and culture roadshow - western sydney university · provides specialist advice on employee...
TRANSCRIPT
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Office of PeopleOffice of People and Culture RoadshowRoadshow
“Our People 2015” Staffing Strategy
Having the right people in place to be the kind of University we want to be by 2015 and beyond
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5 Key Priorities
1. Workforce Alignment
2. Workforce Continuity
3. Rewards and Career Progression
5 Key Priorities
4. Organisational and Leadership Culture
5. UWS as an Employer of Choice
Office of People and Culture
Executive Director People and Culture
HR Strategy and Services
Workplace Relations and Organisational Design
UWS RecruitmentAboriginal and Torres Strait Islander Employment and
Engagementg g
Work Health and Safety
Organisational Development
Our People – Our Future
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Our Future Program
Lisa RouseLisa Rouse
Senior Project Manager
Our Future Our Future Program Program
1. Academic Work plans
2. Enterprise Bargaining Agreement
gg“Staffing for Development” “Staffing for Development”
3. Culture of Flexibility: Adaptability for a Competitive Edge ‐ Academic Lifecycle
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Academic Life Cycle
Off BoardingIndustry
Staff Alumni
School/ School/ Institute & UWS Strategy
g
Workforce Planning
Acquisition Reward & Recognition
Pathways & Research
Balancing UWS needs withthe needs of the Academicstaff member to achievebreakthrough performancegygy
of Talent
On Boarding, Orientation & induction
Planning for careers and development
Recognition g p
Purpose? To develop meaningful work plans supportive of achievement
UWS Profile
School/
“School/Institute Profile” is the desired blend ofthe Academic workforce required to deliver on theSchool/Institute’s strategic plan. E.g. 30% research;60% teaching & 10% governance In the futureSchool/
Institute Profile ‘target’
My desired Academic Profile
My Work Load i.e.
60% teaching & 10% governance. In the futurethese are interlinked. Workforce planning is thecornerstone, connecting recruitment, development& promotion to this profile. Measures ofperformance are embedded within this profile.
‘Academic Profile’ is the one I aspireto and with endorsement of theSchool I will achieve over time. Thisincludes agreeing upon developmentplans and incorporating time toachieve those plans into this profileLoad i.e.
‘actual’ profile
achieve those plans into this profile
‘Work load’ represents what Iactually do. It recognises BOTH theSchool profile within which I must fitand also my aspirations which mayinclude teaching or research oracademic leadership or a blend ofthese over my career. Measures ofperformance are embedded withinthis profile.
100%
100%
Teaching
Research
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Workplace Relations andWorkplace Relations and Organisational Design
Ken Hodson Assoc. Director
Oversees organisational change managementProvides specialist advice on employee relations
Specialist Advice in the following areas:
1. Organisation Change – development of change proposals, etc.
2 I d t i l R l ti2. Industrial Relations:
• Interpretation and application of the Australian Fair Work Act
• Interpretation and application of the UWS Enterprise Agreements
• Enterprise Bargaining
• Representing the University at the Australian Fair Work p g yCommission
3. Misconduct/Serious Misconduct
• Triage service to review and characterise matters
• Workplace investigations
4. Workforce Planning – under design
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Office of Aboriginal and Torres Strait Islander Employment and
Engagement
Melissa Williams Director
Oversees Indigenous employment and engagement activities
Acknowledgement t th T diti l Oto the Traditional Owners
We will tread carefully in our footprints to respect the people and the land whilst we are in this beautiful country.
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The Office of Aboriginal and Torres Strait Islander Employment and Engagement (OATSIEE)
A First in Australia!
We are a Team, supported by UWS, to increase Employment
• We link diverse communities to promote, assist and build skills for sustainable employment, and link our community to business and government
W b ild d h f i l th di t it d• We build and enhance professional pathways, responding to community need
• We contribute to research, research training and university workforce
• We contribute to university culture and governance.
OATSIEE Action Plan1. Increase the participation rate and employment outcomes of Aboriginal and
Torres Strait Islander People across all levels of UWSTorres Strait Islander People across all levels of UWS.
2. Ensure the University has the ability to meet the needs of Aboriginal and Torres Strait Islander People as an ‘Employer of Choice’.
3. Develop leading strategies and help shape the national agenda in Aboriginal and Torres Strait Islander Employment and Engagement.
4. Redress, through affirmation action in employment, the past disadvantages experienced by Aboriginal and Torres Strait Islander People.
5. Create a work environment that is free from discrimination, promotes an understanding of Aboriginal and Torres Strait Islander People and is culturally respectful and inclusive.
6. Build and develop a positive working relationship with the community and relevant stakeholders to ensure the improvement of employment outcomes for Aboriginal and Torres Strait Islander People.
http://policies.uws.edu.au/bbsalt.php
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Current UWS Programs led by OATSIEE
• The Early Career Academic Program
• The Aboriginal and Torres Strait Islander Business Administration Traineeships
• The Aboriginal and Torres Strait Islander Cadetships – the ‘Uni to Work’ Program
• The Elders on Campus program
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Early Career Academic Program
Dr. Gawaian Bodkin‐ Andrews
Dr. Laura Parker
Dr. Anthony Dillon
Lynda Holden
Dr. Ryan Dashwood
The OATSIEE Team
Terri Keating (Administration Assistant); Angela Spithill (Program Manager); Melissa Williams (Director); Debbie Cummings (Project Manager); Jennifer Flood (Project Officer)
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JOIN US
Phone: (02) 9678 7577
JOIN USYOUR LEGACY YOUR FUTURE
CALL NOW
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Email: [email protected]
Website: www.uws.edu.au/indigenous_employment_and_engagement
www.uws.edu.au
Work Health and Safety Unit
Andrew Robb Manager WHS
Provides Work Health & Safety risk management, workers compensation and rehabilitation services
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Who are WHS?
• A multi‐disciplined team of WHS professionals who provide Work Health & Safety risk management, workersWork Health & Safety risk management, workers compensation and rehabilitation services to the University
• Our team is:
– Andrew Robb (Manager WHS)
– Debra Steen (Injury Management Coordinator)
– Debbie Brown (Injury Management Coordinator)
– Alex Tillman (WHS Coordinator)
– Kris Ambrose (WHS Technical Coordinator, Laboratories)
– Nicole Roeth (WHS Coordinator)
– Trish Squillari (WHS Admin Officer)
WHS Services
• WHS Consulting
E i / W k l A t• Ergonomic / Workplace Assessments
• Injury Management / Return to Work
• Laboratory Safety and Compliance
• WHS Training
• Incident investigationIncident investigation
• Assistance with Risk Management
• Management of first aid for UWS
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How can you help us help you?
• Report allIncidents– Incidents
– Injuries (we MUST get these within 24 hours)
– Hazards
• Action all hazards you identify where you can, you may need the support of your supervisor to do sodo so
• Complete all WHS online training
• Complete Risk Assessments for all new activities
How can you help us help you?
• Familiarise yourself with the first aid facilities in your area and around campusyour area and around campus
• Be aware of the emergency evacuation procedures for your workplace and be prepared to act when required
• Work with the WHS committee at your campus to help ensure a healthy and safe workplace for all
• Work with the injury management coordinators when injured and returning to work.
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Office of Organisational gDevelopment
Aggie Lim Director
Organisational DevelopmentProvides organisational and professional development programs and support including
leadership and career development, Compass Program, Mentoring, MyVoice and
Staff Well‐Being Programs
Organisational Development What we do
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Organisational Development Key Programs
• Compass and MyCareer Online– Online learning, courses and workshops
• Career development– Academic Mentoring Program– Future Research Leaders Program
• Management and leadership development– Certificate IV and Diploma in Business– iManager– Inspire leadership
l f ll b• Positive culture of engagement and well‐being– MyVoice Working Groups
Compass and MyCareer Online
MyCareer Online is your one stop shop for enrolling in workshops
Growing Suite of Online Learning• UWS Orientation for New Staff• Induction @ UWS
Providing direction and support to plan your work and navigate your career at UWS
and online learning, setting and monitoring work objectives and development goals, reviewing performance, and viewing your staff development record
• Induction @ UWS• Supervising @ UWS• OH&S and Equal Opportunity• Privacy Awareness• Influencing Climate Change• Procurement at UWS• Academic Integration Plans• Email Etiquette• Getting to Know Microsoft Office • Managing Small Projects• Getting Started with MyCareer Online• Performance Planning & Development• Compass Tutorials
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Academic Mentoring &Future Research Leaders
Program
• An initiative of Our People 2015 and Academic Life Cycle Project • Since 2010, 186 staff have participated as mentors or mentees• This year there are 44 staff [22 mentoring pairs] in Mentoring and 121
staff in the FRLP (a blended learning program)staff in the FRLP (a blended learning program)
“Being selected to take part in this program has made me feel valued as an employee of the University and that the University is interested in my longer term development”
“The [Mentoring] program is really very much of benefit to junior faculty members”
“I have met an excellent colleague and formed an ongoing connection. It has increased my respect for UWS. This is an excellent mentoring program. I have formed a research
partnership with another mentor I have met on the program"
Blending “the inner work of intense personal development and the outer work of leadership in action” Brown (2001)
• An integrated leadership development program for academic and professional staff in leadership roles
– Involves 360° feedback, online learning (HMM), peer mentoring, guest speakers, workshops, reflective learning journal and leadership project
• Over 233 staff have participated in the program since 2010. This year there are 83 academic and professional staff participating
Cert IV and Diploma in Management, Cert IV in TAACert IV and Diploma in Management, Cert IV in TAA • National qualifications
• UWS business units may receive Government incentive
• For many staff, their first qualification
• Participants can articulate into Year 1 or Year 2 of B.Comm.“Participating in this program enabled me to understand my responsibilities as a manager
and provided me with skills and confidence to effectively manage and lead a team”
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Promoting a Positive Culture of EngagementMyVoice Working Groups
to collaboratively explore how the University can improve
• cross-unit collaboration and information sharing
• Executive communication with staff
• decision-making processes and recruitment and selection
• supporting new staff
• career development opportunities• career development opportunities
• responding to workplace bullying
The Organisational Development Teamg pFrogmore House, Bldg AA, Werrington North
Tel 9678 7494 [email protected] www.uws.edu.au/od
Organisational DevelopmentProviding organisational and professional development programs and support including leadership and
career development, Compass Program, Mentoring, MyVoice and Staff Well‐Being Programs
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HR Strategy & Services andHR Strategy & Services and Recruitment Services
Susan Hudson Director
Payroll & Remuneration, Superannuation, HR Partner Teams, HR Support Services, HR Systems & Recruitment
The Team
Fourhi Systems
HR Strategy & Services
HR Partnership Teams
Systems
HR Support and Projects
Remuneration, Payroll and
SuperannuationHelp Line
Ext 5838
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Who looks after you?
Partnership T
HR Support & P j
HELP!!!
TeamsSenior HR Partner
HR AdvisorEstablishments Officer
HR Officer
ProjectsAcademic PromotionsADPProfessional Staff ConferencePost Graduate Study ScholarshipsService RecognitionVi e Chan ellor’s
Payrollcasuals and senior staff
Superannuationall staff Help Line
Ext 5838
Vice‐Chancellor’s Excellence AwardsVice‐Chancellor’s Professional Development ScholarshipsAd hoc Projects
Staff Benefits
Education Allowance: $2000 per annum for full time staff
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What are we up to…right now
• More Staff on Line improvements
• New job evaluation methodology
• Managing Excess Annual Leave
• Improving the CEA process > on line
• Probation on line
• Forms on line• Forms on line
• Framework for writing recruitment advertisements
• Time sheets on line
DON’T MISS……
UWS Professional Staff Conference 2013
Tuesday, 4 June 2013Bankstown Sports Club
REGISTRATIONS NOW OPEN
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The Team
Recruitment
Recruitment
Consultants and Support
SearchConsultants
Relocations and Settlement
Help Line
Ext 7536
Recruitment and Support
First point of contact for
Recruitment Consultantsand Support
First point of contact for job seekers
Management and processing within
E‐recruit
Support:Offer of appointment lettersWorking with Children and Support
Advice to hiring managers on:Job adsE‐recruit
Selection panelsContact point for
employment agencies
Working with Children processes
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Relocations
Visas and Visa advice to
Relocations Cons ltants
new starters;Lodgement of UWS
nominations
Relocation Assistance
Consultants
Relationship Building and Future Development
Search
Search and source Academic Tools & Tools &
TechniquesTechniques
Search Consultants
and Senior Professional talent nationally and
internationally
Sourcing candidates for “hard to fill” and niche roles using online research tools
and techniques
Talent mappingCompetitor mapping
