Students Staff
University of Essex

December 15, 2016

New disciplinary procedure: a fair and consistent approach

The University has launched a new disciplinary procedure.  This is part of our commitment in the People Supporting Strategy to justice in the workplace, including the right to a fair hearing.

High standards of professional behaviour and conduct are essential for the maintenance of a good working environment and the delivery of the University’s strategic plan.  The aim of the disciplinary procedure is to help and encourage required standards of behaviour, conduct and attendance.

The emphasis of the procedure is on tackling issues as they arise and dealing with matters informally without recourse to formal procedures.  If this has not been possible, then the procedure provides a fair and consistent approach – the individual has the right to see the case against them and to have a hearing where they are able to put forward a response.

The new procedure covers all University staff, supplementing the provisions of Ordinance 41.  The procedure sets timings at each stage to encourage a prompt resolution, to the benefit of all involved.

Link HR teams can provide more advice and support on the procedure.



December 8, 2016

Grievance Procedure

The University has launched a new grievance procedure.  This is part of our commitment in the People Supporting Strategy to justice in the workplace, ensuring that our staff have access to proper processes to address concerns which includes the right to a fair hearing.
 
Our new procedure emphasises informal and prompt action wherever possible.  Dealing with issues as soon as they arise and having an honest discussion can help resolve things quickly and protect relationships.   However, if this has not been possible, then it is important that we have an accessible and fair formal process.  
 
The new procedure covers all University staff.  The provisions supplement those of Ordinance 41 and provides more opportunities for employees to have a grievance heard and potentially resolved.  
 
Flowcharts are provided so that all parties are clear about what should happen next, with detailed information about who can take decisions at each stage and what needs to be provided and when.
 
Link HR teams can provide more advice and support on the procedure.


July 20, 2016

Organisation Structure

Filed under: Developing Excellence,People Management — Tags: , , , , , — Seryan Mustafa @ 10:13 am

What is ‘organisation structure’?

The organisation structure is the backbone of our University. It gives details of the departments and jobs in which people work, and their relationship to each other.

A clearly mapped structure allows the University to highlight vacant positions and those to which we are recruiting; this helps us to understand how changing certain jobs can impact other people and their jobs. It also enables the University to estimate financial staffing costs both now and in the future.

A clear and well planned organisation structure helps us create a robust plan for a successful future.

 

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May 19, 2016

Booking Annual Leave in HR Organiser

What is HR Organiser?

HR Organiser is an online self-service system that gives employees easy access to view and amend their employment information via a dedicated and secure web portal.

You can already access your payslips and book training and development. Over the coming months, annual leave, sickness absence recording, expenses and HR records will continue to move onto the new system.

The University is moving to an online system to make our processes more efficient, reducing paperwork and saving you time and effort. It will also allow us to collect information in one place, enabling us to spot problems and take action.

Most areas of Professional Services have already gone live with booking annual leave – for all staff within Faculties, annual leave went live on 18th April.

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February 15, 2016

You’re hired!

People Supporting Strategy

People Supporting Strategy

From 11th July, we will be moving to a new e-recruitment system, which will improve the process for recruiting managers. Effective recruitment is an important way of building our capacity and capability to achieve the aims of our Strategic Plan.

This work, together with new guidance and training, will help us deliver the commitments outlined in our People Supporting Strategy.

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January 20, 2016

Managing sickness absence in HR Organiser

Filed under: Advice & Support,People Management — Tags: , , , — Seryan Mustafa @ 4:30 pm
People Supporting Strategy

People Supporting Strategy

What will it mean for me?

If you are absent from work due to illness, you will report your sickness as you do now, in line with the University policy. A period of sickness will be opened in People Manager, and you will receive an email to your work address confirming this. On your return to work, you will log onto HR Organiser and close the period of sickness, confirming that you are back at work.

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January 19, 2016

More to discover in HR Organiser coming soon….

Working better together

People-SUpporting-Strategy-icon

People Supporting Strategy

The People Supporting Strategy is the blueprint around which we will build improvements to our processes and the way we do things at the University. One of the first ways our HR team aims to make these improvements is through better use of the HR Organiser system.

Why are we moving to an online system?

HR Organiser provides the University with a secure integrated system where everyone has access to and ownership of their own data and that data is dealt with consistently across the board. It will reduce the need for entering HR data in multiple places and reduce paperwork, giving all of us access to the information we need to do our jobs.

There are five areas of work, all of which will be rolled out over the next academic year: (more…)



December 1, 2015

Building confidence and trust in our managers

Filed under: People Management — Tags: , , , , , — Paul Smart @ 9:38 am

Have you answered the latest question of the month?

October’s QOTM results

In October 2015 we asked whether your line manager inspired confidence and trust. We received over 190 responses and the highlights were:

  • Overall 57.9% of the responses voted ‘yes’ their line manager inspires confidence and trust.
  • In the Faculty of Science & Health, 75% of the votes were ‘yes’, followed by the Faculty of Social Sciences with 69.2% ‘yes’ votes and Professional Services staff voting 56.1% positively.
  • The Faculty of Humanities, Professional Services staff within a faculty/department and Campus Services all received 50% or lower ‘yes’ voters.

Feedback from the free text comments will be factored into an ongoing review of manager training and development opportunities at the University. This is a core element of the People Supporting Strategy which seeks to clarify the roles and responsibilities of those who are in leadership and management positions and establish a talent development programme for all members of the University.

Training currently available

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November 11, 2015

See things differently at Essex

WEAREESSEX

The way we work matters. That’s why we’ve consulted with you to create a set of behaviours that best describe our attitude to working at the University of Essex.

Introducing the Essex Professional framework

Every successful team is underpinned by the strengths, talents and behaviours of its members, and a shared understanding of what it wants to achieve. Everyone has something to offer.

Whatever your role or level of responsibility, as an employee of the University of Essex within Professional Services we want to encourage and equip you to play a full part in the organisation’s  future success.

That means everyone demonstrating attitudes and behaviours at work to make the University of Essex an inspiring, positive and collaborative place to work. We’re promoting this through a framework called the Essex Professional. This defines a set of core, positive behaviours which frame how we approach our work, complementing what we do.

What we mean by behaviour

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October 29, 2015

Unconscious bias

We all have biases but how can we stop them affecting our decision-making?

Think of a surgeon, or a nurse, and do you picture a man or a woman?

What do you think when you see someone who is overweight or particularly short, someone who has facial piercings or tattoos, someone who wears a headscarf?

Unconscious, or implicit, bias affects every area of our lives. Unconsciously we tend to like people who look like us, think like us and come from backgrounds similar to ours. We all like to think we are open-minded and objective but research has shown that beliefs and values gained from family, culture and a lifetime of experiences influence how we view and evaluate both others and ourselves.

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