1 UCL Athena SWAN Guidence Harriet Jones Policy Adviser for Athena SWAN and women in SET Phone: Internal: 48220
2 Support for Athena SWAN The following document will act as a guide for applying for Athena SWAN awards. Harriet Jones is the Policy Adviser for Athena SWAN at UCL and can offer support for departments applying for Athena SWAN awards. Harriet can read through draft applications and give feedback, provide staff and student data and attend SAT meetings to discuss particular issues or concerns. Further information can be viewed at the Athena SWAN website, including links to successful departmental bronze, silver and gold applications Please also see the UCL Equality and Diversity and Athena SWAN webpages. About Athena SWAN The Athena SWAN charter recognises and celebrates good practice in relation to gender equality in STEM/M departments (Science, Technology, Engineering, Maths and Medicine). Departments can apply for different level awards that illustrate their commitment, progress and successes. Athena SWAN is run by the Equality Challenge Unit (ECU). We have been asked to identify a key contact for the ECU at UCL if you have any queries for the ECU, please forward these to Harriet. There are two submission deadlines every year the last working day of April and the last working day of November.
3 Athena SWAN Awards: Bronze Analyse staff and student data to identify key areas of attrition and leaks in the pipeline. In response to your data analysis, identified key plans to address issues. Create an action plan for the next three years Silver In addition to the above, the department will need to evidence that they have implemented actions and are able to illustrate impact. The department should illustrate a shift in culture that benefits staff at all levels Gold The department needs to show considerable action and impact. Gold departments should support other departments by sharing their beacon activities.
4 Setting up a Self Assessment Team (SAT) The SAT take responsibility for the analysis of the staff and student data, agreeing and implementing actions and initiatives in response to the analysis and for putting together the Athena SWAN application and action plan. Key considerations when establishing your SAT: The membership of the SAT should be representative and diverse there should be a good gender balance and a range of members at all stages of the academic pipeline. It is a good idea to have post doc and student representation on the group. It is important that there is commitment from the HoD and the senior members of staff in the department. Commitment and interest from senior staff can make it easier for changes to be put in place and resourced. Ensure the SAT fits within the management structure of the department and decide how the SAT will report to, and interact with, other key decision making committees and individuals. SAT members should take responsibility for aspects of the application and the action plan don t leave all the work to the SAT lead.
5 Data: information provided The E&D team can provide staff and student data for your submissions. We can provide: Staff numbers (including grade, contract type, full/part time) Maternity / Adoption Promotion Recruitment HESA benchmark data Student data (UG, PGT and PGR) is sent via student data services Interview panel representation (this will depend on whether this has been entered into ROME by your department) Data we can t provide: Applications for promotion Paternity/parental leave Flexible working Membership of influential committees The easiest way to analyse the raw data is by using pivot tables. Some files need formatting before you can create a pivot table. Please click here for further information
6 Data: Presenting your data Make sure your data are easy to interpret and discuss Remember panels will have to read about 7 applications make it easy for them to understand your data Where possible use graphs to represent data (avoid large tables of data) Use percentages (except with very small numbers) Label graphs to include raw numbers, or give and indication of raw numbers in your discussion Clearly label your graphs Provide data for a minimum of three years Remember your application will be printed in black and white unless you send in 10 printed colour copies. Make sure the colours you use can be distinguished when printed, (also, don t use pink and blue please!)
7 Data: Some good examples
8 Data: Some good examples
9 Data: Some good examples
10 Data: Some good examples
11 Data: Some good examples
12 Data: Some good examples
13 Data: Some good examples
14 Data: Some good examples Question 12: my Department is inclusive and supportive Total 25% 25% 19% 30% Strongly Dissagree Women 48% 33% 15% 4% Dissagree Agree Strongly Agree Men 8% 19% 23% 50% 0% 20% 40% 60% 80% 100%
15 Data: Discussing your data The purpose of analysing your data is to understand the key areas of attrition in your department and to inform your action plan. Identify key areas where you have a leak in the pipeline and develop actions that tackle these key transition points Discuss the data, don t just report it hypothesise why certain trends might be happening in your department and situation. Make reference to processes such as recruitment and promotion in your department and how these processes may relate to trends in the data. SWAN panels will be looking for a reflective narrative of the data. Highlight issues and areas for action through the discussion of your data, describe what you have already done and the impact it has had and describe the actions you intend to take. Reference this to the specific action in your action plan. Assume that the panel wont know anything about your department, how it is structured or what the UCL policies on recruitment or promotion are. Make sure you describe processes and practices. Some good examples: UCL MRC application, Oxford Plant Sciences silver application, Imperial Earth Science and Engineering silver application
16 Data: Discussing your data Things to avoid: our data is better than the national average, therefore we have no action planned. the national average is not the aim as the under-representation of women in STEMM is a national problem aim higher than the national average. the data is not statistically significant so no conclusions can be drawn and no action is planned having small numbers of staff is probably going to lead to stats not being significant this doesn t mean there isn't a trend or a leaky pipeline. Qualitative data can also help to identify issues that should be addressed. whilst our survey identified areas where staff were unhappy or felt unsupported, there was no gender differences in the results. Therefore we have no actions planned to address these issues. these issues should still be addressed. In your application you can show that all staff have benefited, but highlight the impact for women in the Department our recruitment data illustrate no clear gender bias at the point of invitation to interview or appointment, therefore no action is planned it may be that women are just as likely to be appointed once they apply, but are enough women applying? Consider what you could do to encourage women to apply for positions within your department. Look into the proportion of staff involved in recruitment who have completed relevant training for example, recruitment and selection, equality and diversity (since the introduction of the 2010 Equality Act) and unconscious bias training.
17 Data: Surveys and qualitative data Qualitative and survey data can be key to showing impact. For example, if you run a survey on an annual basis you can compare results to show improvements. Present and discuss your data throughout the application not just in the any other comments section of the application Surveys: Always include an introduction to your survey outlining how the data will be used, why, by who and that the data will remain anonymous. Consider what you want to know - think about the staff and student data and what you want to understand in more detail What will you do with the data? Think about the wording of questions how will you use the data to support your application or help to develop your action plan? Include an about you section to identify the gender of respondents, along with an indication of SWAN grade, contract type (fixed term/permanent) and whether they work full time, part time and/or flexibly. Don t ask for information you aren t going to use.
18 Data: Surveys and qualitative data Surveys (Cont.): Avoid having too many multiple choice options, for example strongly agree, slightly agree, agree. Think about how you will use the data. Strongly agree and agree is enough, or just yes and no. Also avoid neither agree of disagree. Not applicable may be relevant in some cases. Try to engage respondents make the questions interesting, or even provocative create questions that staff will have an opinion on Some open ended questions can provide interesting and useful data (preferably more specific than any other comments ) Focus groups: Focus groups can be a really useful way to further understand a particular issue that have been identified by the SAT either through data analysis or survey results. Make sure that you choose a topic that will engage staff/students, encouraging them to attend. Focus groups will generate qualitative data don t reduce the discussions to statistics. Semi structured, open ended approaches will compliment your surveys. I am happy to help Departments to run focus groups and analyse qualitative data.
19 Evidencing Impact Illustrating the impact of your actions is what distinguishes a silver from a bronze award. While the eventual aim is to increase the number of women at all stages of the academic career pipeline, it will take time to improve your staff statistics, particularly at senior level. However, there are some ways to show statistical change, for example: Committee membership (increase in female membership, but bear in mind over-burdening) Interview panels (increase in female representation, considering workload) Increase in numbers of applications for promotion could show that you are supporting/informing staff in relation to progression Increase in number of female speakers at seminars Use qualitative methods to establish whether actions have had an impact - these methods could include If you re-run your Athena SWAN survey you will be able to compare results over time. Focus groups ask staff/students about their experiences and if they have seen improvements, for example if you recently implemented early career researcher network you could discuss whether these sessions have been helpful and whether they have seen any changes or impact from the sessions. You could ask people to fill in feedback forms after Athena SWAN events (e.g. careers events)
20 Application form: Application forms and the Athena SWAN handbook can be downloaded from the Athena SWAN website 1. Letter of endorsement from HoD This is an opportunity for the HoD to show personal committed to and engaged in Athena SWAN. Give examples of the HoD s involvement in the process. Show how SWAN is linked to, and part of, the Departmental strategy. Give examples of successful SAT actions and the impact they have had on the department Illustrate how Athena SWAN has become an embedded part of the department, for example: explain how the SAT fits into the formal structure of the department (showing it isn t a stand alone group) illustrate how equality and gender considerations are embedded within the culture and vision of the department how will Athena SWAN actions and the SAT be resourced in the future? See UCL Biochemical Engineering silver award, Oxford Experimental Psychology silver application and Edinburgh Biomedical Sciences silver award for good examples of a HoD letter.
21 Application form: 2. The self assessment process Give a brief outline how many men and women are on the SAT, and a breakdown by seniority When giving an description of each SAT member. Give examples of how each member has contributed to the SAT, whether they have any experience of working flexibly, maternity/paternity, why they are interested in SWAN. List SAT members alphabetically not hierarchically Give a clear picture of how the SAT worked, for example when the SAT start meeting, how regularly the team met and the processes the SAT undertook to develop and implement actions. Include any information on how the SAT consulted with staff here (this acts as an introduction to discussions of surveys and qualitative data during the application) Outline reporting mechanisms show how the SAT has become an embedded structure of the department and how the SAT fits within the management of the department Describe how Athena SWAN was communicated to the department would most staff/students know what Athena SWAN is and have they seen your action plan? Give examples of senior involvement and support Consultation with individuals or departments, both within and outside of UCL, is seen as good practice give details of these consultations. Make sure you have a clear plan for the SAT in the future including how often the SAT will meet, how actions will be implemented and monitored and how and when the action plan will be reviewed and revised. See UCL Division of Psychology and Language Sciences, 2013 silver renewal application
22 Application form: 3. A picture of the department Include brief details of staff and student numbers, but don t go into too much detail here just give an indication of the size of your department Give a description of location e.g. if the department is split over two or more sites and how this affects staff How does management work in your department and how are line managers chosen? Briefly describe research groups and how they are organised Student and staff data Generally, the purpose of this section is to discuss the data, in later sections you can describe in more detail the work you have done to support women at career transition points or to improve working culture. To help panels, make it clear if you address issues in later sections (e.g. see discussion in section 4.b)(ii)) Illustrate trends over time try to make your data as clear and simple as possible. Use graphs rather than tables wherever possible, and use percentages (unless numbers are very small) Remember to include information from any qualitative data throughout the application don t just leave it until the any other comments section at the end. Include a graph that shows the full pipeline from Undergraduate to Professor. Discuss the data don t just report it
23 Application form: 4. Supporting and advancing women s careers Key career transition points Recruitment: Consider whether you are currently actively doing anything to encourage women to apply, gender balance of interview panels, does the data suggest any bias in the process? Promotion: how does the current promotion process work in your department for example do staff self nominate or do you have a pro-active system to identify staff for promotion? Do people understand the promotion process, how are people supported through promotion and how are people given advice on how to progress? Key career transition points: Discuss the key issues that have been identified through your qualitative and quantitative data analysis and what you are going to do/have done in response to this analysis. Tell the panel how and why you chose a particular action, and the impact it has had and/or the impact you hope to see. Include information here on any training or mentoring schemes you have put in place for example do you have formal and/or informal systems of mentoring? Consider whether women are receiving informal support or sponsorship from senior members of staff.
24 Application form: Career Development Appraisal: do you have annual or bi annual appraisals? Who carries our appraisals, what is expected to be covered and how is this monitored? Do post docs have an appraisal? Is career progression and support covered in appraisal? Induction: are new staff and students made aware of key information such as social activities, flexible working policies, maternity/paternity policies, and are they told how to access this information if they need it in the future? Support for female students: do you have anything aimed specifically at female students or any actions that you can show a particular impact for female students? what do you do to promote an academic career to your female students? Organisation and culture Committees: Describe how committee membership is decided and what your different committees are responsible for, reflect on how the gender balance could be improved. Is membership regularly rotated, and how are views of all staff men and women represented at these meetings?
25 Application form: Organisation and culture (cont.) Fixed term contracts: it is likely that this will reflect the gender balance of post docs in your department. You could explain here how you support staff on fixed term contracts to apply for permanent or new posts and how you provide the resources for staff to successfully apply for grants that would lead to continued employment. Workload: do you have a robust mechanism to ensure that women aren t overburdened with teaching or administrative roles? If you don t have a formal workload model, give a good explanation why. What is the gender balance between Research/Teaching/Admin responsibilities are women dedicating more or less time to research? Is teaching valued in your department? Timing of meetings: UCL recommends that all key business takes place between and How do you ensure that meetings and social activities are open to all staff, especially those with caring commitments? If it is not possible for some meetings to be held in core hours, what do you do to ensure women are not unable to attend key meetings? Culture: use this section as an opportunity to present the personality of your department to the panel. Are staff happy and feel supported and included? Do people socialise with one another? Outreach: Include who outreach activities are run by as well as who they are aimed at. Is outreach considered in appraisal and promotion?
26 Application form: Flexibility and managing career breaks Maternity: What support is in place for women on before, during and after maternity leave? How does the process work? Consider if the same support is open to staff on fixed term contracts or students. If some staff/students did not return after their maternity, do you know why? Paternity, adoption and parental leave: make use of the new laws relating to shared leave. Numbers are likely to be small, but you could proactively encourage dads to take time off. Flexible working: what formal and informal options for flexible working do you offer? Is flexible working seen as a positive thing in the department and is it an option offered to all staff (i.e. not just parents/ women returning from maternity)? 5. Any other comments Don t leave this section blank Include here anything you think is relevant to the submission that you have not yet outlined.
27 Application form: 6. Action Plan Your action plan should be SMART (specific, measurable, attainable, realistic and timely). Describe all future actions. Actions already completed should be described in the application, not in the action plan. Be specific with dates and actions, for example, if the department planned to implement a mentoring scheme Reference actions from your action plan in the application Action plans that have HR or Administrative staff responsible for the majority of actions won t be viewed positively make sure actions are distributed across the SAT team and to other members of the department. Make sure your actions span the next three years this shows a maintained and consistent focus on SWAN. Panels will be suspicious of action plans where the majority of actions are planned for the 4 months after submission. Don t have too many data monitoring actions panels will want to see innovative and tailored actions developed in response to data and consultation. I would suggest these actions should make up the majority of your action plan especially for silver and gold awards. Don t let success measures become vague make them achievable and measurable. For example, a success measure could be a % increase in the number of people reporting x in the annual staff survey. Avoid success measures like data analysed annually. Consider the impact you are hoping to see for the women in your department. Please see the SWAN template action plan on the UCL SWAN website
28 Application form: 7. Case studies There should be 2 case studies for a silver award one case study should be a member of the SAT team, while the other should be a member of the department who hasn t been a member of the SAT It is useful to have case studies that represent different stages of the academic pipeline, for example, a female professor and a post doc. While showing the support provided by the department during maternity is important, make sure that your case studies illustrate a wide variety of supportive policies and practices offered by the department. Case studies written in first person feel more genuine Case studies should highlight the good practice in the department and the impact of actions described in the application Some departments have included pictures in their case studies (see Imperial s Earth Sciences and Engineering 2012 silver award)
29 Application form: Pitfalls and things to avoid HoD letter: I have worked with some women before. The panel want to see the HoD is engaged and committed, and that the SAT is embedded within the department they wont be impressed with the HoD using examples of when they worked with female scientists and discovered it wasn t that bad. Description of your SAT team: Jane happily married with 7 children. Katy single and no children. The panel are looking to see if there is a verity of experiences on the SAT team this might include child care, maternity/paternity or flexible working but they don t wont to know everyone s personal circumstances. Policies and practices: don t advocate behaviour that goes against UCL policy, or illustrates bad practice. For example we supported Emily to return to work after 2 months of maternity leave. We don t have a gender problem here : avoid making bold statements, especially if you can t show evidence. For example we have eradicated all unconscious bias from the department - it isn't possible to eradicate unconscious bias - however you can make people aware of their own unconscious biases, and ask them to actively challenge their own biases and try to avoid them. Generally, these comments show the department has missed the point.
30 Application form: Pitfalls and things to avoid Culture and social events: avoid activities or events that reinforce unhelpful gender norms. For example, the monthly ladies cake club. Maternity: people often fall into the trap of blaming all gender imbalances on childcare and maternity. Unless you have evidence to support such claims, avoid statements like PhD students take longer to complete their studies because of maternity and childcare issues. While maternity and child care are likely to be important, try not to use this as the explanation for every issues identified. SWAN panels will be looking for a detailed analysis of the structures, practices and culture of the department. Language: be careful of the language you use when describing your data and your department some words that are common place in scientific articles can sound strange or even biased when referring to gender and staff. For example the senior grades are greatly enriched with men. Remember that the application isn t an article or a grant application and doesn t need to be as formal it is important to get the personality of the department across to the panel. Blame: be honest about your data and what might have caused gender imbalances, and identify actions to address the problems don t try to place blame for this one anyone. For example, panels will not appreciate statements like women make it difficult for themselves to get promoted as they have a lack of confidence
31 Other things to consider: There are some things you could consider that are not necessarily asked about in the application form. These could include: Gender balance of invited speakers and internal seminar speakers Applications and success rate for funding by gender consider the encouragement and support offered to early career researchers in applying for grants Gender balance of honorary staff (e.g. how are honorary staff identified and appointed?) Gender balance of staff attending conferences and what support is available (e.g. child care, financial support to attend) Promote the consideration of gender dimension in Research a 2012 LERU paper (League of European Research Universities) identified a lack of consideration of gender within research can lead to problems e.g. there have been examples medical drug trails that have not included women. The gender split for clinical and non-clinical staff
32 Training and development Resources and development for SAT team members: Join the Athena SWAN JISK mailing list - you will receive updates from Athena SWAN, information on events as well as information from other institutions working towards Athena SWAN awards. To join the mailing list, Athena SWAN Volunteer to become a member of an Athena SWAN assessment panel this can provide valuable information on the application process, what is expected from a silver application and how the submissions are assessed. Please contact Harriet if SAT members would like to join the SWAN list, or the women in SET mailing list. Training for staff in your department: There are several training courses offered at UCL that you might want to promote to your staff, or organise within your Department. These include: Springboard Development programme for women Taking control of your career for UCL researchers Leading on Diversity for managers in grade 7-10 You may want to ask all staff (especially those who have not done any equality training since the 2010 Equality Act) to complete our new online Equality and Diversity training Some SATs have run unconscious bias training, if you are interested in running training within your department please contact Fiona McClement or Sarah Guise
33 Suggested Reading Please see other successful bronze, silver and gold applications on the Athena SWAN website - however, please be mindful that we don t always know what the panels did or didn t like about these submissions, and panels will also notice if departments start to submit identikit submissions. Use these documents as a guide and as inspiration but don t just copy them. The UCL Athena SWAN website this includes links to workshop presentations and successful UCL SWAN applications. Athena SWAN handbook and submission documents Jan Atkinson - UCL women in leadership and management Curt Rice 6 steps to gender equality European Commission Structural change in research institutions: enhancing excellence, gender equality and efficiency in research and innovation. Nature - Women in science special Rees, T The Gendered Construction of Scientific Excellence. Interdisciplinary Science Reviews, 36(2). Pp
Experience of an Athena SWAN panellist Peter Clarkson School of Mathematics, Statistics and Actuarial Science University of Kent, Canterbury, CT2 7NF P.A.Clarkson@kent.ac.uk London Mathematical Society
The objectives and actions outlined below reflect the themes and issues identified by our Self Assessment Team (SAT). We have set targets, which are challenging yet realistic, given our starting point,
Writing an Application for an Athena SWAN Award Peter Clarkson School of Mathematics, Statistics and Actuarial Science University of Kent My Background Chair of the SMSAS Athena SWAN committee Member of
Background to the Athena SWAN Charter The Athena Project The Athena Project was a UK-wide initiative which developed out of the Committee of Vice Chancellors and Principals (CVCP) Commission on University
Medical and Dental Schools Athena SWAN Newsletter No. 6, May 2014 Editor: Jan Bogg Dame Sally Davies Women in Dr Jan Bogg Athena SWAN Advisor to UK Medical and Dental Schools. Athenaswan @medschools.ac.uk
Helen Best Assistant Dean Planning and Resources Faculty of Health and Wellbeing (Chair of SHU's Athena Swan Self Assessment Team) Introduction The current challenges for women developing their careers
The House of Commons Science and Technology Select Committee Inquiry into Women in STEM careers 1. Summary Evidence from the Russell Group of Universities 1.1 The Russell Group represents 24 leading UK
Athena SWAN Bronze department award application Name of university: University of Nottingham Department: School of Computer Science Date of application: April 2013 Date of university Bronze and/or Silver
ATHENA PROJECT Case Study No 9 UNIVERSITY OF OXFORD SWAN BRONZE AWARD MARCH 2006 The University of Oxford, a founder member of the Athena SWAN Charter, was awarded Bronze SWAN recognition in March 2006.
Objective Action Timescale Responsibility Success Measure 1. Review Female Academic Progress and Support Networks 1.1 Implement Career Development Committee (to be held annually after appraisals) Expand
Athena SWAN Bronze department award application Name of university: University of Birmingham Department: School of Mechanical Engineering Date of application: Date of university Bronze and/or Silver SWAN
Charter for women in science Research institutes pilot The Athena SWAN Charter recognises commitment to advancing women s careers in STEMM academia: science, technology, engineering, mathematics and medicine.
Plymouth University European Commission HR Excellence in Research: Action Plan 25 th September 2015 Plymouth University achieved the European Commission HR Excellence in Research Award on 5 th September
Athena Swan: Ulster's Pathway to Bronze Success Dr Mary Hannon-Fletcher Overview Background to Athena SWAN SMT endorsement and setting up a Self Assessment Team Preparation for Ulster s Bronze Application
Gender Equality GOOD PRACTICE IN SCHOOLS Examples from Athena SWAN award winners Queen s Gender Initiative Queen s University Belfast 2012 Preface Queen s has been one of the leading higher education institutions
Athena SWAN Bronze university award application The action plan confirms the activities that the University will undertake to address the issues identified in the Bronze Award selfassessment in support
HE STEM Staff Culture Survey Guidance 1 1. Introduction The steps that lead to gender equality within organisations are also those that promote good employment practice and an inclusive environment for
Athena SWAN Bronze and Silver Department award application Name of institution: Queen s University Belfast Date of application: November 2011 Department: School of Electronics, Electrical Engineering &
Athena SWAN Bronze department award application Name of university: The University of Edinburgh Department: School of Engineering Date of application: April 2013 Date of university SWAN award: Bronze 2006,
Gender Equality: Student Culture Survey Guidance for Departments 1 1. Introduction The steps that lead to gender equality and wider diversity within organisations are also those that promote good practice
Introduction University of the West of Scotland Athena SWAN Action Plan (2015-2018) The action plan sets out the activities UWS will undertake to address the issues identified in the Bronze award self-assessment
The Council, 25 April 2016 Annual Report of the Equality and Diversity Board 2015-16 Date: 11 April 2016 Chair: Pro-Vice Chancellor Professor Gill Valentine Secretary: Ms Gill Tait 1 Governance 1.1 Gender
CONCORDAT IMPLEMENTATION UNIVERSITY OF ABERDEEN HR EXCELLENCE IN RESEARCH AWARD TWO YEAR INTERNAL REVIEW PROGRESS REPORT. The University of Aberdeen received the HR Excellence Award for Excellence in December
Equality and Diversity Office Executive Board to note. Equality and Diversity Committee Annual Report 2013/14 1 Executive Summary This annual report summarises the activities undertaken by the Equality
About The Job. Department of Journalism Studies Faculty of Social Sciences University Teacher in Journalism Pursue the extraordinary Overview The Faculty of Social Sciences is a large and diverse grouping
HR Excellence in Research Award: Four year review for Cardiff University Cardiff University Concordat Review Group (September 2014) 1 Internal evaluation This internal evaluation was conducted by a University
Survey of Physics and Astronomy Doctoral Research Students Experiences and Career Intentions A report prepared for the Institute of Physics and Royal Astronomical Society by Oxford Research and Policy,
1. Letter of endorsement from the head of department: maximum 500 words An accompanying letter of endorsement from the head of department should explain how the SWAN action plan and activities in the department
ABOUT LOUGHBOROUGH UNIVERSITY PLANNING OFFICE (VICE-CHANCELLOR S OFFICE) PLANNING OFFICER FIXED TERM FOR 2 YEARS JOB REF: REQ57 FEBRUARY 205 As part of the University s ongoing commitment to redeployment,
BANGOR UNIVERSITY CONCORDAT ACTION PLAN 2016-2020 AND 4 YEAR REVIEW This document contains: The objectives included in the University s Strategic Plan (2015-2020) to support researchers and address the
Becoming A Lecturer Outline why listen to me? who am I? my academic history the academic pathway being a lecturer your application connections / networking personal experience and advice my first grant
UCL INSTITUTE OF EPIDEMIOLOGY AND HEALTH CARE Andrew Steptoe British Heart Foundation Professor of Psychology Director of Psychobiology Research Group HEAD OF INSTITUTE 29 November 2013 Ms Sarah Dickinson
Recruitment and Retention Guidance Appraisal and 360º feedback Page 1 The main purpose of an Appraisal is to assist employees to develop their performance which in turn will contribute to the overall development
UCL DEPARTMENT OF COMPUTER SCIENCE John Shawe-Taylor Professor of Computational Statistics and Machine Learning HEAD OF DEPARTMENT 7 th December 2012 I am pleased to confirm my wholehearted support for
Opening Minds, Opening Services A Self-Assessment Tool Building inclusive services for young people from black and ethnic minority communities with learning disabilities and other support needs Introduction
CONCORDAT TO SUPPORT THE CAREER DEVELOPMENT OF RESEARCHERS: UNIVERSITY OF ABERDEEN IMPLEMENTATION SUMMARY AND ACTION PLAN During the last academic year, an in-depth gap analysis exercise was undertaken
Author: Team: Claire Coleman Customer Service & Communication Team Date: 6/04/09 Version: 1.2 Introduction This service review was undertaken as part of a rolling programme of service reviews. The is the
Athena SWAN Bronze and Silver Department award application Name of institution: University of Nottingham Date of application: 28 April 2011 Department: School of Mathematical Sciences Contact for application:
THE DANISH NATIONAL RESEARCH FOUNDATION GETTING ALL TALENTS IN PLAY GETTING ALL TALENTS IN PLAY 01 COMMENTS FROM THE DNRF CENTERS OF EXCELLENCE ON THE GENDER IMBALANCE The DNRF initiated an analysis of
CAREERS IN RESEARCH ONLINE SURVEY (CROS) 2013 Analysis of University of Results With comparison to the results and University of CROS 2009 and 2011 the place of useful learning The University of is a charitable
Women in Engineering Industry Blueprint of Successful In-House Professional Women s Programs - Supplemental Introduction Creating a Business Case for an In-House Professional Women s Program In 2012, Engineers
Audit 2004/2005 Date: December 2005 Authors: Ros Adams and George Jones Ref: 1072A2005 Review of the Management of Sickness Absence Conwy County Borough Council Contents Summary Report Introduction 3 Background
Talent Management Framework A simple definition of Talent Management is: The systematic attraction, identification, development, engagement/retention and deployment of those individuals who are of particular
HR Fast Stream Graduate Programme 02 Contents Welcome p.03 What is the HR Fast Stream Graduate Programme? p.04 What are we looking for? p.07 Your Fast Stream career path p.08 Location p.09 Profiles p.10
Damers First School Teaching & Learning Policy DAMERS FIRST SCHOOL HAPPY CHILDREN & HIGH QUALITY OHANA! In our family NO ONE GETS LEFT BEHIND Because we believe CHILDREN ARE OUR FUTURE. TEACH THEM WELL
THE PROFESSORSHIP OF EXPERIMENTAL PSYCHOLOGY DEPARTMENT OF PSYCHOLOGY 1 The Professorship Background The Professorship was established in 1931 and the four previous holders of the position have been leaders
ABOUT LOUGHBOROUGH UNIVERSITY WOLFSON SCHOOL OF MECHANICAL, MANUFACTURING AND ELECTRICAL ENGINEERING LECTURER / SENIOR LECTURER / READER IN DYNAMICS: ENERGY AND PROPULSION SYSTEMS (SINGLE POST) REQ15740
Future Research Leaders call 2015/16 Guidance notes for non-academic reviewers Introduction... 1 Aims and objectives... 1 Procedure... 3 Peer Review form on Je-S... 3 The decision-making process... 3 Assessment
YOUR BEST APPLICATION Hints and tips on how to write an application for a position within VU INTRODUCTION Universities and most government organisations have a significant focus on equity and merit-based
Investors in People Assessment Report for Bradstow School Presented by Alli Gibbons Investors in People Specialist On behalf of Inspiring Business Performance Limited 30 August 2013 Project Reference Number
Equality and Diversity Office Executive Board to note. E&D Committee Annual Report 2012/13 1 Introduction This paper reports on the work of the Equality and Diversity Committee (EDC) during 2012/13 and
LOUGHBOROUGH UNIVERSITY Careers in Research Online Survey 2013 Dr Katryna Kalawsky Research Staff and Student Development Officer Contents 1. Background... 2 2. Analysis... 2 3. Participant recruitment
About The Job. Department of Automatic Control and Systems Engineering Faculty of Engineering Department Technical Manager Pursue the extraordinary Overview About the Faculty The Faculty of Engineering
LSE Knowledge Skills and Behaviours Framework for managers and leaders Guidelines Contents Introduction 2 A guide to the KSB framework 3 LSE Leadership and Management: 3 Behaviours LSE Leadership and Management:
Employee Performance Management Process August 2012 Employee Brief: Your Self-Assessment This brief is provided to help document your self-assessment and think about your 2011-12 performance. 1 The purpose
(SA) Women in Local Government Strategy Introduction and Context Like many other sectors of the workforce, women are under-represented in Local Government, both as Council Members and Senior Staff. Following
Masters in University of Liverpool, Online Programmes Acquire a deep understanding of human behaviour to drive performance in people and organisations Learn to bring out the best in yourself and others
Job title: Strategy & Planning Manager Executive Office Location: London Closing date: 27 September 2015 Contract type: Permanent About Teach First How much you achieve in life should not be determined
Strategy - 2019 Strategy for 2019 ViSion To inspire a nation of weightlifters, hooked on the Sport through outstanding leadership and expertise; ensuring Commonwealth champions, increased participation
STATEMENT OF EQUALITY OBJECTIVES -18 Introduction This document builds on the work carried out by the University of Bath to demonstrate our commitment to equality and diversity in all areas of our activities.
Clinical/Health and Forensic Career Panel Thursday 11 February 2016 School of Psychological Sciences In partnership with The University of Manchester Alumni Association and Careers Service Welcome Welcome
24 February 2015 Council 5 To consider Human Resources Report 2014 and People Strategy Issue 1 The annual report on Human Resources issues and a proposed People Strategy. Recommendations 2 Council is asked
INVESTORS IN PEOPLE REVIEW REPORT Lower Farm Primary School Page: 1 of 13 CONTENTS Key Information 3 Assessor Decision 3 Milestone Dates 3 Introduction 4 Assessment Objectives 4 Feedback Against the Assessment
Careers in Research Online Survey (CROS) 2011 Newcastle University CROS 2011 Summary Report Introduction CROS has been important in capturing the anonymous views and experiences of Newcastle research staff
STUDENT VOLUNTEERING: UCL S COMMITMENT Student Volunteering: UCL s Commitment Volunteering is a valuable part of the student experience at University College London. We know that it connects students with
Introduction 1 The Council has agreed an Organisational Development (OD) Strategy with an overall aim to help the Council achieve its vision of building a world class city for everyone, with an ambition
INVESTORS IN PEOPLE REPORT Guy's & St Thomas NHS Foundation Trust Presented by Kate Baker Investors in People Practitioner On behalf of Investors in People South of England November 2015 (14-04922) Introduction
Introduction With faculty, staff and a student body from over 100 countries, London Business School takes pride in its diverse and ever expanding international community. This is our fourth report since
INVESTORS IN PEOPLE BRONZE ASSESSMENT REPORT for Bedford Citizens Housing Association Page: 1 of 13 Key Information Assessment Type Investors in People Specialist Assessment Jeannette Stanley Visit Date
2013-2018 People & Organisational Development Strategy Delivering excellent research Delivering an excellent student experience Enhancing global reach and reputation 1. Introduction Glasgow 2020: A global
REFLECTING ON EXPERIENCES OF THE TEACHER INDUCTION SCHEME September 2005 Myra A Pearson, Depute Registrar (Education) Dr Dean Robson, Professional Officer First Published 2005 The General Teaching Council
Graduate Internships, Manager Guidelines What is an Internship? An internship is where a graduate is employed to gain relevant professional experience before embarking on a career. Well managed, high quality
We believe organisations succeed by realising the potential of their people. Because good people make a great business. Our unique approach The Investors in People Framework underpins our assessment methodology.
The Code of Good Impact Practice June 2013 Inspiring Impact The Code of Good Impact Practice has been developed through a sector-wide public consultation and the input of a working group of 17 organisations
Women in Engineering Industry Blueprint of Successful in-house Professional Women s Programs Introduction Engineers Australia s Women in Engineering National and Division Committees have been approached
THE UNIVERSITY OF EDINBURGH PROGRAMME SPECIFICATION FOR Masters of Nursing in Clinical Research 1) Awarding Institution: University of Edinburgh 2) Teaching Institution: University of Edinburgh 3) Programme
Notes on presentation for Science and the Assembly Girls in STEM Slide 1 It s not a revelation to say that there is a problem with the number of girls taking sciences at school and choosing STEM careers
About The Job. Management School Faculty of Social Sciences Senior Lecturer / Lecturer in International Business / International Entrepreneurship Pursue the extraordinary Overview The Faculty of Social
Faculty of Education, Health and Sciences PROGRAMME SPECIFICATION BSc Online Valid from September 2012 1 www.derby.ac.uk/ehs CONTENTS SECTION ONE: GENERAL INFORMATION... 1 SECTION TWO: OVERVIEW AND PROGRAMME
Job Description Job Title: Faculty Human Resources (HR) Administrator Grade: Grade 6 Salary: Hours: Available: Responsible to: 26,976-31,614 per annum Full time (36.5 per week) Immediately This post is
Page 1 of 6 ROLE PROFILE & PERSON SPECIFICATION Organisational Development Manager 1. RESPONSIBLE TO: Associate Director of Learning & Organisational Development 2. RESPONSIBLE FOR : The Workforce Development
Performance Management WORKSHOP HANDOUTS Facilitated by: Tara Kemes, Vantage Point Knowledge Philanthropist June 2013 Page 1 of 16 Handout 1 Performance Management System Overview What is performance management?