4.19 Support career Department will continue to Academic staff appraisals to run Annual appraisals embedded in HoD, Heads of (O) progression ensure that appraisers and annually from 2015. Department culture. Division, DS-AS for women those being appraised 4.20 Department to collect data on Higher satisfaction with Support from through undertake relevant (O) uptake of annual appraisals by appraisal process among female Admin effective Professional and Personal academic staff (from January 2016). researchers and academics as appraisal Training courses. 4.21 measured by SBS staff survey (O) Promote high uptake of appraisal (from 55% in 2013). (>70% across all groups), by 4.22 publicising (in induction packs, on Increased uptake of appraisal (O) web pages) the supportive nature of training (>50% staff completing appraisals as an opportunity to reviewer/reviewee training by discuss career progression. end 2019) 4.23 Support career Department continues to Revise Department induction packs 20% increase in uptake of DS-AS (O) progression monitor attendance by staff to include an introduction to the training and career Support from for women at training and career principles of Athena SWAN and the development opportunities (14 4.24 Admin through development events to gauge Department’s commitment to training events attended by (O) effective uptake and explore reasons equality of opportunity (by October academics and 62 by induction and for low attendance. 2016). researchers 2013-2015). 4.25 training (O) Promote relevant personal Higher satisfaction with development and training courses as induction process among part of the annual appraisal process researchers and academics as (from 2016 onwards). measured by SBS staff survey (>75% up from 52% in 2013).
4.19 (O) 4.20 (O) 4.21 (O) 4.22 (O) Support career progression for women through effective appraisal Department will continue to ensure that appraisers and those being appraised undertake relevant Professional and Personal Training courses. Academic staff appraisals to run annually from 2015. Department to collect data on uptake of annual appraisals by academic staff (from January 2016). Promote high uptake of appraisal (>70% across all groups), by publicising (in induction packs, on web pages) the supportive nature of appraisals as an opportunity to discuss career progression. Annual appraisals embedded in Department culture. Higher satisfaction with appraisal process among female researchers and academics as measured by SBS staff survey (from 55% in 2013). Increased uptake of appraisal training (>50% staff completing reviewer/reviewee training by end 2019) HoD, Heads of Division, DS-AS Support from Admin 4.23 (O) 4.24 (O) 4.25 (O) Support career progression for women through effective induction and training Department continues to monitor attendance by staff at training and career development events to gauge uptake and explore reasons for low attendance. Revise Department induction packs to include an introduction to the principles of Athena SWAN and the Department’s commitment to equality of opportunity (by October 2016). Promote relevant personal development and training courses as part of the annual appraisal process (from 2016 onwards). 20% increase in uptake of training and career development opportunities (14 training events attended by academics and 62 by researchers 2013-2015). Higher satisfaction with induction process among researchers and academics as measured by SBS staff survey (>75% up from 52% in 2013). DS-AS Support from Admin
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