天堂视频

Workstream Lead name:  Dawn Mathews, Organisational Development and Change Advisor 

Workstream summary: To realise our strategy, it’s important that we all understand the direction of travel, the activities we need to complete to get there, and how each of us contributes to its delivery. Our values are central to this delivery, they will guide our behaviours and provide a shared sense of who we are as a university and how we work together. We’re passionate about providing opportunities for everyone to engage in conversations about the strategy and our values. We’ll do this by hosting regular strategy engagement events and activities and developing resources to support leaders and managers to engage with their teams. We’ll bring our values to life, by working with people to define them, embedding them in our processes and celebrating demonstration of them in our work.

What has been delivered?

• March 2022: we delivered strategy launch events and created a new strategy website.We successfully brought our new strategy to life with a series of events and the development of digital content on a new strategy website. The events brought people together from across the university, connecting them with the strategy, vision, and values, and providing an opportunity to ask questions and share insights.
• November 2022:we delivered a Strategy roadshow for Operational Services Staff. Following feedback and evaluation from the strategy launch events, we designed a series of tailored events in collaboration with Operational Service managers to engage colleagues across operational teams such as security, sports facilities, domestic services, catering and facilities management. These events provided an opportunity to thank and recognise staff for their contributions and to connect with the new strategy.
• January 2023: we successfully embedded our values as part of Welcome to 天堂视频. Helping new members of staff to understand what it is like to work at 天堂视频 and the expectations about how we approach our work.
• June 2023: we embedded our values in the Vice Chancellor awards, celebrating members of our community not only for their contributions in terms of what they have delivered but also celebrating how they have delivered this in a way that reflects our values.
• September 2023: we received approval from the University executive board to begin activities to support the development of a behavioural framework which will help to define our values and bring them to life.
• November 2023: we held the first of a series of General Assemblies: Providing an opportunity for all staff to hear from the Vice Chancellor about progress with the strategy, ask questions and share ideas. These assemblies will run every term helping to connect you and your team with the strategy.
• PDR 2023/24: We embedded our values in the PDR 2023/24 process to support aligning staff development and performance with the University’s values, bringing them alive in all we do. We also developed guidance to support the PDR discussions between reviewees and reviewers.
• December 2023 to March 2024: We will be hosting a programme of 'Values Cafes’ to gather input that will help us to define our values and support the development of a behavioural framework.
• March 2024: Look out for our Spring Termly General Assembly which is taking place on 6th March 2024.
• Spring Term and Summer Term 2024: Termly General Assemblies. Key dates can be found on the General Assemblies page.

What's next?

• Q3 2024: Strategy Engagement Hub
• Q3 2024: Behavioural Framework Development
• Q3 2024: Operational Services Roadshow
• Q3 2024: Values workshops for leaders and managers
• Q3 2024: Values Website
• Autumn 2024: Professional Services Townhall
• Autumn 2024: Academic Voice Townhall

Contact email: Dawn Mathews D.Matthews@lboro.ac.uk

Workstream Lead name: Dr Sarah Williamson, Deputy Director of Organisational Development

Workstream summary: We're putting a strong emphasis on ensuring that every single Leader and Manager understands and embraces their roles and responsibilities. To develop our leaders and managers we will introduce training and support to help our managers and leaders to succeed in helping to deliver the new strategy, and to provide support to their teams in appropriate ways.  

What has been delivered?

• March 2024: Leadership Development activity scoped and commissioned.
• May 2023: We've taken an important step by deciding to explore Academic Line Management Structures. This choice marks a significant move towards enhancing how we support and manage our academics. It's an important consideration that will help us improve our leadership and management approach in the schools.
• September- January 2024: Review of Academic Ordinances and Policies
  
• July 2024: 天堂视频 Leadership Forum

What's next?

• Q2 to Q4 2024: Learning and Development and Change Management support for Academic Line Management.
• September 2024: Leadership Development Programme launch.
• Q3 2024: Academic Line Management learning and development and Change Management framework implementation (Phased approach).
• Q3 2024: Executive Leadership Development programme
  

Contact email: Sarah Williamson: S.L.Williamson@lboro.ac.uk

Workstream Lead name: Sandra Hill, OD & Change Adviser 

Workstream summary: We're elevating development and performance at 天堂视频, creating a richer colleague experience, and driving positive cultural change. It's important for every colleague to understand what's expected of them in our organisation. This helps them contribute effectively to our goals. Equally important is that they know the University supports their growth. We make sure our colleagues are aware of opportunities to develop and feel confident to take them. This approach boosts their ability to perform well. By creating a culture of support and clear communication, we empower each colleague to do their best and contribute to our success.

What has been delivered?

• Q2 2023: Phase 1 research into Performance/Development Eco-Systems
• May 2023: Decision to implement the removal of ratings from PDR & make enhancements for 2024 (TBC) 
• December 2023: Changes to PDR 2024 finalised & implemented.
• September 2023: Defining Development Pathways
• December 2023: Phase 1 GLOW model Framework
• November 2023 to January 2024: Bespoke PDR training sessions
•  February to March 2024: Workshops to review Performance measures for the GLOW model.
• Review of the PDR form and process for the 2023/24 PDR cycle: Based on feedback received from our staff, we've reviewed the PDR form for the 2023/24 cycle. These changes include a greater focus on wellbeing, career aspirations and our University Values. These changes aim to set the stage for more meaningful, focused, and supportive discussions between reviewers and reviewees. Appropriate guidance and support for PDR reviewers and reviewees will form part of the launch for the 2023/2024 period.
    

What's next?

•  What it means to be a LU University Citizen: Our goal is to define the concept of being an LU University Citizen. We want to both understand and explain what it truly means to be a part of our university community.
•  Development pathways: Work is underway to support colleagues in understanding and achieving both their personal and career goals.
• Development and Performance workshops: Work is underway to refine the PDR process through a series of Development and Performance workshops. As part of the project, a series of workshops have taken place that will result in a longer-term approach to development and performance, supporting conversations for individual wellbeing, and culture of feedback. We have been collaborating with colleagues from across the University to support this vision.

 Contact email: Sandra Hill:S.Hill@lboro.ac.uk
   

Workstream Lead name: Colette Cloete, Reward & Benefits Manager

Workstream summary: We're enhancing how we recognise and value our staff. By aligning rewards and recognition with our strategic priorities and values, we're ensuring they authentically resonate. A transparent, inclusive framework has been established for simplicity. Our rewards package will be reviewed to ensure it reflects real value for our diverse staff. Equally important, we're equipping managers and leaders with the tools to apply rewards and recognition fairly and inclusively. This strengthens our workplace and underscores our commitment to valuing our team's contributions. 

What has been delivered?

• Staff experience surveys: : We conducted both the Staff Experience and Benefits surveys. Both these initiatives aim to accumulate valuable insights, steering continuous improvements within our organisation.
• September 2023: Benefits and Rewards Survey
• September 2023: Celebrating excellence: The 2023 Vice-Chancellor Awards - Building on the success of the 2022 VC Awards, we delivered the 2023 Vice-Chancellor Awards which aimed at recognising the ways our staff both as individuals and in teams have demonstrated their commitment to the University aims and values, especially around togetherness. 
• September 2023: National Fellowships Proposal: This September, we presented our proposal for supporting aspiring fellows of National Academies and we will work with Early Career Researchers to support their aspirations.
• September 2023: A paper was presented to support the progress of the review of long-term service awards, which will recognise employees for 5, 10, 15, 25, and every additional 10 years of service. This includes a series of events to celebrate the long service of colleagues at the University.
• Staff engagement survey data output: We will share the data from both our staff experience survey and the staff benefits survey and use this information to drive ongoing improvements across the University.
• Q2 2024: Staff focus groups and key investigation and research activities.

What's next?

• Q3 2024: Mapping LU rewards and recognitions (to include process reviews). 
• Q3 2024: Development of framework and total reward statement.
• Q3 2024: Develop training pack and resources for managers and leaders.
• Q4 2024: Long Services Awards

Contact email: Colette Cloete C.C.Cloete@lboro.ac.uk

Workstream Lead name: Sadie Gration, Internal Communications Manager

Workstream summary: Our priority is ensuring that both colleagues and leaders are well-informed and engaged in all University activities through effective communication mechanisms. We're committed to embedding our Strategy's values in our communications, while also seamlessly integrating the University Strategy's vision, aims, and themes into our campaigns and content. Moreover, it's not just about one-way communication; we're dedicated to fostering open and responsive two-way conversations that involve both our colleagues and leaders.

What has been delivered?

• During the summer of 2023, we delved into focused discussions through a focus group with the Organisational Development team. This collaborative effort provided useful insight in refining our internal communications strategies for optimal effectiveness. We will continue listening to colleagues to support our two-way communications commitment.
• September 2023: In collaboration with our research partner, EAB, we will establish an Internal Communications Strategy to take us to 2030, which aligns to the Marketing and Advancement Framework and the broader University Strategy.
• November 2023: Termly General Assembly: In collaboration with the Strategy Engagement workstream, we're hosting regular strategy updates every term. These meetings cut to the chase, keeping you in the loop about our organisation-wide strategy progress. Stay informed and be part of the conversation that counts
• Q2 2024: Staff Internal Communications Survey and focus groups.

What's next?

• Q3 2024: Internal Communications Strategy 
• Q3 2024: LU Staff and Student Intranet Restructure
• Q3 2024: Leaders and Managers communication toolkit
• Q4 2024: Off-line staff Communications process
• Q4 2024: New/revamped internal communications channel (new channels, tools, and technology)
• Ongoing collaboration with our Internal Communications working group which aims to foster collaboration, ensuring seamless information flow across the University. Together, we'll enhance communication strategies, strengthen team cohesion, and cultivate a culture of two-way communication, transparency, and engagement.

Contact email: Sadie Gration S.Gration@lboro.ac.uk