Number Sub-Objective Target Action Accountability Resources
Number Sub-Objective Target Action Accountability Resources
Number Sub-Objective Target Action Accountability Resources
OBJECTIVE 1: To recruit and retain high calibre staff for the College at its current site and in the context of the planned relocation to Greenwich
in 2007/08, especially in those areas where strong linkages with industry are required
1
Number Sub-Objective Target Action Accountability Resources
1.3 Enhanced Introduction of a Induction DVD Production content and authoring completed Head of Human £7,000
Staff Induction by December 2005 by November 2005 Resources
Programme
Induction DVD ready for implementation by
December 2005
2
Summary Statement of Staff Development Target Setting, Action Plan, and Investment
OBJECTIVE 2: To ensure staff possess the skills both general and specialist needed for the future success of the College at its current site and
in the context of the planned relocation to Greenwich and Scop-sector requirements
3
Number Sub-Objective Target Action Accountability Resources
2.3 To ensure that All relevant employees to Line managers in conjunction with the Heads of Within
existing full- achieve the PGCE by July 2008 Training Co-ordinator to identify relevant CPD Faculty, existing
time, sessional for staff annually and arrange for them to Training Co- resources
and fractional receive appropriate training ordinator
FE staff are
suitably
qualified
4
2.4 December 2007
cont…
Monitor results and produce report
documenting progress
2.5 To ensure By August 2008, 90% of Approved Senior Management Development Head of HR and £25,000
relevant staff managers in the College to Senior Management Staff Development Training Co-
possess the have participated in a Programme approved by Management ordinator
management management development Committee by June 2007
and other programme
generic Senior Management Development
competences programme completed by March 2008
required by the
College Management Development training for all
other appropriate levels of staff by August
2008
2.6 To ensure that Inclusion of ICT training in the Take-up of ICT training monitored by the Training Co- Within
staff continue annual Training and Staff Training Co-ordinator ordinator existing
to have Development brochure resources
opportunities Impact of training assessed by the Training
for relevant Co-ordinator
ICT training
Production of monthly training report for the
CEO and Management Committee
5
Number Sub-Objective Target Action Accountability Resources
2.7 Development To undertake appropriate Identify specific training needs for staff Head of Within
and training by 2007-08 to enable Resources existing
enhancement staff to keep abreast of Develop training plan resources
of the skills of appropriate developments
Station Control within Communication Media Upon completion of training negotiate work
staff to support Faculty placements for staff within appropriate
digital professional environment
developments
of equipment
and facilities
within
Communi-
cation Media
Faculty
2.8 Development By Aug 2006, to have Recruit Business Support Manager by Head of Within
of the new embedded new structure and December 2005 Resources existing
Business delivering an effective service resources
Support which is responsive to the Establish roles within the team to provide
Department needs of the College effective service to internal customers
(formally
Production Co- Identify the training requirements, to include
ordinators) the development of budgetary skills
6
Number Sub-Objective Target Action Accountability Resources
2.9 To continue to To continue to ensure that staff Training Co-ordinator to source appropriate Training Co- £20,000
produce are aware of legal obligations trainers for training activities ordinator in
annually a affecting the way in which they conjunction with
comprehensive work all senior
in-house Staff managers
Development To continue to ensure that Draft Staff Development Programme Within
Programme annually all academic staff completed by June annually existing
and Brochure participate in appropriate resources
pedagogical and learning and Staff Development outline programme and
teaching developments dates available on-line for all staff by July
annually
7
Number Sub-Objective Target Action Accountability Resources
Impact of Greenwich Relocation planning
2.10 Re-alignment By August 2008, retrain Assessment of training needs Director of Within
of IT with the relevant existing IT staff to take Finance existing
Strategic Plan / on specialist IT activities and Source and organise appropriate training resources
Learning and delivered within the new IT Training Co-
Teaching framework Impact Assessment ordinator
methods
2.11 Re-alignment To ensure that staff receive To annually conduct staff appraisal to identify Head of HR £40,000
of staff skills training appropriate to new / individual training needs
profile with the revised roles by 2008
Strategic Plan To annually complete the Institutional Training Training Co-
Needs Analysis to identify trends in training ordinator in
requirements conjunction with
Heads of
Identify Institutional training requirements Faculties and
arising from the Strategic and Operational line managers
Plan annually
8
Summary Statement of Equal Opportunities Target Setting, Action Plan and Investment
OBJECTIVE 3: To achieve a workforce that mirrors the community that it currently serves and will serve in Greenwich, and to achieve
equality of opportunity for all staff
9
3.3 To ensure that Continued mandatory Inclusion of equality of opportunities and race Training Co- Within
staff continue participation in all areas of equality training in the annual Training and ordinator existing
to participate in equal opportunities and race Staff Development brochure resources
staff equality training
development
focusing on
good practice
in diversity and
equal
opportunities
3.4 To continue to By August 2006 an increase in To annually review advertising campaigns to HR Officer Within
increase the the proportion of Black and continue to encourage more suitable qualified existing
number of staff ethnic minority staff at the individuals from Black and ethnic minorities to resources
from Black and College from 11% to 12% apply for jobs
minority
groups in the Gain a wider acknowledgement To continue to monitor responses to
college to of Ravensbourne among the advertisements from the Black and ethnic
better match diverse communities in the minorities
the population region
of outer To continue to prepare an annual report to HR Officer
London the Diversity Committee of race equality
statistical data and progress
10
3.5 To ensure the To increase the proportion of To incorporate appropriate wording into job HR Officer Within
College meets people with disabilities in the advertisements to encourage more suitably existing
its obligations College workforce to 2% by qualified individuals with disabilities to apply resources
as an August 2008 for jobs
employer of
people with To monitor the responses to advertisements
disabilities from disabled people
3.6 A more To continue to further increase To review the wording of job advertisements HR Officer Within
appropriate the proportion of women who to encourage more suitably qualified women existing
gender hold academic posts from 39% to apply for jobs resources
balance across to 41% by December 2007
the institution Annual Report to the Diversity Committee
concerning progress towards targets HR Officer
3.7 To continue to To conduct a 2nd review of the Revision of HR policies, Procedures and Head of HR Within
ensure that HR entire staffing policies by outcomes existing
policies and August 2007 resources
procedures
continue to
provide
Ravensbourne
with the
required
flexibility to
remain
competitive in
the HE sector
and relevant
11
3.7 cont. private sector
industries
To continue to
ensure that
Policy
documents
and
procedures do
not operate to
disadvantage
of staff groups
3.8 To continue to All sub-contractor and service By March 2007, to establish a mechanism to Head of Within
ensure equality providers to work within the ensure that all sub-contractor and service Resources existing
of college Policy and the current providers employed by the College adhere to resources
opportunities legislative framework the College’s Equal Opportunities and Race
policy is Equality Policies
provided to all
service
providers and
contractors
employed by
the College
12
Impact of Greenwich Relocation Planning
3.9 To increase the Benchmark staff ethnicity Annual Report to the Relocation Monitoring Head of HR Within
number of staff statistics against London Committee on progress existing
from Black and Borough of Greenwich (LBG) resources
minority ethnicity statistics by January
groups at the 2007
new site to
better match Set appropriate recruitment
the population targets for support staff based
of Greater on LBG ethnicity statistics
London
Set appropriate recruitment
targets for academic staff
based on Greater London and
National statistics
13
Summary Statement of Regular Reviews of Staffing Needs, Target Setting, Action Plan, and Investment
OBJECTIVE 4: To ensure that the staff of the College have the relevant skills and required flexibility to deliver the business
objectives as set out in the Corporate Plan and the Commercial Strategy in relation to knowledge transfer and commercial activities
14
Number Sub-Objective Target Action Accountability Resources
Impact of Greenwich Relocation planning
4.3 To maximise To use the move to Greenwich Prepare detailed Plan to ensure maximum Director / CEO Within
the advantage to provide relevant and value is extracted from the relocation to Head of HR existing
of the qualified staff in line with the increase highly skilled staff by August 2007 resources
relocation Strategic Plan
15
Summary Statement of Annual Performance Review Target Setting, Action Plan and Investment
16
Number Sub-Objective Target Action Accountability Resources
Impact of Greenwich Relocation planning
5.3 To review the To establish a structure that By Jan 2007 define the appropriate structure Head of Within
Estates Team compliments the demands of Resources existing
structure and the new site By Aug 2007 implement the appropriate resources
roles structure to ensure any changes are
implemented in advance of the move
5.4 To determine To ensure the appropriate skills By Jan 2007 negotiate and agree temporary Head of Within
what roles are exist, either in house or on changes in roles for staff to facilitate the Resources resources
required for the temporary contracts, to enable move
physical move smooth transition to Greenwich
to Greenwich By Jan 2007 determine the need for
additional staff either casual or fixed term
17
Summary Statement of Poor Performance Target Setting, Action Plan, and Investment
OBJECTIVE 6: To address any cases of under, or poor performance in the College’s workforce
18
Summary Statement of Flexible Reward Systems Target Setting, Action Plan, and Investment
OBJECTIVE 7: To adapt and implement as appropriate, the agreed Framework for the Modernisation of the College’s Pay Structure
and reward
7.2 To ensure Revision of the existing Head of Human Resources to review Head of Human Within
Regrading and Regrading and Promotions documentation Resources existing
Promotion Policy and Procedure by resources
Policy / December 2006 Management Committee to approve
procedures documentation by January 2007
has continued
relevance to
the College
and
appropriately
recognises
individual staff
19
7.2 contribution
cont… where this has
significantly
changed /
increased
Impact of Greenwich Relocation planning
7.3 Introduction of Salary benchmarking exercise Head of HR complete exercise by June 2007 Head of HR Within
attraction and using external market data to existing
retention inform review of remuneration resources
premia where packages (see Recruitment and
justified by Retention 1.2)
market salary
surveys
7.4 Report to To conduct research into Head of HR to undertake review and present Head of HR Within
examine the flexible reward system within finding to Relocation Monitoring Committee existing
scope for the context of the relocation by by December 2007 resources
introducing a December 2007
flexible reward
policy
20
Summary Statement of Part-time and hourly paid fixed-term sessional staff Target Setting, Action Plan, and Investment
OBJECTIVE 8: To monitor the employment relationship with fixed-term hourly-paid sessional staff and continue to rationalise the
sessional staffing
21
Number Sub-Objective Target Action Accountability Resources
8.3 To enable part- Implement enhanced To complete DVD content by November 2005 Head of HR £5,000
time and December 2005
sessional staff Annual Staff Development Programme to be £5,000
to make the To annually review staff aligned with Strategic Plan, Learning and Head of HR
best possible development / training activities Teaching Strategy, Equal Opportunities and
contribution to for sessional and part-time staff Race Equality Policies, and new statutory £5,000
the work of the requirements
College To ensure that future reviews of
HR policies do not operate to Examine new modes of training delivery for Training Co- Within
the disadvantage of part-time sessional and part-time staff ordinator existing
staff in the workplace resources
Head of HR to review staffing polices (see
Equal Opportunities Action Plan 3.7)
22
Summary Statement of Professionalisation of Support Staff Target Setting, Action Plan, and Investment
OBJECTIVE 9: To provide an effective and efficient Support service to both internal and external customers
23
Number Sub-Objective Target Action Accountability Resources
9.4 To continue to To continue to provide good Training Co-ordinator to continue to publicise Training Co- Within
encourage access to development internal and external training opportunities for ordinator existing
Support Staff opportunities staff resources
to obtain
relevant To maintain high rates of
development participation in training and staff
development activities
9.5 To develop a Framework to be agreed by Working Group to report on review by Learning and Within
College CPD July 2006 December 2005 Teaching existing
framework that Committee resources
addresses the To prepare a policy pertaining Draft policy for approval by Learning and
issues of to continuous professional Teaching Committee and Management Head of HR
career development for technical staff Committee by October 2006
progression in
a small HEI Draft policy to be approved by the Board of
Governors by December 2006
24
Summary Statement of Learning and Teaching Target Setting, Action Plan, and Investment
OBJECTIVE 10: To continue to develop and extend the quality of the College’s learning and teaching across the full range of the College’s
academic provision
10.2 Strengthening To continue to embed Peer To annually provide training for relevant staff Head of Quality Within
the College’s Observation of Teaching into existing
internal the academic framework Annually feedback summary of peer Heads of resources
framework for observation process through the Appraisal Faculty
assuring the Process
quality of the Director of Post
academic Establish future training needs Graduate
provision Development
Source and provide training followed by and Quality
impact assessment
10.3 To provide To achieve 10% of delivery as Examine staff training needs by December Director of Post £2,500
appropriate resource based learning by 2005 Graduate
development September 2006 Development
opportunities Organise relevant training and assess impact and Quality
for Resource
Based
Learning
25
Number Sub-Objective Target Action Accountability Resources
10.4 To ensure To continue to provide To annually update the DVD in line with Learning and £5,000
continued induction for new full, part time internal and external developments Teaching
relevance of and hourly-paid staff Committee,
the Staff DVD content to be approved annually by the Human
Induction DVD Learning and Teaching Committee and Resources
Human Resources
Impact of Greenwich Relocation planning
10.5 Sub-objectives
To be
determined by
August 2006
26
Summary Statement of Widening Participation Target Setting, Action Plan, and Investment
OBJECTIVE 11: To develop approaches which enable the flexible delivery of learning opportunities and which facilitate the participation of non-
traditional learners and under-represented groups
27
Number Sub-Objective Target Action Accountability Resources
11.4 To develop On-going development of Head of Faculty of Design to maintain and Head of Faculty Within
appropriate projects with schools and other foster new links with appropriate for Design existing WP
routes by organisations to encourage organisations funding
which participation by non-traditional
secondary learners
level students
and non- Continued implementation of
traditional the Fair Access Policy
learners can
progress onto Raise aspirations for HE within
Ravensbourne the community
courses
Impact of Greenwich Relocation planning
11.5 Sub-objectives
to be
determined by
August 2006
28