4.30 Develop initiatives to increase Gender-proof job specs and EC, deans, HR Immediate Ongoing Greater representation of the number of females on key job adverts. Actively females on key decision-making committees encourage female applicants. committees. such as EC, Management Council and Academic Council. 4.31 Develop initiatives to increase Undertake a review of the Deans Sept. 2015 Dec. 2015 Revised policy in and the number of females who act procedures to ensure that the additional females on the as S&E course directors and procedures used to advertise decision-making also initiatives to increase the the relevant S&E will be committees representation of females on gender neutral and that the the S&E Management faculty will actively encourage Committee, Research female applicants. Committee and Research Ethics Committee. Organisation and culture workload management – 4.32 Review and evaluate the Review and evaluate the HR, 2015 Sept. 2016 Implementation of a fair implementation of the WAP. implementation of WAP. and transparent WAP. Identify if a gap exists between Improve the WAP to make it Taskforce April 2015 Sept. 2016 A standardised workload policy and practice. more transparent and easier allocation model used for managers to adopt (in across all departments. PDRS and teaching/work allocations). Integrate the WAP with an Analyse relevant data on HR, deans, April 2015 Sept. 2016 Improvement in workload system to ensure workload experiences from the HoDs experiences data from the greater transparency of recent wellness survey next wellness survey workloads. circulated by HR to all staff. 4.33 Review flexibility around Review to allow the full Director Student April 2016 April 2017 A more flexible scheduling teaching timetabling and academic year to be planned Affairs, HR, EC system in address the academic and use more effective scheduling constraints of the deadlines. system.
4.30 Develop initiatives to increase the number of females on key decision-making committees such as EC, Management Council and Academic Council. Gender-proof job specs and job adverts. Actively encourage female applicants. EC, deans, HR Immediate Ongoing Greater representation of females on key committees. 4.31 Develop initiatives to increase the number of females who act as S&E course directors and also initiatives to increase the representation of females on the S&E Management Committee, Research Committee and Research Ethics Committee. Undertake a review of the procedures to ensure that the procedures used to advertise the relevant S&E will be gender neutral and that the faculty will actively encourage female applicants. Deans Sept. 2015 Dec. 2015 Revised policy in and additional females on the decision-making committees Organisation and culture – workload management 4.32 Review and evaluate the implementation of the WAP. Review and evaluate the implementation of WAP. HR, 2015 Sept. 2016 Implementation of a fair and transparent WAP. Identify if a gap exists between policy and practice. Improve the WAP to make it more transparent and easier for managers to adopt (in PDRS and teaching/work allocations). Taskforce April 2015 Sept. 2016 A standardised workload allocation model used across all departments. Integrate the WAP with an system to ensure greater transparency of workloads. Analyse relevant data on workload experiences from the recent wellness survey circulated by HR to all staff. HR, deans, HoDs April 2015 Sept. 2016 Improvement in workload experiences data from the next wellness survey 4.33 Review flexibility around teaching timetabling and address the academic scheduling constraints of the system. Review to allow the full academic year to be planned and use more effective deadlines. Director Student Affairs, HR, EC April 2016 April 2017 A more flexible scheduling system in
UL%20AS%20DR%20Final.docx