Human Resources Division Human Resources division People Strategy 2016

Human Resources Division Human Resources division People Strategy 2016 – 2021 Emma Stone, Director of Human Resources Emma Stone, Director of Human Resources

The division Director of HR Assistant Director (Strategy) Employment Relations Personal and Professional Strategy Development Policy Equality and Reward Diversity Pensions Childcare Services Office of Postdoctoral Affairs

HR division – Senior Management Team

What do we do? HIRE Recruitment, selection and grading Induction and probation Provide employee benefits, nurseries and childcare Provide HR data to inform decision-making RETIRE Reward and recognise staff Facilitate career progression, and succession planning Support organisational change Diversity, inclusivity and wellbeing Develop policies, procedures and tools to support managers and staff Consult and engage with staff and trade unions Provide personnel administration Train and develop Administer pensions Coach managers on resolving employee relations issues

How many staff do we support? Total 11,589 Research Research 4,039 4,039 Assistant Assistant 3,735 3,735 Research Assistants to Research Direc torsAssistants of Research to Direc tors of Research Cleaners, technicians, secretaries, gardeners,technicians, cooks, security guards Cleaners, secretaries, gardeners, cooks, security guards

People Strategy

Our People Strategy The next 5 years are likely to bring profound changes to the HE sector. Developed in consultation with institutions, the People Strategy and Action Plan set out the projects and initiatives that will aim to: ‒ provide a stimulating and rewarding environment for staff at all levels ‒ support institutions in preparing for the people challenges they will face ‒ provide a competitive advantage to the University The People Strategy has 8 goals under 4 key themes (see next slide). Many of the projects are already underway.

People Strategy - Key themes Recruitment & retention Talent management Reward PEOPLE STRATEGY Thriving and inclusive community

1. Recruitment To attract and retain the best talent from across the world and give them the best possible start (Goals 1-3) Review current procedures to ensure recruitment is fair, rigorous, agile and professional Proposal to replace academic Standing Appointments Committees with locally agreed selection committees Develop training for all those involved in recruitment. Initially academic recruitment training to be delivered Michaelmas term 2017/18 Introduce new improved further particulars to support all recruitment campaigns Develop new Recruitment Policy and revised recruitment guidelines

2. Talent Management To offer personal and professional development to all staff and progression routes to enable them to fully contribute to the University and reach their full potential (Goals 4 & 5) Develop career pathways for academic staff, including review of promotions process, consideration of teaching and research career strands and probation arrangements Develop career paths for professional services staff Introduce a range of apprenticeships, funded by the Apprenticeship Levy Increase access to mentoring opportunities Continue to develop the new Cambridge Centre for Teaching and Learning Launch new range of On Demand web-enabled learning resources Develop suite of HR policies and case management tools for effective people management

3. Reward To reward fairly and competitively and to recognise and retain outstanding staff at all levels (Goal 6) Develop and deliver sustainable reward strategy Review HERA framework and improve grading process Develop and deliver a robust benefits strategy Improve reward data and benchmarking to inform institution decision making Develop staff housing and accommodation initiatives eg rental deposit loan scheme Improve communication of total reward package to staff eg annual reward statements and financial education

4. a) Thriving and inclusive environment - Diversity Embed supportive, inclusive culture with effective leadership (Goal 7) Equality and Diversity Strategy Action Plan 2016-2021 Increase diversity at senior levels Progress gender equality and tackle gender pay gap Address student attainment differentials Embed inclusion and family friendly practice Maintain compliance, engagement and best practice Projects underway: University Athena SWAN, Race Equality Charter & InterConnect, Unconscious Bias, Sexual Harassment work stream, SPACE (Supporting Parents & Carers at Cambridge), WiSETI, disability support, diversity networks

4. b) Thriving and inclusive community - Wellbeing To actively promote health and wellbeing so our are engaged and feel valued (Goal 8) people Overall, to develop initiatives for a more comprehensive health and wellbeing provision Annual Festival of Wellbeing During 2017/18: - Mental health awareness, including local, trained Wellbeing Advocates - Managing work demands, including Academic Leadership Essentials - Lunchtime sessions on topics related to the above themes - Website development for information and making bookings Building on existing good practice and allowing local flexibility to accommodate proposals within existing wellbeing provision.

Further information For more information please contact your HR School team or visit the HR Division website where you will find the following: People Strategy 2016-2021 People Strategy Action plan Human Resources 12 month work plan 2017/18 – coming soon Regular progress updates

Human Resources division Thank you Emma Stone, Director of Human Resources