. Please note: the numbers in brackets in the ref column denote the relevant criteria from the 1: Recruitment and Selection: Action Constituency Completion Success measures Priority E/D Responsible L/M/H 1.1 Review and improve internal communication of academic PhD Oct 18 Review complete and any identified H D HR (1.2) and research vacancies to encourage internal redeployment FTC improvements implemented (2.1) T&S Feedback through survey (2.2) (2.4) Make sure emails about job opportunities are sent to staff FTC Oct 18 100% of employed on FTCs receive on Fixed Term Contracts (manually or through Business emails about job opportunities World) See also table 8(3) 1.2 Set up task and finish groups to: All Dec 18 Initial review complete H E HR (1.2) Define training requirements for members of [recommendations from the task and (1.4) recruitment panels, who and by when finish group implemented (NB the task (6.1) Review and improve policy on equality and finish group must include (6.2) composition of all staff and student panels representation from the HRER AAB)] (6.7) Investigate how to improve training provision and make more efficient e.g. through online resources Review student recruitment processes across all Dec 20 HR records of panel memberships and H E HR (Schools) Schools training for staff recruitment Quantify how meaningful data can be captured to School & HR records of staff involved in ensure that we can monitor the diversity of all student recruitment operations involved in student recruitment decisions Equality impact assessments carried out Define processes to monitor the equality from Dec 18 composition of student recruitment processes Further actions defined once the data is Define the process to equality impact assess the available body of people who influence recruitment decisions and student) and monitor regularly Review policies, processes and procedures to ensure that all Jun 19 Reminder about when people were last H E HR staff who influence staff recruitment decisions receive trained sent on an annual basis appropriate recruitment training, which currently includes All staff who influence recruitment in equality & diversity and unconscious bias, on a regular decisions have received appropriate basis training which currently includes unconscious bias and equality & diversity Review policies, processes and procedures to ensure that all Jun 19 (100% by June 19) staff involved in student recruitment decisions receive appropriate recruitment training, which currently includes
Please note: the numbers in brackets in the ref column denote the relevant criteria from the . 1: Recruitment and Selection: Action Constituency Completion Success measures Priority L/M/H E/D Responsible 1.1 (1.2) (2.1) (2.2) (2.4) Review and improve internal communication of academic and research vacancies to encourage internal redeployment Make sure emails about job opportunities are sent to staff on Fixed Term Contracts (manually or through Business World) See also table 8(3) PhD FTC T&S FTC Oct 18 Oct 18 Review complete and any identified improvements implemented Feedback through survey 100% of employed on FTCs receive emails about job opportunities H D HR 1.2 (1.2) (1.4) (6.1) (6.2) (6.7) Set up task and finish groups to: Define training requirements for members of recruitment panels, who and by when Review and improve policy on equality composition of all staff and student panels Investigate how to improve training provision and make more efficient e.g. through online resources Review student recruitment processes across all Schools Quantify how meaningful data can be captured to ensure that we can monitor the diversity of all involved in student recruitment decisions Define processes to monitor the equality composition of student recruitment processes Define the process to equality impact assess the body of people who influence recruitment decisions and student) and monitor regularly Review policies, processes and procedures to ensure that all staff who influence staff recruitment decisions receive appropriate recruitment training, which currently includes in equality & diversity and unconscious bias, on a regular basis Review policies, processes and procedures to ensure that all staff involved in student recruitment decisions receive appropriate recruitment training, which currently includes All Dec 18 Dec 20 Jun 19 Jun 19 Initial review complete [recommendations from the task and finish group implemented (NB the task and finish group must include representation from the HRER AAB)] HR records of panel memberships and training for staff recruitment School & HR records of staff involved in student recruitment operations Equality impact assessments carried out from Dec 18 Further actions defined once the data is available Reminder about when people were last trained sent on an annual basis All staff who influence recruitment decisions have received appropriate training which currently includes unconscious bias and equality & diversity (100% by June 19) H H H E E E HR HR (Schools) HR
hr-excellence-in-research-hrer-action-plan.docx