Employee Lifecyle

The College Values will be embedded 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 & Progression

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

  • To make the values visible and ensure staff and prospective staff can see our commitment to values (December 2021)
  • To ensure our values are understood and consistently applied throughout the recruitment process (January 2022)
  • To update academic promotion documents so they are aligned with and reflect our values (September 2022)

Employee Relations

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

  • All training provided by the ER team will make reference to Values (December 2021)
  • All ER policies to be updated to incorporate Values (by December 2022)
  • All hearings and meetings will be conducted with Values in mind, with respect for all parties (ongoing)

Reward, Recognition, Policy and Engagement

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

  • Use the Staff Forum to highlight and talk about the Values as they are used and demonstrated throughout the College (November 2021)
  • To ensure Values are embedded into the Staff Survey for 2022 when reviewing the question set (February 2022)
  • To develop and implement a framework to support non-financial recognition underpinned by the Values (March 2022)

Equality, Diversity and Inculsion

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

  • Incorporate the values into the policies and guidance documents to reflect the behaviours and culture expected from staff/leaders at the College (September 2021)
  • Use social media to message EDIC support of the College values and spotlight news items and links to best practice (October 2021)
  • Incorporate the values into programmes to ensure that participants have an opportunity to reflect on how they can incorporate the values in practice (February 2022)

People and Organisational Development

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

  • To make use of existing comms channel to highlight values and behaviours in more detail. This will provide another route for promoting values while also adding valuable and relevant content to the newsletter (Ongoing)
  • To ensure that all participants receive updated materials referring to values and behaviours, providing a consistent message (September 2021)
  • To ensure that the new POD website provides relevant content on and reference to values and behaviours, taking opportunities to highlight these wherever relevant (September 2021)

Performance Management

Values will be embedded within Performance Management, for example:

  • Impactful training that equips managers and staff to take the right level of responsibility to have constructive and motivating conversations related to performance and development (December 2022)
  • To inculde a rating related to performance that provides individuals with a clear indication of their impact and performance (Autumn 2022)
  • To make the link/relationship between performance and development stronger – incorporate into training (November 2022)