Transcript Document
Performance Enabling – Engagement & Cultural Change Outcome of Today • Why did we need to change? • Summary of our approach • What is Performance Enabling? • Performance Enabling Programme – work streams • 2 main points of difference • Progress to date • Next Steps Why did we need to change......... • Changing competitive world • Increased Student Fees • Increased REF expectation • Demanding & innovative engagement with the national knowledge economy • Needed to review our HR contribution to business efficiency in such challenging times. Summary of our approach • Such radical change only possible through intense process of engagement with management, staff & trade unions. • HR team initiated a proactive partnership with academic community creating an inclusive approach to tackling the cultural change. • Conducted 180 session with trade unions, mgt & staff where we listened to and acted on their recommendations. • This information contributed to the Performance Enabling Strategy & Implementation Plan and shaped our journey. What is Performance Enabling........ • Clarifying the expectations of the role and the standard of performance required. • Ensuring clarity on key organisational objectives and contribution to their delivery. • Providing the appropriate support, feedback, coaching and skilling to enable good performance • Removing the barriers that hinder performance. • Ensuring that those who perform well are recognised and those who under-perform are challenged. Performance Enabling Programme - Work streams • Leadership Development • Professional Development Reviews & Online System • Academic Key Performance Indicators (KPIs) • REF • Student Experience • Business Planning • Mediation & Wellbeing • Reward & Recognition Swansea’s Approach 1 Introduction of a suite of Academic KPIs • Bespoke online PDR which enables Academic staff and their Reviewers to access and structure their discussion around a suite of KPIs that link personal performance to corporate objectives. • KPIs focus on : Publications, Grant Applications, PhD Students, Student retention, Student Outcomes, Student Feedback • KPIs identify individuals with excellent performance and those needing further support, enabling leaders to recognise or challenge staff performance in an objective manner. Swansea’s Approach 2 Engagement with management, staff & trade unions • Acceptance and introduction of this radical new approach by academic staff has only been possible through an inclusive partnership of staff engagement. • initially trade unions and staff were suspicious of the programme, particularly the use of individual KPIs. Internal engagement dramatically changed this, resulting in cross institutional ownership of HR by non HR Leaders. • In addition, 86 Cultural change sessions were held with 940 staff in colleges /departments as part of the implementation Progress to date....... • Designed to enable meaningful discussion, introducing online system • KPIs introduced & refined for Academic members of staff. • Confirmation of role of reviewer & who will conduct Reviews • 98% Senior Line managers trained on the legal aspect of Performance Enabling. • 70% of Reviewers trained in a coaching approach to assist effective discussion • 79% Professional Development Reviews were completed against around 25% previously • Systematic evaluation of perceived impact - 68% believed the quality of the Review had improved. Progress to date....... • Every individual member of staff’s impact on the student experience measured through the online Student Feedback System and directly linked to their PDR. • Every individual member of staff’s contribution to the REF preparation exercises, measured and directly linked to their PDR. e.g. Annual PDR 2012 Captured a further 1,000 Publications this year. • Greatly improved management information through the KPI approach, quantatively measuring individual performance • No grievances, action or formal complaints were made as result of implementation • Winners of the THE Leadership and Management Award & UHR Awards 2012 Next Steps • Refine and drive the sustainability of the Performance Enabling culture. • Develop and Implement an improved Recognition & Reward Approach • Review, develop and introduce an online approach for Probation integrating KPIs • Further develop our Leaders • Introduce an improved Academic Career Pathway. Any questions........ Group discussion • What are the challenges in enabling academic individual performance within your own institution? • From what we’ve shared today, what are the areas that could be of use to you?