Current engagement action plan
The objectives from the framework form the start of an ongoing action plan to support colleague engagement. This action plan will be continuously updated and new opportunities will be added as others are completed.
Last updated: 03.05.23
1. More consistent access to recognition, learning and community
| Item | Owner | Update and how can you get involved |
|---|---|---|
| Re-introduce an in-person part of our inductions that brings together colleagues from across different parts of the University early on in their time working here. | Principal’s Office / Principal’s Lodgings | TBC |
| Review our awards for consistency across all colleagues, including the extent to which we value team contributions, not just individuals | Engagement Working Group and Engagement Leads task group | Please contact haveyoursay@glasgow.ac.uk to be put in touch with the task group. |
2. Empowered managers taking the lead
| Item | Owner | Update and how you can get involved |
| Create a hub for content for managers with signposting to resources to support dialogue, recognition routes, as well as links to policy and process information | Organisational Development in partnership with the Leadership and Management Community of Practice | If you would like to be involved in shaping the manager’s hub, please contact haveyoursay@glasgow.ac.uk |
| Increase the visibility of our existing voucher scheme to support managers to be able to reward good work with this route | Engagement Working Group and Engagement Leads task group, with Performance, Pay and Reward | Please contact haveyoursay@glasgow.ac.uk to be put in touch with the task group. |
| Recommend colleagues with line management responsibilities plan for supporting their teams as part of their PDR | Colleagues with line management responsibilities with Performance, Pay and Reward team | All colleagues with line management or supervisory responsibilities are encouraged to use their objectives as a tool to prioritise greater engagement with their teams |
3. Transparency and access to decision making
| Item | Owner | Update and how you can get involved |
| Greater transparency in communications, such as a commitment to having a named signoff and contact point in all staff emails | Internal Communications and all colleagues contacting all staff | Ongoing |
Completed actions
These tasks from the action plan are completed.
| Theme | Item | Owner | Details |
| 3 |
Introduction of an SMG blog to share further details about areas of focus and key activities
|
Internal Communications | 'In conversation' with SMG members pieces are available to view on the internal communications portal |
| 1 |
Review access to mentoring for all colleagues for consistency (noting that formal arrangements for academic colleagues' mentoring are made at School level but there is not a similar opportunity for Professional Services staff)
|
Organisational Development and mentors across the University | Mentoring portal launched Spring 2024 - you can sign up to be a mentor now. |
| 1 |
Launch an internal secondment policy
|
People and Organisational Development | Secondment policy launched Spring 2023 |
| 2 |
Embed colleague engagement in our strategic planning reports so this work is on equal footing with other strategic priorities
|
Planning, Insights and Analysis | Included in the 22/23 Strategic Planning Round |
| 3 | Increase visibility of existing datasets about staff to reduce the need for surveying and make best use of the time colleagues have already spent giving feedback | Organisational Development and Planning, Insights and Analysis |
Information about current data sources on staff are now available on this webpage launched Spring 2023. |
| 3 | Increase visibility of decision making structures on Court office webpages | Court Office and Communications team |
Court Office webpages updated Spring 2023 |