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The New University of Bath People Strategy for 2010/11 – 2013/14 Professor Glynis Breakwell, Vice-Chancellor Peter Eley, Deputy Director of HR.

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Presentation on theme: "The New University of Bath People Strategy for 2010/11 – 2013/14 Professor Glynis Breakwell, Vice-Chancellor Peter Eley, Deputy Director of HR."— Presentation transcript:

1 The New University of Bath People Strategy for 2010/11 – 2013/14 Professor Glynis Breakwell, Vice-Chancellor Peter Eley, Deputy Director of HR

2 Why Have a People Strategy? Identifies how we can maximise the contribution of all staff to enable the University to achieve its purpose, goals and objectives and to develop and sustain itself for the future. Sets out an agreed framework for how staff are managed within the University. Sets appropriate and consistent expectations for leaders, managers and staff. Sets the direction for planning improvements within the organisation.

3 Whats in it for me? Clear, shared sense of what were all here for Consistent high standards of management and leadership, value and reward Opportunities to develop their careers and realise their potential

4 What influences what goes into a People Strategy? What the organisation is trying to achieve – its purpose, goals and objectives The environment that the organisation is operating within The culture of the organisation

5 The Role of a People Strategy Sets out the What Corporate Plan / Strategy Annual Planning Sets out the How – through people People Strategy Staff Survey

6 How have we reviewed the People Strategy for the next 4 years? Reviewed the previous strategy and progress made Met with Heads of Department and other senior leaders, trade unions and groups of staff, to consider for the next 4 years Looked at the last (2007) Staff Survey feedback Collated feedback and priorities from which we produced a draft set of outcomes Took these to Executive Committee and Heads of Department, VCG Sessions for groups of staff, departmental teams and individuals

7 The Key Questions Asked A draft new People Strategy with desired outcomes for the next 4 years What does the University need to do to put itself in the best position? What are the key People / Staff issues that relate to those changes? How will the environment change in the next 4 years?

8 UoB Corporate Plan 2009/10 to 2013/2014 Values & Attributes Our values are shown in our commitment to: quality and excellence. highest standards of scientific and professional integrity. freedom to challenge the received wisdom. encouraging high aspirations. equality and diversity. working responsibly and with respect for others. best environmental practice.

9 UoB Corporate Plan 2009/10 to 2013/2014 Values & Attributes The attributes that we prize are: The determination to excel An enterprising approach An international perspective A supportive culture A collaborative style of working

10 People Strategy – 2010/ /4 3 Strategic Aims: To develop, recognise and value: An engaged, diverse and high quality workforce, who are led and supported to realise their potential and achieve the highest standards. Our capacity for adaptability to change and ongoing improvement. High quality leadership and management.

11 New People Strategy Approved 3/3/11 Agree Action Plan Implement Action Plan Review Progress Against Strategy Aims Implementing the New People Strategy Staff Survey Starts 14/3/11


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