uas staff open meeting - admin.cam.ac.uk file11 staff survey results – areas for improvement •...
TRANSCRIPT
UAS Staff Open Meeting
“We are open, responsive and innovative”
Lady Mitchell Hall, Sidgwick Site
15 November 2012
Unified Administrative Service
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Overview of today’s meeting
• A review of recent UAS achievements and upcoming events
• Sharing the Equality and Diversity and Wellbeing analysis
of the UAS staff survey results
• Providing an update on the staff survey action planning work
undertaken during the summer, and which continues
• An overview of the University bond issue – Andrew Reid
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UAS achievements and contributions
• Outreach and admissions work contributed to the highest state school
sector intake to Cambridge in over 30 years (Cambridge Admissions
Office)
• Times Higher shortlist – Senior Leadership Programme (HR)
• Progress with North West Cambridge (Registrary’s office)
• Supporting the IT Review (MISD)
• Employers’ Network for Equality and Inclusion Awards – Employee
Engagement category (HR)
• On-line graduate application process successfully launched (MISD)
and….
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UAS contribution to the Festival of Ideas
• This Festival is co-ordinated by the Public Engagement team within the
Office of External Affairs and Communication
• Working with other areas of the UAS e.g. Estate Management, MISD
• Within this year’s festival, specific UAS-organised events included:
− The Annual Race Equality Lecture
− Vibrant Visions – a programme of talks, arts and performances
celebrating diversity and different cultures
− Face to Faith talk - "New Gods: Religious Change in Britain
since the 1980's”
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Upcoming events
• UAS Employee Recognition Scheme
− To celebrate and recognise excellent work, awards will be made for
one team and one individual under 4 values
− Awards event on 12th December, hosted by the Registrary
− To be held in the Combination Room in the Old Schools
− Event includes buffet and drinks for individuals and team members
put forward to the Nominations Review Committee
− Winners will feature in the University Newsletter and on the web
pages
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Upcoming events
• People Matter Week – week commencing 26 November
− To raise the profile and awareness of the support services available
throughout the University
− To help promote the health and wellbeing of staff: physical wellbeing,
personal development, emotional wellbeing, work organisation and
values
− Launch event “marketplace” on Monday 26th November, 12-2pm,
Cormack Room in the University Centre
− Followed by events throughout the week for all staff to attend
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The UAS staff survey - reminders
• You told us what you thought:
− 89% response rate (University sector benchmark = 56%)
• Results shared at UAS Open Meeting of 19 June 2012
• Divisional level results cascaded through teams during summer and
local action planning commenced
• Equality & Diversity and Wellbeing analysis undertaken
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Staff survey - update
1. Results – sharing the Equality & Diversity and Wellbeing analysis
Demographic questions:
- Length of Service - Sexual orientation
- Grade - Religion
- Contract / Affiliation with a College - Ethnicity
- Gender - Disability
- Age
2. Actions – updating you on staff survey actions to date
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1. Equality and Diversity and Wellbeing analysis
Generally, all staff have a fairly similar experience of working at the University
Potential areas of concern – key areas of less positive response:
• Work-life balance for those with over 20 years’ service
• Views on the management of change and effective co-operation held by
staff aged 56+
• Induction at Grades 9-12
• Knowledge / satisfaction with Pay and Benefits for male staff
• Perceptions of the University for those aged under 25
• Work-life balance and the University valuing of individuality for disabled
staff
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Staff survey results – areas for improvement
• Communication across the UAS and within the University
• Co-operation across UAS and across other parts of the University
• Feedback – improving through regular/consistent dialogue
• Encouraging contribution/feedback and sharing of views, including poor behaviour such as harassment from others
• Feeling valued/recognition – pay/career progression
• Change and how well we manage it
Plus – outcomes of the E&D and Wellbeing analysis
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Staff survey results – things we need to keep
doing well / supporting
• Ensure we support the University’s primary objectives
• Regularly reflect on our Values and what pride means to us
• How our work and that of the UAS contributes to the success of the
University
• Regular feedback/clarity on what is expected of us as individuals and
our teams.
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2. Learning and actions at all levels
UAS & University
Local work area
Employees
Ac
tio
n p
lan
nin
g
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Actions underway so far – UAS and University level
• Career development – secondments, mentoring initiatives
• Increase focus on succession planning at all levels
• Commitment to staff review and development time
• External accreditation – Investors in People
• UAS staff recognition scheme
• Communications strategy for the UAS
• Senior Administrators’ Forum
• UAS Senior Managers’ Workshop (14 November 2012)
UAS & University
Local work area
Employees
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Divisional actions identified
• Formal and informal communication activity within and across Divisions
− Including social events, reformatting of Divisional meetings,
communications to and from Divisional SMT, more transparent decision
making
• Feedback – move towards 360°feedback, introduce a suggestions box
• Workload - explore options for a workload management course
• Sharing expertise – staff holding workshops with colleagues,
share best practice with other universities
UAS & University
Local work area
Employees
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Divisional actions (cont’d)
• SRD - training for reviewers, everyone to have a development plan
which is delivered, career mapping, more types of secondment
• Induction – review induction plans at a local level
• Working environment – make improvements: de-clutter, file, archive,
painting, space management for formal / informal meetings
• Orientation – named map of office and nameplates for
desks so visitors know who’s who, signage etc
UAS & University
Local work area
Employees
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Individual actions
• We are asking you to reflect on the actions you could take, for yourselves
and for your team
• Examples:
− Communication
− Effective use of SRD
− Work environment
− Taking personal responsibility / accountability overall
UAS & University
Local work area
Employees
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UAS Senior Managers’ Workshop – 14 November
• Focused on UAS-level actions from the staff survey
• Groups worked on: Communications, Career Development,
Succession Planning, Equality & Diversity and Wellbeing
• Suggestions included: improved induction, informal communication
meetings / get togethers, effective secondments and job rotations,
setting up a small leadership forum (40-50 staff)
• Further work will be taken forward to share back with you next term
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Concluding remarks
• Progress actions and responses to the staff survey
• UAS continues its overall development
• It’s been a busy term…enjoy the Christmas break
Thank you
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Bond issue
• £350 million nominal; interest rate 3.75%
• Idea developed over 5 years
• Happy coincidence of cash requirements for North West
Cambridge and very low interest rates
• University rated AAA (stable by Moody’s)
• Great interest from investors (4 x over-subscribed) and
keen pricing (gilts +0.6%)
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The exercise
• Moody’s
- Extensive information supplied and questions answered (financial,
student, people, structure, governance and management)
- Visited Cambridge (tour of estate, meeting with PVCs and
management)
- Comparison with (particularly) US rated peers
Result: AAA (stable) – the best
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Moody’s liked …
• Extraordinarily strong market position
• Very stable revenues from diverse sources
• Good record of small surpluses
• No debt to date
• Clear governance and management
• Underpinned by UK regulatory environment
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Bond issue
• Great support from Legal Services Office and our advisors
• Investors informed by prospectus (description of University,
risk factors)
• Roadshow in London and Edinburgh
• Bond sold through three bookrunner banks (institutional
investors only)
• Bonds now listed on London Stock Exchange
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External assessment of the bond issue
A banker away from the deal said:
"It puts it right in the context of some of the top SSA issuers. […]
But you can argue that’s where Cambridge should be.
It’s extremely rare, has very little debt, it’s clearly a well run institution,
not-for-profit, it enjoys at least some form of government backing as the
government is the source of much of its cashflows, and it has a valuable
property portfolio and endowment fund."