Department of Electrical and Electronic Engineering -Staff Survey
Action Plan
2014
From the responses to the questions in the staff survey – it seems that DEEE has 4 keys areas that it
needs to focus on in the short term. These are:
1)
2)
3)
4)
How we communicate across the Department
Promotion and career progression and access to learning and develop opportunities
PRDP process of objective setting and performance review
Harassment and bullying behaviour within the department
Concern
Communication
within the
Department
Communication and
engagement –
further research
Action
Investigate alternative methods rather than the
cascade email for information sharing.
Investigate new ways of sharing key information; new
website, blackboard and Sharepoint; department
corridors etc
HoD to have coffee with RAs to discuss the results of
the staff survey and obtain feedback.
Timeline
Ongoing throughout
2014/2015
Spring 2015
As part of preparing bid to obtain Bronze Athena Swan
award, undertake series of staff consultation sessions
with external facilitator from LDC. We envision this
will be separate sessions for different levels; PhD/RA
pre-doc/post –doc/fellow& lecturer and senior
lecturer and reader level and professorial levels
Once feedback collated, form an action plan which will
feed into the Athena Swan bronze submission.
In the meantime the existing termly lunch with all RAs
and academic staff will continue.
Improved
engagement and
motivation –
continuing learning
and development
opportunities
Department culture
ensuring fairness
and transparency in
all endeavours –
further research
Investigate the factors affecting engagement and
motivation to be including in the consultation sessions
in Spring 2015 – action plan to follow
From feedback sessions ascertain what are the
barriers or perceived barriers to learning and
development opportunities – then put action plan in
place
Follow up on the Faculty activities/campaign in
relation to anti-bullying/harassment/discrimination to
be launched in January 2015.
Follow on activities to be decided once report
received to address issues (feedback from the
consultation sessions also to be considered)
Spring 2015
onwards
July 2015 onwards
July 15 onwards
Department of Electrical and Electronic Engineering -Staff Survey
Action Plan
Department culture
ensuring fairness
and transparency in
all endeavours
Department culture
ensuring fairness
and transparency in
all endeavours
Department culture
ensuring fairness
and transparency in
all endeavours
2014
Caring responsibilities affects career progression:
One free day of emergency child/adult dependent
care
Department circulate programme to encourage its
usage
Ensure promotions reviews are applied fairly and
consistently;
1. Consider the wording of the email that
currently goes out from the department to
encourage staff to come forward if they feel
there is a case.
2. Ensure elected participants on all panels
Pilot for a year until
September 2015
Usefulness of PRDPs- further research
During consultation session with all staff and PhD
students in the departments gathering views on how
the usefulness of yearly reviews can be improved.
Spring 2015
Let this feedback inform an action plan – included in
Athena Swan action plan
Next job level
review and pay
relativity rounds