-promoted our new E&D strategy across all areas of the PSA’s activity to ensure our community is aware of its aims and how they can contribute -nearly completed the accreditation process with Athena -completed the accreditation -continued to work with the Athena Swan as a visible statement of our commitment to a process with Athena Swan and Swan framework and promoted it more diverse organisation continued to work with their across our communities as a visible framework and promoted it statement of our commitment -developed clear measurable diversity data targets across our communities as a benchmarked against market data, to hold ourselves to visible statement of our account commitment to a more diverse organisation -increased the inclusion of each of the diverse groups monitored -increased the inclusion of each of the -increased the inclusion of each of the diverse across our activities by 5%, based on diversity audit data (also see diverse groups monitored across our groups monitored across our activities by 5%, Membership section) activities by 5%, based on diversity based on diversity audit data (also see audit data (also see Membership Membership section) section) Evaluation metrics By 2020, we will have: By 2023, we will have: By 2026, we will have: Finance, governance -conducted a strategic review of resourcing for & staffing membership and the provision of teaching resources and implemented recommendations -appointed and inducted a new CEO to assume -monitored progress on new -monitored progress on new revised leadership for the implementation of this strategy and to revised strategy based on strategy based on feasibility review and revise its direction as appropriate feasibility studies/progress studies/progress against objectives against objectives -reviewed the provision of office space and procured a cost effective alternative (by expiry of the lease in 2019)
-promoted our new E&D strategy across all areas of the PSA’s activity to ensure our community is aware of its aims and how they can contribute -nearly completed the accreditation process with Athena Swan as a visible statement of our commitment to a more diverse organisation -developed clear measurable diversity data targets benchmarked against market data, to hold ourselves to account -increased the inclusion of each of the diverse groups monitored across our activities by 5%, based on diversity audit data (also see Membership section) -completed the accreditation process with Athena Swan and continued to work with their framework and promoted it across our communities as a visible statement of our commitment to a more diverse organisation -increased the inclusion of each of the diverse groups monitored across our activities by 5%, based on diversity audit data (also see Membership section) -continued to work with the Athena Swan framework and promoted it across our communities as a visible statement of our commitment -increased the inclusion of each of the diverse groups monitored across our activities by 5%, based on diversity audit data (also see Membership section) Evaluation metrics By 2020, we will have: By 2023, we will have: By 2026, we will have: Finance, governance & staffing -conducted a strategic review of resourcing for membership and the provision of teaching resources and implemented recommendations -appointed and inducted a new CEO to assume leadership for the implementation of this strategy and to review and revise its direction as appropriate -reviewed the provision of office space and procured a cost effective alternative (by expiry of the lease in 2019) -monitored progress on new revised strategy based on feasibility studies/progress against objectives -monitored progress on new revised strategy based on feasibility studies/progress against objectives
PSA%20STRATEGIC%20PLAN%202017-2027%20-%20Master%20Jan%202017_DRAFT.docx