic & East European
Studies
2
4
3
Some staff will have posts in more than one faculty but will only be counted once in the Total Headcount figure
All UCL
26
3341
4801
6081
36
Chart 9. Involuntary Turnover - All Staff
* reasons relate to dismissal (including redundancy), TUPE transfer or ill health retirement
Faculty of Arts & Humanities
Faculty of Brain Sciences
Faculty of the Built Environment
Faculty of Engineering Science
Faculty of Laws
Faculty of Life Sciences
2013
Faculty of Maths & Physical Sciences
2014
Faculty of Medical Sciences
2015
Faculty of Population Health Sciences
Sch of Slavonic & East European Studies
Faculty of Social & Historical Sciences
Provost and Vice Provost Offices
Professional Services
UCL Institute of Education
All UCL
0%
2%
4%
6%
8%
10%
12%
14%
16%
18%
%Turnover
Involuntary Leavers
Faculty of Arts &
Humanities
Faculty of Brain
Sciences
Faculty of the Built
Environment
Faculty of Engineering
Science
Faculty of Laws
2013
2014
2015
11
14
22
Involuntary Leavers
2013
2014
2015
Faculty of Life Sciences
33
42
65
61
59
73
Involuntary Leavers
2013
2014
2015
69
68
69
19
21
77
63
47
54
Faculty of Social &
Historical Sciences
Provost and Vice Provost
Offices
58
67
85
Faculty of Maths & Physical
Sciences
4
10
13
Faculty of Medical Sciences
65
92
73
Professional Services
50
33
44
Faculty of Population Health
Sciences
80
68
106
UCL Institute of Education
2
5
Sch of Slavonic & East
European Studies
13
12
19
ALL UCL
19
5291
5381
7181
1
Some staff will have posts in more than one faculty but will only be counted once in the Total Headcount figure
37
Chart 9a. Involuntary Turnover* – All Staff by Staff Category
* reasons relate to dismissal (including redundancy), TUPE transfer or ill health retirement
Involuntary Turnover (%) by Staff Category
30%
25%
2013
2014
20%
2015
15%
10%
5%
0%
Academic
Admin/Managerial
Manual and Craft
NHS Related
Research
Teaching
Technical
All UCL
Academics (inc.
Clinical)
Administration/
Managerial
Manual and
Craft
NHS Related
Research
Teaching
Technicians
All UCL
2013
6
76
28
3
275
93
49
5291
2014
1
83
4
324
84
48
5401
6
111
4
408
122
66
7181
2015
2
1
Some staff will have posts in more than one staff category but will only be counted once in the Total Headcount figure
38
3.
Reward
3.1
Market Supplements
At 1st October 2015, there were 326 market supplements paid to staff, up
from 291 in 2013 and 316 in 2014.
Market supplements are discretionary payments made in exceptional
circumstances to individual staff for attraction and retention reasons. The
increase in market supplements since 2013 reflects greater competition in
some key areas and is also to be expected with increasing staff numbers
overall. The average supplement has increased to £16,637 (up from around
£14k in the previous 2 years). The proportion of female recipients has
increased from 29.9% to 32.3% since 2013. The highest proportions of
supplements remain in Engineering Science, Social and Historical Sciences
and Brain Sciences. This can be seen in Chart 10.
3.2
Additional Increments: Grades 1-9
277 additional increments (made to staff on the basis of sustained excellent
performance) were paid in 2014/15 to 2.5% of staff in grades 1-9.
Additional increments were split at approximately 50/50 between men and
women last year but in 2015 the proportion awarded to women has increased
to over 56%. The proportion of additional increments to BME staff increased
from 13% in 2013 to 15% in 2014 and just over 16% in 2015. The distribution
of awards does seem to favour White staff, although there continue to be
relatively small numbers involved.
3.3
Base Pay
There are no substantial equal pay issues in Grades 1 to 9.
There are no significant pay gaps at professional services Grade 10 bands C
and D (where most staff are placed). The gaps in those bands are well
under 3%. There are too few staff at bands A and B to analyse meaningfully
(just 4 and 6 staff respectively).
The overall professorial pay gap remains at around 6% - although there has
been a very slight drop this year. This remains a significant reduction from
the 8.4% figure recorded back in 2011, just after professorial banding was
introduced to address equal pay concerns.
Women now represent 28% of the professoriate, up from 24.3% in October
2014. In common with the rest of the Russell Group there continues to be a
lower representation of females at the most senior professorial levels but this
is an encouraging step. The uneven distribution of male and female
professors across the bands continues to be the overwhelming reason for
the 6% pay gap overall.
39
Comparisons in the overall gender pay gap between faculties can be seen in
Chart 11. Importantly in equal pay terms, as was the case last year, there
continues to be no significant UCL-wide pay differentials within any of the 4
professorial pay bands – they are all within the generally accepted 5%
margin. The largest gap is within band 4 and stands at 4.9% in favour of
female pay. However this is based on a small number of professors, as only
the top 5-6% of professors are in this band. The gap at band 1 is similarly in
favour of female pay, by 1.1%. The gap at band 2 has stayed the same at
2.1% in favour of men. The gap at band 3 has narrowed to 4.5% in favour of
men (4.8% last year), with the reduction due to more male and female
professors moving onto this relatively new band.
Actions:
a. Deans have been asked to ensure their own Faculty equalities action
plans address the need to close the overall professorial gender pay gap
of 6%. They should also look to close any in-band equal pay gaps that
might exist in their Faculties.
b. HR will provide latest pay information to Deans to inform pay decisions
which will take place each year.
40
Chart 10. Reward, Market Supplements & Additional Increments Grades 1-9
Percentage of market supplements by Academic Faculty
Grades 1-9. Additional increments
30.0%
2013%
2014%
2015%
BME
13%
15%
16%
White
83%
82%
77%
Unknown
4%
3%
7%
Total
185
275
277
Sex
2013%
2014%
2015%
Female
56%
50%
56%
Male
44%
50%
44%
Total
185
275
277
Ethnicity
25.0%
20.0%
15.0%
2013
10.0%
2014
2015
5.0%
0.0%
Market Supplements (all grades)
2013
2014
2015
Number
291
316
326
Male
70%
69%
68%
Female
30%
32%
32%
Market Supplement
(average amount)
2013
2014
2015
Male
£14,712
£15,292
£18,107
Female
£12,428
£12,417
£13,599
All Staff
£14,029
£14,385
£16,637
41
Chart 11. Gender Pay Gap: Non Clinical Professors
20.0%
15.0%
10.0%
2012
5.0%
2013
2014
2015
0.0%
-5.0%
-10.0%
42
4.
Staff Appraisal and Development
4.1
Appraisal Completion Rates
Table 2 documents the proportion, by faculty, of staff appraisals recorded on
the MyView system as having been completed in the relevant appraisal cycle.
There has been a small decrease (from 80% to 77%) in appraisals recorded
as completed across UCL over the past year, although some areas have
increasing completion rates. Life Sciences is the first area to achieve UCL’s
agreed target 95% completion rate, with Brain Sciences also very close. It
should be noted that UCL has now moved to annual appraisal for all staff and
this will probably have an impact on completion rates next year.
Actions:
a. All areas of UCL should be aiming for at least a 95% completion rate.
b. HR will focus on introducing a new online appraisal training module in 2016
and will review appraisal practices in place across the institution. The aim
is still to negotiate an improved appraisal system, including better guidance
and support for managers.
4.2
Professional Development
This report provides some details of attendances at UCL training events. Chart
12 shows training attendance by Professional Service provider and also by
course type. HR provided over half of all central training attended in 2014/15.
4.3
Higher Education Academy (HEA) Teaching Awards
According to UCL’s records, currently around 13.4% of relevant academic staff
at UCL staff hold fellowship awards of the Higher Education Academy, which
is up from 10.6% last year and 8.3% the previous year. There are now 884
HEA fellows at UCL. The Russell Group average in 2014/15 was 19% (up from
around 16% the previous year).
CALT have continued to attract large numbers of staff to UCL Arena events.
Since the launch of UCL Arena in April 2014, 2,700 subscribers have joined
the mailing list. This reflects the numbers of individuals who have come to
Arena events. Many of them are working towards Fellowships. CALT, in
association with Vice-Deans Education and Programme Leaders, are
encouraging teaching staff to achieve Fellowships. CALT are also offering
targeted support to departments in the form of initial guidance and writing
workshops.
Actions:
a. CALT, in association with academic departments, will take action aimed at
increasing levels of HEA fellowship attainment at UCL.
43
Table 2. Appraisal Completion Rates (position at 1 st October 2015)
Faculty of Arts & Humanities
Faculty of Brain Sciences
Faculty of the Built Environment
Faculty of Engineering Science
Faculty of Laws
Faculty of Life Sciences
Faculty of Maths & Physical Sciences
Faculty of Medical Sciences
Faculty of Population Health Sciences
Sch of Slavonic & East European
Studies
Faculty of Social & Historical Sciences
Provost and Vice-Provost Offices
Professional Services
UCL Institute of Education
ALL UCL
2011 %
completed
60%
84%
67%
81%
75%
83%
90%
71%
74%
2012 %
completed
71%
82%
80%
76%
58%
62%
81%
70%
74%
2013 %
completed
77%
90%
80%
80%
82%
80%
80%
79%
86%
2014 %
completed
84%
88%
66%
77%
93%
91%
77%
74%
81%
69%
76%
59%
74%
36%
61%
61%
72%
45%
69%
60%
70%
71%
73%
51%
83%
77%
72%
71%
80%
2015 % completed
83%
90%
82%
75%
78%
96%
77%
78%
83%
63%
81%
50%
73%
45%
77%
44
Chart 12. Training Attendance 2013/2014
16.54%
13.81%
1.35%
0.73%
Cen. for Adv. of Learning &
Teaching
E-learning Environments
Continuous Prof & Personal
Development
Equality
0.91 %
13.81 %
11.57 %
Information Technology
Information Systems
13.06%
12.04 %
Human Resources
Finance
16.54 %
Professionalisation of
Support Roles
Safety Services
14.41 %
1.62 %
54.52%
Leadership, Mgt & Effective
Team Working
Research Skills
Safety Training
1.53 %
27.58 %
Staff Development & Training
Teaching and Learning
'Attendance' are the number of times a participant attends a training event. If one individual attends a course of four training events this is reported
as four attendances.
45
5.
Academic Promotions
5.1
Table 3 outlines the number of senior academic promotion applications and
outcomes across UCL. The number of applications and successful outcomes
has increased between 2013 and 2015 for both male and female staff. The
proportion of applications from female staff, and the proportion of females
being promoted, have both increased at all levels since last year.
5.2
Chart 13 illustrates annual female applications and successful outcomes at
School level against the current percentage of senior academics who are
female. The chart shows that the current female application and success
rates are higher than the existing proportions of females in senior posts in the
BEAMS and SLMS schools. Female application and success rates in SLASH
have fallen slightly below the current percentage of female senior academics
this year. Whilst the situation is slowly improving UCL-wide, the level of
females at grades 9 and 10 continues to be well below the target 50:50 level,
as indicated for all UCL posts earlier in this report.
Action:
a. A major review of academic promotions is currently being undertaken, with
a view to implementing revised criteria and procedures for the 2017/18
round. The review is led by Professor Anthony Smith with support from
HR.
46
Table 3. Senior Academic Promotions
Number of Applications
GENDER
Job Type
2013
Application Outcome
2014
2013
2015
Total
% M/F
Total
% M/F
Male
45
66%
58
69%
Female
23
34%
26
Total
68
100%
84
% M/F
Successful
Successful
Successful
2013
2014
2015
% M/F
Total
%
Total
%
Total
%
68
68%
42
69%
56
70%
60
67%
31%
32
32%
19
31%
24
30%
100%
100
100%
61
100%
80
100%
29
89
33%
100%
Professors
Readers, Senior Lecturers, Principal Teaching Fellows/Researchers
Male
82
63%
77
62%
99
60%
75
63%
75
61%
88
58%
Female
48
37%
48
38%
67
40%
44
37%
48
39%
65
42%
Total
130
100%
125
100%
166
100%
119
100%
123
100%
153
100%
Overall
Total
% M/F
Total
% M/F
Total
% M/F
Total
%
Total
%
Total
%
Male
127
64%
135
65%
167
63%
117
65%
131
65%
148
61%
Female
Total Senior
Promotions
71
36%
74
35%
99
37%
63
33%
72
35%
94
39%
198
100%
209
100%
266
100%
180
100%
203
100%
242
100%
47
Chart 13. Senior Academic Promotions- Female applications and success rates by School 2015
50%
% Female applications and sucesss rates. SLASH
50%
45%
45%
40%
40%
35% ----------------------------------------------------------------------------
35%
30%
30%
25%
25%
20%
20%
15%
15%
10%
10%
5%
5%
0%
-----------------------------------------------------------------------------
0%
2013
50%
% Female applications and sucesss rates. BEAMS
2014
2015
2013
2014
2015
% Female applications and sucesss rates. SLMS
45%
40%
35%
30%
--------------------------------------------------------------------------
25%
20%
15%
10%
5%
0%
2013
2014
2015
48
6.
Sickness Absence Reporting
6.1
UCL’s effectiveness in developing a workforce capable of delivering its key
objectives relies on a high level of organisational wellbeing, including a duty a
care for all staff. Reporting of sickness absence is crucial in this respect and,
like last year, has increased in most areas. This could mean an increase in
actual sickness absence, of course.
6.2
Chart 14 shows the average reported days of sickness by staff by faculty and
for Professional Services. Whilst staff in Professional Services average 5.6
days per annum per person, the average number of days sickness across UCL
is 2.3 days per person. This compares to national benchmark figures of 6.2
days in HEIs and 7.7 days across the UK economy more generally. It is likely
that UCL still has an under-recording issue with regard to sickness absence in
most, if not all, areas of UCL.
6.3
Whilst reported sickness absence levels at UCL have remained generally
stable and low over a number of years, there has been a changing pattern of
absence with long-term (over 28 days) absence increasing. Long-term
absence is taken by under 2% of staff, but accounts for almost half the time
lost. Chart 14a provides a breakdown of long term absence causes over the
past two years. As can be seen, the most common cause of long-term
absence is mental health, which includes stress-related illnesses although this
proportion did come down a little over the last year.
Actions:
a. Faculties and Professional Services should ensure that all sickness
absence is recorded and managed according to UCL policy, and that this
requirement is communicated at the local level.
49
Chart 14. Average Reported Days Sickness/Person: Oct 2013—Sep 2015
Average Reported Days Sickness/Person 2013-2015
0.8
Faculty of Arts and Humanities
2.6
1.0
Faculty of Brain Sciences
Faculty of Built Environment
0.9
0.8
Faculty of Engineering
0.9
1.6
1.1
1.6
1.7
Faculty of Laws
1.5
Faculty of Life Sciences
1.4
Faculty of Maths & Physical Science
2.0
1.8
2013-2014
1.6
1.7
Faculty of Medical Sciences
2014-2015
1.4
Faculty of Population Health Sciences
2.0
0.5
School of Slavonic and East European Studies
2.6
1.2
Faculty of Social and Historical Sciences
1.6
1.5
Provost and Vice Provost Offices
2.6
4.6
Professional Services
1.8
UCL
0.0
1.0
2.0
5.6
2.3
3.0
4.0
5.0
6.0
50
Chart 14a. Long Term Sick Absence (over 20 days) by reason
Long Term Sick Absence (over 20 days) by reason
2013-2014
0.27%
0.25%
0.19%
14.61%
0.20%
35.68%
Mental Health Problem
Mental Health Problem
Benign and malignant
tumours, cancers
Gastrointestinal problems
Benign and malignant
tumours, cancers
Gastrointestinal
problems
Heart, cardiac &
circulatory problems
Injury, fracture
Heart, cardiac & circulatory
problems
Injury, fracture
Unknown causes / Not
specified
Musculoskeletal problem
11.93%
6.54%
Substance Dependency
6.82%
15.21%
4.30%
4.00%
Long Term Sick Absence (over 20 days) by
reason 2014-2015
Whole day medical
appointment
Blood disorders (e.g.
anaemia)
Asthma
Other
0.92%
0.49%
0.27%
14.08%
0.76%
32.42%
7.64%
3.53%
9.24%
9.27%
3.37%
18.00%
Unknown causes / Not
specified
Musculoskeletal
problem
Cold, Cough, Flu Influenza
Dental and oral
problems
Infectious diseases
Skin disorders
Other
51
7.
Employment Casework
7.1
Overall Profile
This report includes a section on employment casework, which includes formal
disciplinary, grievance, capability, sickness and probation actions. As can be
seen in Chart 15, there has been a consistent number of formal cases around
discipline and grievance, an increase in sickness absence casework, a
reduction in formal capability casework and a reduction in the number of
Hearings to consider termination of contract during probation. In addition to
these formal cases there is a considerable amount of activity undertaken at an
Informal level to try and resolve employment relations matters.
It is perhaps a little surprising that the figures remain static or reduced in many
areas, given the large increase in staff numbers following the merger with the
Institute of Education. It is possible that recording of activity is incomplete,
whilst systems are being brought together and therefore we may see an
increase in future years.
Whilst informal casework continues to take up much management
time across UCL, formal casework loads recorded here do remain
low, compared to the UCL population. Therefore any statistical analysis
needs to take this into account.
Professional Services continues to have the highest number of all
disciplinary cases (44% of a very small total), increasing from 5 to 8
cases.
There is no one area showing a higher proportion of grievances
(including Harassment & Bullying allegations). The number of people
through the 2015 staff survey who said they had personally experienced
harassment and bullying over the last two years was consistent with the
2013 percentage (15% of all respondents). A significant 27% said they
had witnessed other staff being bullied or harassed (a new question).
Given the low level of formal cases this suggests that there might be a
problem with people feeling able to report matters. 62% (66% in 2013)
of all people felt they would be able to report matters without fearing
there would be a negative impact on them, but of those who had
experienced bullying or harassment only 27% (34% in 2013) did. Of that
27%, only 30% (29% in 2013) felt it was resolved satisfactorily. Further
data was gathered in 2015 as to the reasons people did not report such
incidents and UCL is considering implementation of a new anonymous
reporting mechanism to try and tackle this problematic area.
There is no one area showing a higher proportion of people subject to
capability procedures. The number of formal cases is very low (3), compared
to a peak of 18 cases two years ago. Only three Departments undertook any
formal capability procedures last year, which is perhaps surprising given that
only 48% (44% in 2013) of people were positive that poor performance is
managed effectively by their manager where they work in the staff survey.
52
Brain Sciences (27%) and Professional Services (36%) accounted for more
than half of all formal management of sickness absence cases. There was an
increase in formal cases (45), but only 9% resulted in termination (including ill
health retirement).
Professional Services (23%) had the highest percentage subject to formal
procedures under probation. Of those subject to formal review, only 23% were
dismissed.
7.2
Ethnicity Profile:
Despite the very low numbers involved, there is a disproportionate proportion
of BME staff raising formal grievance procedures (40%). Previously there was
a higher percentage of BME staff subject to sickness absence cases (40%),
this has reduced significantly this year to 18%.
7.3
Gender Profile:
Males were continuing the trend of being significantly greater subjects of
disciplinary procedures than women (67%) and also more likely to raise a
grievance (including harassment and bullying), (70%). Females were
proportionally more likely to be subject to probation procedures (62%),
although numbers are very low.
7.4
Disability Profile:
Staff who have declared a disability were more likely to be subject to capability
procedures, as a percentage of all staff at UCL. However, of course, the
number of cases is extremely low, so not statistically robust. Only 4% of people
subject to sickness absence management had declared a disability, a
significant change from previous years.
7.5
Age Profile:
The numbers of all staff at UCL peak in the 25-34 age range reducing by fairly
even percentages to 65+. Discipline (56%) and sickness absence (36%)
procedures peak with staff in the 35 – 44 age range. Capability peaked (67%)
in the 55 – 64 range (again very low numbers). 54% of probation cases relate
to staff in the 25 – 34 age range.
There is notably no member of staff subject to capability and only 4% of
sickness absence procedures in the 65+ age range, suggesting no evidence
that performance or health significantly tails off at the current pensionable
age for those staff who have chosen to remain in employment.
Geoff Lang
Director of HR Strategy and Planning
March 2016
53
Chart 15: Employment Casework
Activity Trends 2009 - 2015
120
Formal cases (no of cases)
100
80
Disciplinary
Grievances (inc H&B)
60
Capability
Sickness absence
Probation Action
40
20
0
2009/10
2010/11
2012/13
2013/14
2014/15
54