Dona Foster

Miss Thea Perry

Mr David Bartle

Professor Fraydoon Rastinjad

• The development of an on-line FAQ resource providing links as signposting and also a distilled version of the pertinent information. The interviews conducted as part of this research provided a list of subject areas and questions.
• Investigate the possibility of a one-hour on-line course guiding managers to policies and guidance and providing a top-level overview and key points summary as a learning tool.

• Develop a learning contract to be completed with the PDR.
• An annual date to be set (no later than the 31 July after you have been confirmed in post) to align all units of NDM to one process, to aid in monitoring and data reporting and to encourage completion.
• Either party can request a confidential discussion if consensus is not reached 4 weeks from completion of the PDR to facilitate momentum, follow through and usefulness of the PDR process.
• Follow-up reminders through the year
• Link PDRs to CVs, emphasising the support for researchers link.
• Questions to be developed around career barriers.
• An on-line feedback questionnaire to be developed (based on the ACAS template) upon completion of the PDR meeting, anonymised, to track where further improvement may be needed. Not only aids in further development of the PDR scheme, but also acts as a reflective practice tool for the appraisee.
• Continue to monitor survey results and feedback on the PDR process
• Feedback on stats to staff to nurture a positive PDR culture with enhanced understanding of the potential benefits.
• Changes to the scheme to be well communicated in advance to staff to aid understanding and buy-in.

• A process flowchart to be published on the NDM Website for easy reference
• Priority candidate places on training courses to be investigated with training providers.
• A weekly jobs e-mail to be sent to all redeployees across NDM.
• A page is developed on the NDM website which includes what it means to be a priority candidate and links to the redeployment pages on the central HR Support website.
• Redeployment procedure information to be added to page 3 of letter X1, which invites employees on fixed term contract with more than 2 years’ service to a meeting to discuss redeployment.
• The establishment of an NDM wide redeployment discussion log.
• To advise PIs/Managers when a new post is being developed or a new post is about to advertised of any redeployees.
• Review the guidance made available to managers on the redeployment process, particularly for those looking to recruit.
• Consideration to be given to the development of a list of priority candidates and their key skills and experience. A restricted access document for recruiters, if permission is given by redeployees.

• Update Supplementary Researchers induction pack to include a sentence at the beginning of the funding section to point researchers towards their supervisor in the first instance, and their grants team, when they are starting to think about applying for funding.
• Add a link to Research Services ‘Get that Grant’ course in the induction booklet, which is aimed at researchers applying for their first grant.
• Add to the website pages an ‘Applying for Funding’ page with a list of grants officer contacts, and a sentence or so to detail funders commonly applied to and any areas of expertise within that’s grants team.
• Add to the website links to key places to find information.
• Create a list of award holders who would be happy to be contacted by other researchers for advice.
• Create a network of grants officers
• Advise staff, via the website pages, of the ability to set up grants alerts for funding bodies.
• Development of a workflow diagram of how an application works with some key deadlines.
• Produce a general statement of advice.
• Ensure students are provided with the links to the appropriate website pages during their induction.

• Pre-registration from 63 individuals from 17 different departments across the University
• 14 fully booked one-to-one coaching taster sessions.
• On average, staff rated the event 9/10 for usefulness.
• Following the event, 69% of respondents said they would like to receive coaching.
• Following the event there was a 10% increase in people signing up to the POD (formally OLI) Coaching Scheme.

NDM funded 3 individuals for the OLI subsidized places on the Oxford Brookes Workplace Coach Programme, starting in 2019, on the basis of the Working Group recommendations.

Recommendations:

• NDM to send a termly reminder from the HR centre about the POD coaching scheme and other coaching opportunities.
• NDM to continue to hold annual Coaching events in March following the format already successfully trialled – advertise the next event in Jan 2020 in time for March 2020. URLs should be checked to make sure any reference to OLI now links to POD.
• Add some podcasts to the NDM website from coachees & coaches to share their experiences and further promote coaching
• Promote coaching in PDR and probation review documents. Provide links to the POD coaching scheme.

• Listing of career development talks and events around the University went live in March 2019, for 2019.
• Consideration to be given to the continuation of this resource to raise awareness of career development opportunities.

• The Working Group understand that NDM are in the process of a large website overhaul. Following this, and the implementation of improved signposting and a more effective search engine tool, it is recommended that a staff survey or series of focus groups be set up to investigate what resources staff want and what staff feel is missing, to pinpoint whether extra resources need to be created for staff needs, or whether current resources need improved signposted.
• Expand Podcasts and Career Profiles to include more professional, support and technical staff groups.
• Improve signposting by adding links to specific pages (detailed in the recommendations)
• Add relevant Professional Registration links to NDM website for staff this applies to.
• Improve careers advice support for professional and support staff.
• Have subject-specific information listed to relevant staff training.
• Have information about Masters courses and funding sources for professional staff.
• Set up examples of career pathways for various roles.
• Consider sending career development links to managers in advance of PDRs.
• Develop a resource page to attach to the PDR and put in the induction booklet.
• Develop PDR forms that include improved links on career development resources.
• On NDM website add a staff development resources page link to the Central HR page.