Marriage and civil partnership No envisaged impact. Does the activity have the potential to impact equality groups in the following ways: Access to or participation in UWE Faculties or Professional Services? Levels of representation across the UWE workforce? Student experience, attainment or withdrawal? Staff experience? Please indicate YES or NO. If the answer is YES then a full analysis must be carried out. If the answer is NO, please provide a justification. YES. Although the role review represents a clarification of existing and responsibilities, there is the potential for staff experience to be impacted, particularly if there are any changes to grading or line management. Equality analysis screening sign off: Faculty Dean or Head of Service Faculty / service Date Please return the completed form back to the Equality & Diversity Unit for feedback and publication Section 2 Full Equality Analysis 1. Name of the activity (strategy, policy or practice etc) Recruitment & Outreach Role Review 2. What is the aim of the activity (objective or purpose)? The aim is to provide accurate and meaningful job descriptions and ensure staff have clarity of roles and responsibilities. The net consequence should be that we meet the needs of the student recruitment market and internal/external key stakeholders more strongly too. 3. If amending a current activity, what changes are proposed? No change to overall FTE or individual job titles. No new roles being introduced. All existing roles subject to same review process. Line management responsibility for R&O Coordinator roles will be affected. Currently two coordinators have responsibility for line managing four R&O Assistants, under the proposed changes one coordinator will have responsibility for all assistants. This is to achieve a more effective management structure and spans of control.
Marriage and civil partnership No envisaged impact. Does the activity have the potential to impact equality groups in the following ways: Access to or participation in UWE Faculties or Professional Services? Levels of representation across the UWE workforce? Student experience, attainment or withdrawal? Staff experience? Please indicate YES or NO. If the answer is YES then a full analysis must be carried out. If the answer is NO, please provide a justification. YES. Although the role review represents a clarification of existing and responsibilities, there is the potential for staff experience to be impacted, particularly if there are any changes to grading or line management. Equality analysis screening sign off: Faculty Dean or Head of Service Faculty / service Date Please return the completed form back to the Equality & Diversity Unit for feedback and publication Section 2 Full Equality Analysis 1. Name of the activity (strategy, policy or practice etc) Recruitment & Outreach Role Review 2. What is the aim of the activity (objective or purpose)? The aim is to provide accurate and meaningful job descriptions and ensure staff have clarity of roles and responsibilities. The net consequence should be that we meet the needs of the student recruitment market and internal/external key stakeholders more strongly too. 3. If amending a current activity, what changes are proposed? No change to overall FTE or individual job titles. No new roles being introduced. All existing roles subject to same review process. Line management responsibility for R&O Coordinator roles will be affected. Currently two coordinators have responsibility for line managing four R&O Assistants, under the proposed changes one coordinator will have responsibility for all assistants. This is to achieve a more effective management structure and spans of control.
Recruitment-and-Outreach-Role-Review-EA-for-consultation.docx