The College Values will be emedded into key HR areas to ensure they are visible in the employee lifecyle. Plans are currently being developed to embed the Values into the following areas:

Workstream

Recruitment

Values will be embedded within the recruitment cycle, for example:

  • To ensure Values are consistently applied throughout the recruitment process
  • To improve the diversity and quality of candidates
  • To discourage/eliminate biased language and communication

Employee Relations

Values will be embedded within the employee relations (ER) cycle, for example:

  • All ER policies to be updated to incorporate Values
  • All hearings and meetings will be conducted with Values in mind, with respect for all parties
  • All training provided by the ER team will make reference to Values

People and Organisational Development

Values will be embedded within the People and Organisational Development (POD) cycle, for example:

  • To ensure all external providers have information and context on Values as part of the contract process
  • To ensure that the new POD website provides relevant content on and reference to Values
  • To provide a new e-learning module on Values

Equality, Diversity and Inculsion

Values will be embedded within the Equality, Diversity and Inculsion cycle, for example:

  • Incorporating Values into EDI online courses and training materials
  • Incorporating Values into EDI polcies and guidance
  • Using Values to shape and communicate the EDI offer

Reward, Recognition, Policy and Engagement

Values will be embedded within the Reward, Recognition, Policy and Engagement (RRPE) cycle, for example:

  • Incorporating Values into the next Staff Survey
  • Explore whether a Values award can be created in recognition of positive behaviours
  • Incorporating Values into all HR policies

Performance Management

Values will be embedded within Performance Management, for example:

  • Sharing what good behaviours look like and the expectations at different levels
  • Provide clarity on measurement, rating, levels and outcomes
  • Promote regular feedback as a performance management tool