UCC: The Staffing Challenges
Department of Human Resources
Short presentation on the staffing challenges
facing the University and the response that is
planned / needed to ensure that the
challenges are addressed and the potentially
negative impacts are minimised
Department of Human Resources
Staff Numbers - Controls
Universities Act 1997
Employment Control Framework
FTE Ceiling for the University as part of ECF
Recruitment Constraints
Definition of “Entry Grade”
Point on Scale Restrictions
“Grade drift”
Department of Human Resources
Staff Numbers -
 FTE figures (Core Staff) as at December 2008: 1,911.50
Academic Staff Dec ’08: 781.30
Support Staff Dec ’08: 1130.70
FTE figures (Core Staff) as at May 2012: 1,680.28
Academic Staff May ’12: 696.99
Support Staff May ’12: 983.29
Total Reduction - 12.10%
Academic Staff Reduction – 10.79%
Support Staff Reduction – 13.04%
Department of Human Resources
Staff Numbers -
University FTE Ceiling 2012 – 1,728.60
Projected reductions required 2013 – 2015:
2013 – 2% - c. 35 FTE
2014 – 1% - c. 17 FTE
2015 – 1% - c. 17 FTE
Retirements 2013 – 2015: 38
Department of Human Resources
Staff
Uni
Total
Acad.
Total
Supp
%
Acad
%
Supp
Total
Ac. Rh
Total
S . Rh
Overall
% Ac
Overall
%S
% Ac
L 10
UCC
701
1013
41%
59%
519
274
49%
51%
72%
UCD
944
1140
45%
55%
563
331
51%
49%
72%
TCD
680
1072
39%
61%
680
387
48%
52%
82%
NUIG
732
818
47%
53%
413
39
57%
43%
84%
DCU
472
404
54%
46%
264
70
61%
49%
77%
UL
498
521
49%
51%
293
123
55%
45%
61%
NUIM
260
287
46%
53%
149
53
55%
45%
92%
Department of Human Resources
Impact
On:
Service to students
Leadership
Staff
Equity of Resourcing
Morale
Ability to innovate /
Deliver new initiatives
Department of Human Resources
Response
Flexibility
Progress under Croke Park
Specific Areas – rosters / work practices
Staff Re-assignment Policy
Absence Management Policy
Capability Policy
Department of Human Resources
Response
Negotiation
With HEA on FTE Ceiling
With DES on
Entry Grades
Recruitment ‘Point on Scale’
With Unions on work practices under PSA
Department of Human Resources
Response
Staff Well-Being/ Welfare
Staff Well Being survey completed
1150 staff responded
Results will feed into a Staff well-Being / Welfare Plan by the autumn
Communication Plan – Staff Bulletin
Department of Human Resources
Response
Staff Morale
Progression
Promotion
Job evaluation
Communication
‘Great Places to Work’ initiative
Department of Human Resources
Response
Leadership / Management
Leadership Development
Heads and Managers Forum / Management groups
Newly appointed academic heads – initiative
Project on Role of Head
Skills development for Line Managers
Policy development
Department of Human Resources
What is Needed?
Greater flexibility under legislation
Clear Strategic Plan
Accurate analysis of the situation
Communication of relevant / contextual information
Transparency / Equity of approach
Co-ordinated approach
Co-operation from management and staff across the University
‘University’ perspective in decision making
Department of Human Resources
Department of Human Resources