College of Social Sciences Professional Services Review Project Expectations Focus Group Welcome to the Expectations workshop Thank you Your input will be valuable - INTRODUCTIONS

Purpose of session Give you an overview and an understanding of the project To define what expectations need to be most clearly defined and how To understand what else needs to happen to embed these expectations For your views, in conjunction with those from across the focus groups, to inform next steps Purpose is to understand: Give you an overview and an understanding of the project To define what expectations need to be most clearly defined and how To understand what else needs to happen to embed these expectations Your feedback will inform next steps and shape implementation

Initial Work Stream Recommendations For further engagement, academic and Professional Services staff drafted: An expectations framework. A CoSS vision and plan for developing values. Ideas for better career progression and development. A plan to review and standardise key processes. VC Review 2016 – recommendations Encourage cross-college working, improve resilience and flexibility Improve career development opportunities 6 work streams drafted: Expectations framework CoSS vision and a plan for values A plan for career progression and a plan to review processes

What will be different? Streamlined processes A school and college identity Cross-college support Clarity around expectations Progression opportunities Cross-college working Shared vision and values Streamlined processes Initial recommendations will help us to achieve: Clarity around expectations Cross-college working Streamlined processes Shared vision and values Better alignment of Professional Services

Next steps… Broad engagement with all staff to add detail and shape implementation of the initial recommendations. - Focus groups taking place from March 23rd. Working groups to review core processes and build on good practice / improve consistency and efficiency. Champions group and ongoing communications Broad engagement – focus groups, attending local meetings Working with smaller focused groups – to review processes Champions – engage with staff through the champions group

Desired outcomes Clear senior ownership of strategic activity (Education, Research, Influence, Resources). Standardise key processes to enable efficiency and to free capacity. Begin to develop a shared culture recognising this will take time to embed. Create a clear expectations framework and career progression strategy. Desired outcomes Align CoSS to the strategic framework Standardise key processes Create a clear expectations framework Develop a shared culture – can do this by defining our values

Recommendations Agree the proposed expectations framework (appendix 1) and communicate this widely to staff to clarify their responsibilities. Embed key aspects of the desired future into existing processes. For example, the expectations framework and values should be considered as a basis for all key events from recruitment such as job descriptions, interview questions, PDRs.

Ground rules No right or wrong answers Stick to expectations Everyone has their say Be honest and constructive Allocate Groups

Activity 1 Individually In groups 2 minutes to note down examples of where expectations are unclear or particularly clear in your roles. Although expectations may be clearly articulated, they may be rejected and regarded as unreasonable, irrelevant or unfair. What evidence is there to show expectations are being ‘broken’? In groups Discuss and identify any themes emerging, capture these on flipchart paper. Decide as a group on an overall rating (out of 10) for how clearly expectations are articulated or understood. Prepare to feedback on your rating. 10 mins activity 5 mins feedback Place in groups from the beginning. Feedback Decide as a group on an overall rating (out of 10) for how clearly expectations are articulated or understood. Prepare to feedback on your rating. What is your rating and why?

Activity 2 – World Café Using the expectations framework answer the following questions (questions will be rotated): What is missing from the draft expectations framework? What would make having an expectations framework worthwhile for staff? What are some of the ‘unwritten’ expectations in operation currently? What would need to happen to embed and make the expectations framework a reality? On your final question decide as a group the most pertinent piece of advice you’d like to feedback on. 10 mins each question – rotate (40 mins total), 10 mins feedback What is missing from the draft expectations framework? What would make having an expectations framework worthwhile for staff? What are some of the ‘unwritten’ expectations in operation currently? What would need to happen to embed and make the expectations framework a reality? On your final question decide as a group the most pertinent piece of advice you’d like to feedback on.

What’s next? Hosting further focus groups around Expectations. Consolidate information: Feedback to Project Oversight Group Create implementation plan Feedback session in June Leave session feedback

Thank you Session feedback Contact us: - Subina Begum, Project Officer, s.begum.8@bham.ac.uk - Angela Storer, Change Manager, walkerAL@adf.bham.ac.uk