research first 1 imperial college london 2014 staff survey presentation of research findings ted...
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Research First1
Imperial College London 2014 Staff Survey
Presentation of Research Findings
Ted TurnerJuly 2014
Research First2
Introduction
Imperial College London 2014 Staff Survey
A total of 4589 Imperial employees completed the survey 3rd Feb - 26th Feb 2014
Response achieved from 7607 valid e-mail addresses, giving a response rate of 60%
Differences of 2% compared with the 2011 survey are significant statistically and differences of 3% are likely to represent a real change
Faculty Total numbers Responses Received % ResponseAcademic Support Services (College Centre) 1674 1197 72Academic Support Services (Faculty) 336 215 64Business School 242 200 83Engineering 1537 974 63Medicine 2487 1224 49Natural Sciences 1331 752 56Other n/a 27 n/aTotal 7607 4589 60
Research First3
Introduction
Guide to how the findings are presented
Five point rating scales have been condensed for ease of reading and colour coded as shown in the table below
Rating Scale description Slide colour scheme
5 Strongly agree/Very satisfied/Very useful Those giving a positive answer are shown in this shade of green4 Agree/Satisfied/Quite useful
3 Neither/No opinionThose giving a neutral answer are shown in this shade of grey
2 Disagree/Dissatisfied/Not very useful Those giving a negative answer are shown in this shade of red1 Strongly disagree/Very dissatisfied/Not at all useful
Research First5
Your working life
Q1 Please give your level of agreement with the following statements about your role at Imperial. (slide 1 of 3)
2011 Result
I know what is expected of me in my role
2011 Result
I understand my role in enabling Imperial to achieve its goals and objectives
2011 Result
I have a clear understanding of the goals and objectives of Imperial
0 20 40 60 80 100
87
87
82
84
81
83
5
6
9
9
10
9
7
7
8
7
9
8
Agree Neither Disagree
Base: All Staff (4554)Ref. Q1
%
Research First6
Your working life
Q1 Please give your level of agreement with the following statements about your role at Imperial. (slide 2 of 3)
2011 Result
I am confident about expressing my views and opinions without fear of negative consequences
2011 Result
I know who I can talk to about anything that concerns me about my work
2011 Result
I have access to all the information I need to do my job effectively
0 20 40 60 80 100
66
66
77
76
76
76
13
13
9
10
10
10
21
20
14
13
14
14
Agree Neither Disagree
Base: All Staff (4554)Ref. Q1
%
Research First7
Your working life
Q1 Please give your level of agreement with the following statements about your role at Imperial. (slide 3 of 3)
2011 Result
I am kept well informed of news and events at departmental level
2011 Result
I am kept well informed of news and events at faculty level
0 20 40 60 80 100
75
78
68
71
12
10
17
17
13
11
15
13
Agree Neither Disagree
Base: All Staff (4554)Ref. Q1
%
Research First8
Your working life
Q2 Please indicate the extent to which you are satisfied or dissatisfied with each of these factors in your job. (slide 1 of 4)
2011 Result
My relationship with colleagues
2011 Result
Working with people I respect
2011 Result
Being able to do work that interests me
0 20 40 60 80 100
88
87
88
87
87
86
8
8
7
8
7
7
4
5
5
5
6
7
Satisfied Neither Dissatisfied
Base: All Staff (4439)Ref. Q2
%
Research First9
Your working life
Q2 Please indicate the extent to which you are satisfied or dissatisfied with each of these factors in your job. (slide 2 of 4)
2011 Result
The influence I have over developments and changes affecting my job
2011 Result
The influence I have over my work
2011 Result
The recognition I receive for my achievements
0 20 40 60 80 100
45
47
75
75
58
58
27
27
15
14
21
21
29
26
10
11
21
21
Satisfied Neither Dissatisfied
Base: All Staff (4439)Ref. Q2
%
Research First10
Your working life
Q2 Please indicate the extent to which you are satisfied or dissatisfied with each of these factors in your job. (slide 3 of 4)
2011 Result
Workplace conditions
2011 Result
The volume of work I have to complete
2011 Result
The time I have to complete my work
0 20 40 60 80 100
68
68
58
57
64
63
15
15
21
21
19
19
17
17
21
22
17
18
Satisfied Neither Dissatisfied
Base: All Staff (4439)Ref. Q2
%
Research First11
Your working life
Q2 Please indicate the extent to which you are satisfied or dissatisfied with each of these factors in your job. (slide 4 of 4)
Caring Employer
2011 Result
My career and promotion prospects
2011 Result
0 20 40 60 80 100
70
49.152063312606
58.0056179775281
43.4117313686596
45.040151157298
74.8337028824831
75.1606978879706
22
24.759751271905
20.4822097378277
27.4865400963445
25.5077940481814
16.9068736141907
16.7584940312213
8
26.088185415489
21.5121722846442
29.1017285349957
29.4520547945206
8.25942350332596
8.08080808080808
Satisfied Neither Dissatisfied
Base: All Staff (4439)Ref. Q2
%
Research First12
Your working life
Q3. Please TICK those that are most important to you. (You may tick as many as you wish)Slide shows top 11 from list of 21
Workplace conditions
Working for an institution of academic excellence
My career and promotion prospects
Job security
Flexible working hours
The influence I have over my work
The recognition I receive for my achievements
The pay I receive
My relationship with colleagues
Working with people I respect
Being able to do work that interests me
51
51
52
55
56
57
58
64
68
71
89
%
Base: All Staff (4393)Ref. Q3
Research First13
Your working life
Q4. During the last 12 months have you experienced a level of pressure at work that you consider to be unreasonable? Please choose ONE only
2011
2014
0 20 40 60 80 100
15
12
35
34
29
30
21
24
A lot of the time Some of the time Infrequently Never
Base: All Staff (4227)Ref. Q4
%
Research First14
Your working life
Q5. What would you say was the cause of the unreasonable levels of pressure at work you have experienced? (Answered by 77% of staff)
Other
My home/caring responsibilities (children/elderly etc)
More senior manager
Lack of job security
Colleagues
Pressure to bring in funding
Line manager
Hours of work
Lack of progression prospects
Not informed about developments affecting job
Lack of support from the organisation
Not being consulted on changes that affect my job
Lack of decision making authority
Conflicting priorities
Workload too much
12
10
10
12
12
13
14
15
15
18
19
20
22
23
59%
Base: All Experiencing Pressure (3260)Ref. Q5
Research First16
Development and Progression
Q6. To what extent do you agree or disagree in relation to the following statements on Development and Progression? (slide 1 of 4)
2011 Result
Decisions on pay, incremental level & bonus are fair, objective, consistent
2011 Result
My manager takes an interest in my long term career development
2011 Result
I am motivated to perform well in my job
0 20 40 60 80 100
46
46
66
63
88
88
28
30
17
19
6
7
26
24
17
18
6
5
Agree Neither Disagree
Base: All Staff (4298)Ref. Q6
%
Research First17
Development and Progression
Q6. To what extent do you agree or disagree in relation to the following statements on Development and Progression? (slide 2 of 4)
I am able to attend training that supports my aspirations for development and promotion
2011 Result
Fair & equal learning and dev. opps. regardless of race, age, gender, religion, disability etc
2011 Result
The College's learning and development provision is relevant and of good quality
2011 Result
The learning and development opportunities I need to do my job well are available to me
0 20 40 60 80 100
69
88.009592326139
85.3846153846155
70.1322669947708
69.9407699901284
74.9033600951531
75.4024621212121
21
9.1726618705036
11.1538461538462
19.4401722546908
21.4708785784798
16.3247100802855
16.5482954545455
10
2.81774580335731
3.46153846153846
10.4275607505383
8.58835143139189
8.7719298245614
8.04924242424242
Agree Neither Disagree
Base: All Staff (4298)Ref. Q6
%
Research First18
Development and Progression
Q6. To what extent do you agree or disagree in relation to the following statements on Development and Progression? (slide 3 of 4)
2011 Result
The annual appraisal ( PRDP) with my Line Manager is very useful
2011 Result
My Line Manager takes the PRDP process seriously
2011 Result
I have a PRDP annually
0 20 40 60 80 100
53
51
69
70
74
77
22
23
13
15
10
11
26
26
17
15
16
12
Agree Neither Disagree
Base: All Staff (4298)Ref. Q6
%
Research First19
Development and Progression
Q6. To what extent do you agree or disagree in relation to the following statements on Development and Progression? (slide 4 of 4)
2011 Result
Recruitment and selection applied fairly and consistently in my Department/Division
2011 Result
Confident system of Promotion Reviews is applied fairly and consistently at College level
2011 Result
Confident system of Promotion Reviews is applied fairly and consistently in my Department/Division
0 20 40 60 80 100
67
63
48.820179007323
45.6459330143541
49.5742317660125
47.9508196721311
20
21
30.4719283970708
33.939393939394
25.0277674935209
26.8442622950819
13
16
20.7078925956062
20.414673046252
25.3980007404665
25.2049180327869
Agree Neither Disagree
Base: All Staff (4298)Ref. Q6
%
Research First20
Development and Progression
Q7 Why do you feel recruitment and selection processes are not applied fairly and consistently?(Slide shows answers given by 5% or more of those answering the question)
Not transparent
Candidates chosen before interviews
Not thorough/objective
Panel members are not diverse
Poorly trained panel members
Lack of advertising
No/ineffective short listing
Panel Members Discriminatory
5
7
8
20
24
24
27
32
%
Base: All who disagree that confident that recruitment and selection processes and procedures are applied fairly and consistently (581)Ref. Q7
Research First21
Development and Progression
Q8 What, if anything, prevents you from being able to attend the training you feel you need for development?
Other
Not enough places on course
Don't want training
Not aware of options
Lack of funds/financially unviable
Prevented by supervisor/senior staff member/lack of support
Don't have time/too much work
Lack of options/ opportunities for development
4
1
2
9
14
19
31
36%
Base All disagreeing they are able to attend training that supports my aspirations for development and promotion (422)Ref. Q8
Research First22
Development and Progression
Q9 Do you feel any of the following has affected your progression at Imperial?
None of the above
Other
Your gender identity
Your sexual orientation
Your religion
Your disability
Your ethnic origin
Your accent
Having caring responsibilities
Your gender
Your age
76
7
0
0
1
1
4
4
5
6
7%
Base: All Staff (3903)Ref. Q9
In 2014 this question asked of all staff
Research First25
EqualityQ11 Discrimination. All staff are required by law not to discriminate. Discrimination is defined as one person, or a group of persons, being treated less favourably than another on the grounds of: age, disability, gender, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sexual orientation. During the last three years, or during your time working at the College if shorter than three years, have you personally experienced discrimination at Imperial?
None of the above
Yes, discrimination from elsewhere in the College
Yes, discrimination from manager(s) in your Department/Division
Yes, discrimination from colleague(s) in your Department/Division
93
2
4
3
91
2
5
4
20142011
%
Base: All Staff (3908)Ref. Q11
Research First26
Equality
Q12 What sort of discrimination have you experienced in the last 3 years? (Answered by 7% of staff)
OtherDon't want to sayArea of expertise
Gender identityAccent
Rumour/gossipGeneral appearance
CliquesMarital status
Having caring responsibilitiesSexual orientation
ReligionCurrent position
DisabilityMaternity/paternity
Personal dislikeBullying/harassment
AgeEthnic origin
Gender
144
01111
222
334
55
69
1314
28%
Base: All Staff experiencing discrimination (334)Ref. Q12
Research First27
EqualityQ14. Harassment. Men and women have a right not to be subjected to harassment at work or work in an intimidating environment. Legally, it is defined as occurring where an individual engages in unwanted conduct which has the purpose or effect of violating another person's dignity, or creating an intimidating, hostile, degrading or offensive environment for that person. Please note that an individual may feel harassed or offended even when the inappropriate comment or conduct is not made towards or about the individual personally. During the last three years, or during your time working at the College if shorter than three years, have you personally experienced harassment at Imperial?
No, I have not experienced harassment in the last 3 years
Yes, harassment from elsewhere in the College
Yes, harassment from manager(s) in your Department/Division
Yes, harassment from colleague(s) in your Department/Division
88
2
6
7
88
3
6
6
20142011
%
Base: All Staff (3967) Ref. Q14
In 2011 harassment and bullying were not measured separately and definitions were not provided
Research First28
EqualityQ16 Bullying. The exercise of power over another person through persistent, negative acts or behaviour that undermines an individual, personally and/or professionally. Bullying can be threatening, insulting, abusive, disparaging or intimidating behaviour placing inappropriate pressure on the recipient which can affect self-confidence and self-esteem or has the effect of isolating or excluding them. Bullying can take the form of persistent shouting, sarcasm or derogatory remarks; it can be criticism, without constructive support, to assist a member of staff to address performance concerns; it may also include cyber bullying, ie. using the internet and related technologies to harm another person in a deliberate, repeated and hostile manner. During the last three years, or during your time working at the College if shorter than three years, have you personally experienced bullying at Imperial?
No, I have not experienced bullying in the last 3 years
Yes, bullying from elsewhere in the College
Yes, bullying from manager(s) in your Department/Division
Yes, bullying from colleague(s) in your Department/Division
88
2
6
7
86
3
7
7
20142011
%
Base: All Staff (3958)Ref. Q14
In 2011 harassment and bullying were not measured separately and definitions were not provided
Research First29
Equality
Q18 Who did you inform about any discrimination, harassment or bullying problems?
Nobody
Other
Unions
Harassment Support Contact
HR team member
Senior member of staff
Line manager
44
3
3
2
11
18
25
47
11
4
3
13
19
28
20142011
%
Base: All experiencing or witnessing discrimination, harassment or bullying (1219)Ref. Q18
Research First30
Equality
Q19 How effectively did the _________ deal with your situation?
Unions
HR team member
Senior member of staff
Line manager
0 20 40 60 80 100
23
17
16
25
42
36
25
34
16
28
29
19
19
19
30
23
Very effectively Partially effective Not very effectively Not dealt with
Base: All reporting to person/department shown)Ref. Q19
%
Research First31
Equality
Q20/Q21 Why did you not inform your line manager/senior manager/HR about any discrimination, harassment or bullying problems?
Other
Did not affect me personally
It is being dealt with by others
They are already aware of it
They caused/contributed to the problem
Concerned about the personal consequences of doing so
Do not have a contact
Felt no action would be taken
24
6
12
38
23
36
16
15
8
10
15
24
29
33
Not reported to Line/ Senior Manager
Not reported to HR
%
Base: All not reporting discrimination, harassment or bullying (472)Ref. Q20/Q21
Research First32
Equality
Q22 Over the last three years, or during your time working at the College if shorter than three years, how would you say the College has progressed in terms of promoting equality and eliminating discrimination based on...?
Sexual orientation
Disability
Ethnicity
Gender
Age
0 20 40 60 80 100
21
22
20
28
17
32
33
36
31
38
0
0
1
1
1
47
45
43
40
43
Now better No change Now worse Not sure
Base: All Staff (451)Ref. Q22
%
Research First33
Equality
Q23 How has promoting equality and eliminating discrimination by the College got better? (Answered by 28% of staff. Slide shows answers given by at least 3%)
Better understanding, much better, more support
Just Improved
More talked about, talking to people, more open
More publicity, info, statements about discrimination
Training, courses, advice, presentations, workshops
Procedures in place, good practice, policies, Athena Swan programme
More awareness, higher profile, hear more
More women, ethnic minorities people with children, jobs on merit
3
6
6
7
8
14
18
22
%
Base: All Staff experiencing discrimination (1281)Ref. Q23
Research First36
Equality
Q28 How much, if anything, do you know about the following initiatives and schemes?
Able@ImperialAcademic Gender Strategy Committee
Event Maker SchemeImperial 600
Imperial As OneAcademic Opportunities Committee
Access to workTwo Ticks Scheme
Harassment Support ContactsSupport Services Social Committee
Disability Action CommitteeAthena Committee
Equality and Diversity CommitteeImperial Expectations
Athena SWAN
0 20 40 60 80 100
4589910111114151818
2834
39
78
9910
1316
101313
2121
2718
23
8381
77767571
6773
6866
5555
4043
33
666666666666555
Heard of it & know it Heard of but don't know it Not heard of it Not sure
Base: All Staff (4173)Ref. Q28
%
Research First38
Communications
Q29 Taking everything into account, to what extent do you agree or disagree with the following statements? (slide 1 of 2)
2011 Result
I see my career as being with the College in the longer term
2011 Result
I feel my contributions to the College are recognised and valued
2011 Result
I am satisfied with my present job in my Department/Division
0 20 40 60 80 100
61
64
59
64
79
79
20
17
22
19
9
8
19
19
19
17
11
13
Agree Neither Disagree
Base: All Staff (4134)Ref. Q29
%
Research First39
Communications
Q29 Taking everything into account, to what extent do you agree or disagree with the following statements? (slide 2 of 2)
2011 Result
The reputation of Imperial College is strong
2011 Result
I would recommend Imperial as a good organisation to work for
2011 Result
I am proud to work for the College
0 20 40 60 80 100
92
92
78
79
86
89
5
5
12
13
9
8
3
3
10
8
4
4
Agree Neither Disagree
Base: All Staff (4134)Ref. Q29
%
Research First42
Communications
Q32 How useful do you find each of the following as a way of keeping informed of College news and events? (slide 1 of 3)
2011 ResultNews e-mails from your Faculty
2011 ResultNews e-mails from your Department/Division
2011 ResultStaff briefing e-mail (fortnightly)
2011 ResultEvents e-bulletin (fortnightly)
2011 ResultImperial News - the weekly news e-mail
2011 ResultNews digest e-mail (daily)
0 20 40 60 80 100
4440
5957
6867
3839
4346
2830
2022
1417
1416
2023
1516
1618
107
77
98
89
99
1513
612
46
12
23
23
23
2119
1613
76
3127
3126
3935
Useful No opinion Not useful Not sure/applicable Do not see/use
Base: All Staff (4083)Ref. Q32
%
Research First43
Communications
Q32 How useful do you find each of the following as a way of keeping informed of College news and events? (slide 2 of 3)
2011 ResultImperial College Monthly podcast
2011 Result (News & events pages)Events page of the College websiteNews page of the College website
2011 ResultStaff page of the College website
2011 ResultHome page of the College website
2011 ResultReporter newspaper
0 20 40 60 80 100
1110
5143
49
5952
7360
4135
2122
1924
21
1720
1318
2024
1010
78
8
89
89
1010
23
12
2
12
11
23
5656
222320
1517
611
2828
Useful No opinion Not useful Not sure/applicable Do not see/use
Base: All Staff (4083)Ref. Q32
%
Research First44
Communications
Q32. How useful do you find each of the following as a way of keeping informed of College news and events? (slide 3 of 3)
Imperial Mobile App
2011 Result
2011 Result
2011 Result
Information screens in some building entrances
2011 Result
Posters and fliers around the campus
0 20 40 60 80 100
8.87254901960784
5.50161812297735
8.50490196078432
5.56045895851721
10.4166666666667
43.48337746396
45.124938755512
42.7184466019417
41.7687408133268
19.8774509803922
18.4760223595175
20.2450980392157
17.9170344218888
19.6813725490196
20.859076198882
22.0970112689858
23.3009708737864
24.7672709456149
10.6862745098039
12.180052956752
10.8088235294118
12.3859958811415
10.7107843137255
15.9164460135334
12.469377756002
12.8273021476905
12.1019108280255
2.99019607843137
2.70667843483378
3.40686274509804
2.03000882612533
2.9656862745098
2.29479258605472
2.96423321901029
2.29479258605472
3.65017148456639
57.5735294117647
61.1356281259194
57.0343137254902
62.1065019123272
56.2254901960784
17.4463077375699
17.34443900049
18.8584877905266
17.7119059284664
Useful No opinion Not useful Not sure/applicable Do not see/use
Base: All Staff (4083)Ref. Q32
%
Research First48
Safety in the workplace
Q36. To what extent do you agree or disagree with the following statements?(Slide 1 of 2)
2011 Result
I am aware of my personal responsibilities for health and safety
2011 Result
My Department/Division takes the necessary steps to ensure I am safe in the workplace
2011 Result
I feel confident that the College takes the necessary steps to ensure I am safe in the workplace
0 20 40 60 80 100
96
97
91
92
92
93
3
2
5
5
4
4
1
1
4
3
4
3
Agree Neither Disagree
Base: All Staff (4028)Ref. Q36
%
Research First49
Safety in the workplace
Q36. To what extent do you agree or disagree with the following statements?(Slide 1 of 2)
I get all the training I need on health and safety
2011 Result
The College is doing enough to reduce its carbon footprint
2011 Result
I know who to contact should there be a health and safety issue
0 20 40 60 80 100
85.3252647503782
55.656602400873
59.0731266927475
92.1903052064631
93.1404340234472
10.3883005547151
20.9530738450346
20.3129702076437
3.44105326152005
3.19281616363183
4.28643469490671
23.3903237540924
20.6139030996088
4.36864153201675
3.66674981292093
Agree Neither Disagree
Base: All Staff (4028)Ref. Q36
%
Research First50
Your comments: What is liked and what would you change?
Research First51
Your comments
Q37. What, for you, is the single best thing about working for Imperial?(Slide shows answers given by 2% or more)
Supporting students, working with students
Teaching excellence, improvements in education, contributing
Flexi-hours
Job security, prospects, future
Facilities, equipment, computer systems, journals, resources
Development, training, progression
The money, salary
Location
Culture, caring, intellectually stimulating, inspirational
Research, science, networking, co-operation and collaboration
The work, flexibility,freedom, diversity, the job satisfaction
Reputation, standing, prestige, proud to work here, good on CV
Colleagues, team, relationships, experts, friendships
2
2
2
2
2
3
4
4
8
9
17
20
29%
Base: All Staff answering (3933) Ref. Q37
Research First52
Your comments
Q38. If it were possible, what one thing would you change about working at Imperial?(Slide shows answers given by 3% or more)
More support, more support staff, infrastructure support
Change location, closer to home
Review work loads, less work, less hours, less pressure
Better culture, less financial/corporate, more academic
Improve communication, better comunications, fewer emails
More job security
More flexible working hours, working from home
Better attitude, less politics, less arrogance, less snobbery
More praise, less criticism, more recogntion, more respect
Better management,leadership, line manager
More/better collaborations, interaction, teamwork
Less bureacracy, more freedom, less admin, less teaching
Better promotions, development, prospects, career path
Review pay scales, bonuses, performance related pay, Ts&Cs
Improve working environment, working conditions
3
3
3
3
3
3
4
4
4
4
6
6
7
9
10%
Base: All Staff answering (3708) Ref. Q38
Research First54
Conclusions
Conclusions - 1The pattern of findings in 2014 is very similar to that seen in the 2011 survey
Understanding of Imperial's objectives and how one's role fits within those objectives remains high
At least three-quarters of staff feel they have all the information they need to do their job and would know who to talk to if they had any work concerns
Whilst two-thirds continue to feel confident in expressing their views without fear of negative consequences, it remains true one in five do not feel this way
In 2011 at least three-quarters felt well informed at faculty and departmental level and there has been a 3% improvement on these measures
Over 85% remain satisfied with their relationship with colleagues, that they have interesting work and that they work with people they respect
Over two-thirds of staff include these three areas amongst the aspects of work they consider 'most important'
Research First55
Conclusions
Conclusions - 2
Workplace conditions remain satisfactory to two-thirds, but a sixth are dissatisfied
For recognition of contribution and achievement around six out of ten give positive feedback whereas up to a fifth remain dissatisfied
Nearly three in 10 are dissatisfied with their career and promotion prospects (unchanged from 2011)
Job security is 9% higher
The proportion of staff feeling a level of pressure at work they feel is unreasonable at least some of the time has fallen from 50% in 2011 to 46% in 2014Whilst workload is the most common cause, conflicting priorities, lack of decision-making authority and lack of consultation are contributory in at least one in five cases
The majority of staff (88%) feel motivated to do their job well. Only 5% disagree
Feedback on learning and development is generally favourable
Research First56
Conclusions
Conclusions - 3
Opinion remains divided on PRDP: half think it useful, a quarter disagree
Opinion also remains similarly divided in the area of promotion reviews
At least three-quarters feel their progress has NOT been affected by factors such as age, gender, accent, ethnic origin, having caring responsibilities etc
91% said they had NOT personally experienced any discrimination in the last 3 years (or since joining if this was less than three years ago) 88% have NOT personally experienced harassment 86% have NOT personally experienced bullying
The proportion satisfied with their job remains 79%. Around one in eight are dissatisfied.
2014 Imperial College Staff Survey
James Stirling, Provost
Louise Lindsay, Director of HR
Stephen Richardson, Associate Provost
Thank you; Student Hardship Fund
• Thank you to all 4589 who contributed.
• Profile of responses:• 27% Academic Staff• 25% Research Staff• 45% Professional, Technical and Operational Staff• 3% Learning and Teaching Staff
• Thanks to staff who participated in the survey, £4,589 has been donated by the College to the Student Hardship Fund.
• The Hardship Fund is primarily intended to assist those students who have experienced a change in their financial circumstances after registering with the College.
Next Steps
College wide presentations South Kensington: Wednesday 11 June, 10.00, Clore Lecture Theatre Hammersmith: Thursday 12 June, 10.00, Lecture Theatre 2, Wolfson
Education Centre St Mary’s: Friday 20 June, 9.30, Anthony de Rothschild Lecture Theatre,
Medical School Building, 2nd Floor Silwood Park: Monday 14 July 10.00, Fisher Lecture theatre
Faculty and Departments to be provided with their data for local presentations and local action plans
Diversity, Heath and Safety, Development data will be provided to respective committees and interested groups
Provost’s Board and Council are reviewing the data.
We recognise we need to improve awareness of initiatives in place for staff and develop further responses to issues still of concern.
Confidentiality – A reminder and reassurance
During participation•A unique and randomly generated serial number was generated and assigned to your email address for the duration of the survey.•The serial number and a unique survey link were known only to the research company, Research First, allowing complete confidentiality and anonymity to participants.
During analysis•The unique serial number was used when analysing the survey results to preserve confidentiality and anonymity - a long established survey practice.•This confidentiality and anonymity falls within the Code of Conduct of the Market Research Society within which Research First operates.•Any personal details provided by survey participants will not be analysed in a level of detail that could in any way compromise confidentiality and anonymity.
More interventions needed: Recruitment and Selection
You said:•16% of staff think that recruitment and selection procedures are not carried out fairly.
•This is a poorer result than in 2011 when 13% of staff disagreed.
What we will do:•A College wide review of the recruitment process is underway.•An E-learning course will be promoted as a refresher for all those involved in recruitment.•There will be wider communication of case studies where recruitment has not gone well – sharing lessons learnt.
Managing Pressure – Support Awareness
You said:
• 77% of staff have experienced unreasonable levels of pressure at work.
• The main causes are:• High volume of work – 59%• Conflicting priorities – 23%• Lack of decision making authority – 22%• Not being consulted on changes that affect jobs – 20%• Lack of support from the organisation – 19%
Managing Pressure – Support Awareness
What we will do:•The College recognises that there are long-term, negative, implications for both individuals, and organisations when dealing with pressure.
•‘Imperial Expectations’ is a framework for training and support for managers to minimise unnecessary pressure on staff.
•We have also compiled a range of training and support for staff : Building Personal Resilience Keeping Cool Under Pressure Tackling Stress in Your Team Coaching Meditation Occupational Health Stress tool Mental Health Support through OH and Disability Adviser
More interventions needed - Recognition
You said:•21% are dissatisfied with the recognition of their contribution.•This figure has not improved since the last survey.•The response was consistent across most staff groups •Research staff were most satisfied with the recognition they receive (63% of staff).
What we will do:•Extend the range of recognition schemes at College level.•Work with Departments, in their local discussions and action planning, to consider more informal ways of thanking and recognising the contribution of all staff.
Recognition Schemes and Initiatives
Examples of recognition schemes currently operating in different areas of the College:
• Teaching Awards• President’s Medals and Awards for teaching, research and supporting the
student experience• Employee of the Month (some areas)• Graduate Teaching Assistant of the Year• Student Academic Choice Awards• Gala Dinner
More interventions needed - Appraisal (PRDP)
You said:•77% staff agree they have an annual appraisal
But….•There were much lower satisfaction ratings for the way the appraisal is conducted and how useful it is – down to 51%.
What we will do:•We are committed to a meaningful annual appraisal for all staff as a way of giving feedback on their professional contribution and supporting personal development.•We will be communicating and offering more training on this to improve awareness of the benefit of a ‘good’ PRDP.•The Provost’s Board will review PRDP training and completion data annually.
Environment/Working Conditions
You said:•21% of staff think that the College is not doing enough to reduce its carbon footprint.•The working environment was highlighted by the majority of staff as the top ‘one thing that they would change’ about working at the College.
What we will do:•Imperial West provides opportunities for space and better facilities both at White City and South Kensington.•Capital expenditure under a master plan review is underway.•Better communication of actions – College progress on this issue and future plans for reducing our Carbon Footprint to be released.
Discrimination, harassment and bullying
You said:•There have been significant improvements on College progress in eliminating discrimination.•However …. there are still staff experiencing discrimination, harassment and bullying from managers and from colleagues.
What we will do:•We will continue to promote Imperial Expectations to improve line management of staff.•We will be extending our Respect for Others guidance to reinforce appropriate behaviour and conduct between colleagues (nearly half of bullying concerns relate to colleagues rather than managers).•We will continue to promote the support available to staff including the informal routes of mediation and support for resolving differences.
Harassment Support Contacts (HSC) Awareness
• The role of an HSC is to act as a sounding board, giving individuals an opportunity to talk confidentially through their concerns with a trained member of staff.
• HSCs can be contacted whenever you feel that confidential support would be of use to you.
• HSCs respect privacy, discuss options and implications, and generally provide confidential and informal support.
• HSCs are trained staff available from across the College.
• Further information can be found on the College’s HR webpages.
Two Ticks Awareness
• The College obtained the Two Ticks Accreditation through Jobcentre Plus.• The Two Ticks symbol appears on adverts encourages applications from disabled
people.• This accreditation means as a College we will:
interview all disabled applicants who meet the minimum criteria for a job vacancy discuss with disabled employees what we can both do to make sure they can
develop and use their abilities make every effort when employees become disabled to make sure they stay in
employment take action to ensure that all employees develop the appropriate level of disability
awareness• Further information can be found on the College’s website:
http://www3.imperial.ac.uk/equality/disabilities/twoticks
Confidence in expressing views
You said:•20% of staff said they were not confident in expressing views without fear of negative consequences.•By staff group – this increases to 23% of academic staff who disagree.•This figure is unchanged from the last survey.
What we will do:•Heads of Department will be asked to explore this further when they
disseminate results locally.•HR staff will collate information on barriers that are preventing staff
expressing views. They will be speaking to staff and working with the Trade Unions to assist with College and local action plans.•We are committed to changing this.
Raising Concerns
Type of Concern Contact Telephone & Email
Fraud or other financial irregularity John NeilsonCollege Secretary and Registrar
020 7594 [email protected]
Misuse of IT equipment or systems John ShemiltDirector of ICT
020 7594 [email protected]
Unsafe working practices or environment
Anton de PaivaActing Director of Safety
020 7594 [email protected]
Health Matters Claire O’BrienDirector of Occupational Health
020 7594 [email protected]
Breaches of data protection Jonathan HancockHead of Central Secretariat
020 7594 [email protected]
Physical Security Issues Nick RoalfeDirector of Estates Facilities
020 7594 [email protected]
Grievance or disciplinary issues Louise LindsayDirector of HR
020 7594 [email protected]
Matter relating to national security John Neilson, Debra Humphris,Dennis Wright and Louise Lindsay
Equal Opportunities Awareness
Provost’s Board
Equality and Diversity CommitteePurpose: the College's overarching
equalities and diversity group.Chair: Debra Humphris (Vice-Provost,
Education)
Disability Action Committee Purpose: to remove barriers that
may exist in appointment or career advancement for staff with
disabilities, make the College a comfortable and safe working
environment, ensure all staff and students have equitable
opportunity to fulfil their potential.Chair: John Neilson (College
Secretary and Registrar)
Equal Opportunities Awareness
Equality and Diversity Committee
Disability Action Committee
Able@Imperial Purpose: the
College's staff forum open to all disabled
staff, staff who support disabled
dependents, and staff who have an interest
in disability in the workplace.
Chair: Miss Sarah Shemilt (Finance
Systems Support & Communications
Officer)
Provost’s Board Champion – John
Neilson
Imperial 600 Purpose: to support lesbian,
gay, bisexual, and transgender staff and to
help the College promote equal opportunities.
Chair: Mr Dean Pateman
(Academic Registrar)
Provost’s Board Champion – Muir
Sanderson
Imperial as One Purpose: an advisory group
made up of black and minority ethnic staff. This group helps set priorities and advises the College, particularly by examining custom and practice, the traditions of the College, and identifying how these
impact on staff. Chairs: Zarine Khurshid
(Training and Development Coordinator)
and Betty Yue (Head of CPD)
Provost’s Board Champion – Anand
Anandalingam
What improvements do we need to make?Improve awareness
Communications
You said:
What we will do:
•We will be in contact with staff to find out their views on why these types of communication are not being seen by staff or found to be useful. This will commence with staff being invited to attend focus groups to discuss the Reporter.
•We will review the College’s methods of communications in line with the feedback that we receive.
Type of communication
Useful(%)
No opinion(%)
Not useful(%)
Not sure/applicable (%)
Do not see/use (%)
Staff Briefing 67 16 8 2 6
Reporter 35 24 10 3 28
Home Page 60 18 9 1 11
Contact us with feedback and ideas for addressing issues
• James Stirling – ProvostEmail: [email protected]
• Louise Lindsay - Director of HR Email: [email protected]
• Stephen Richardson – Associate Provost
Email: [email protected]
In Summary…
• Recruitment and Selection• Recognition• Appraisal (PRDP)• Managing Pressure• Environment/Working Conditions• Discrimination, harassment and bullying• Confidence in expressing views• Equality Awareness • Communications
We now invite comments and questions from the audience…..
We have highlighted these as the key points from the survey. Are there any omissions?