work shadow coordinator will also be responsible for the monitoring of take up of both programmes. This includes maintaining a Work Shadowing intranet page which is kept up to date with work shadowing opportunities and contact names. 6.9 While ODD is not involved in the day to day management of the programme, it will support the Head of Departments and hosts to ensure that the programme is running well and ask for regular updates. It will also assist to find the most appropriate contact in a host department if a member of staff expresses an interest in work-shadowing. Eligibility 7.1 The programme is open to all staff employed by Royal Holloway, excluding casual staff. How to arrange Work Shadowing The flowchart on page 6 outlines the for arranging and completing the work shadowing placement. Each request for work shadowing will be considered on its own merits and will be dependent on individual and operational circumstances. It may not be possible for all requests to be accommodated. 8.2 Host departments can also identify and advertise any specific work shadowing opportunities on the ODD webpage as they arise. Preparation for Work Shadowing 9.1 A meeting must be held before the placement between the prospective shadow and the host, where the objectives and ground rules for the work shadowing placement are shared and agreed. Areas for discussion can include: Objectives of the work shadowing placement Areas of interest in the job role/team/department How the work shadowing fits in with the shadows current role/career development Confidentiality issues Health and safety issues Key policy issues Dates and times. What happens after Work Shadowing? The shadow should meet with their host to reflect on their experience and ask any clarifying questions. They should also meet with their own line manager. The shadow will be asked to complete an online evaluation questionnaire. Monitoring and Review
work shadow coordinator will also be responsible for the monitoring of take up of both programmes. This includes maintaining a Work Shadowing intranet page which is kept up to date with work shadowing opportunities and contact names. 6.9 While ODD is not involved in the day to day management of the programme, it will support the Head of Departments and hosts to ensure that the programme is running well and ask for regular updates. It will also assist to find the most appropriate contact in a host department if a member of staff expresses an interest in work-shadowing. Eligibility 7.1 The programme is open to all staff employed by Royal Holloway, excluding casual staff. How to arrange Work Shadowing The flowchart on page 6 outlines the for arranging and completing the work shadowing placement. Each request for work shadowing will be considered on its own merits and will be dependent on individual and operational circumstances. It may not be possible for all requests to be accommodated. 8.2 Host departments can also identify and advertise any specific work shadowing opportunities on the ODD webpage as they arise. Preparation for Work Shadowing 9.1 A meeting must be held before the placement between the prospective shadow and the host, where the objectives and ground rules for the work shadowing placement are shared and agreed. Areas for discussion can include: Objectives of the work shadowing placement Areas of interest in the job role/team/department How the work shadowing fits in with the shadows current role/career development Confidentiality issues Health and safety issues Key policy issues Dates and times. What happens after Work Shadowing? The shadow should meet with their host to reflect on their experience and ask any clarifying questions. They should also meet with their own line manager. The shadow will be asked to complete an online evaluation questionnaire. Monitoring and Review
work-shadowing-guidance-note.docx