Management Forum 26 th February

HR Action Plan: TDP HR Strategy: Vision, Mission, Values HR Strategic Plan: Objectives Institute Strategic Plan PDP 2

3     1. People: To maximise and harness the collective talents and abilities of all colleague within DIT. 2. Organisational Development: To transform DIT to become more streamlined, agile and dynamic. 3. Financial: To ensure that DIT operates efficiently and effectively within available resources. 4. Engagement: To be valued by academic, industry, community and other partners, nationally and internationally, for the transfer of knowledge and skills relevant to sustainable development. 5. Learning: To be the HEI of choice in arts, tourism, business, engineering, built environment, sciences and health for career-focused education through quality teaching and learning.

 HR Mission To support the Institute in achieving its Mission by providing a quality service, through our role in attracting, retaining, developing and motivating staff of the highest calibre. 4

 HR Vision To become recognised and valued for providing a professional, supportive, timely and pro-active human resources service in response to the needs of the Institute’s Management and Staff. 5

HR Strategic Objectives & Supporting Goals 1. Ensure that the talents and ability of our staff are recognised and developed to their fullest possible potential. Goals 1.1Promote the reinvigorating and embedding of PMDS by development of appropriate T&D interventions in response to identified needs. 1.2 Management Forum to promote a robust AL to L Progression process. 1.People: To maximise and harness the collective talents and abilities of all colleagues within DIT 6

2. Through strategic and tactical deployment/redeployment ensure that the individual and collective skills and abilities of our staff support the ongoing delivery of DIT objectives. Goals 2.1Coordinate the development of a Manpower plan for each College/Support Function. 2.3 Implement the HR module of the Excellence in Administration Project. 2.4 Implement the HR administration changes required to complete the Organisation of DIT and EIA initiatives. 2.5 Develop and rollout a strategy to ensure that disciplined defined posts become the norm for academic posts. 7

3. Support and contribute to the objectives set out in the Institutes NQAI Review. Goals 3.1Carry out a Staff Survey to identify areas for improvement in recruitment and selection policies and procedures. 8

4. Enhance Support to line managers to manage people. Goals 4.1 Implement the HR Business Partner Model to provide bespoke dedicated professional HR service support to DIT management on a professional services basis. 4.2 Continue to develop and enhance the leadership and management development programmes 9

5.Development of a Competency Framework for administrative staff and Heads of Schools. Goals 5.1Carry out a job analysis of the Head of School role with a view to identifying DIT supplementary competencies to the National Competency Framework. 5.2 Complete the development of the Grade IV Assistant Staff Officer Competency Framework. 5.3 Develop a competency framework for Grade V Staff Officer roles. 10

HR Strategic Objectives & Supporting Goal s 6. Enhance DIT’s national position through appropriate designation, mergers and collaborations. Goals 6.1Achieve agreement on a process for the rationalisation of back office services in support of TUD. 2. Organisational Development: To transform DIT to become more streamlined, agile and dynamic. 11

7.Ensure that HR Policies and Practices reflect, reinforce and support the Institute objectives. Goals 7.1 Establish a Policy Development Committee to develop and systematically review policies. 7.2 Develop and implement a Management Communications Policy. 7.3 Systemise internal HR communications. 7.4 Develop a policy so that all staff in professional disciplines should have the appropriate chartered status / membership of professional bodies, where possible. 12

HR Strategic Objectives & Supporting Goals 8. Maximise the use of technology in order to streamline business processes. Goals 8.2Develop an electronic data management system. 8.3 Implement the Pensions Project Plan. 8.4 Integrate the Core Pensions module with the day to day activities of the Pensions Section. 8.5Maximise the full potential of the Core Portal element of CORE HR. 8.6Introduce the E-Recruit module of CORE HR. 3. Financial: To ensure that DIT operates efficiently and effectively within available resources. 13

9. Measure HR Department performance in supporting the ongoing delivery of Institute objectives. Goals 9.1 Develop a suite of Key Performance Indicators. 14

HR Strategic Objectives & Supporting Goals 10. To ensure compliance with the Public Service Agreement. Goals 10.1 Ensure the implementation of the IOT Public Service Agreement Management Action Plan. 4. Engagement: To be valued by academic, industry, community and other partners, nationally and internationally, for the transfer of knowledge and skills relevant to sustainable development 15

11.Support and contribute to the objectives set out in the Institutes NQAI Review. Goals 11.1 Review Quality Assurance measures for staff selection Review Quality Assurance measures for Progression from AL to L Develop and implement the HR elements of the plan to ensure that appropriate staff have a Third Level Learning and Teaching qualification. 16

HR Strategic Objectives & Supporting Goals 12. Support and contribute to the objectives set out in the Institutes NQAI Review. Goals 12.1 Promote Research Activity in the Institute through (a) PMDS processes (b) flexibility within the current lecturing contract and (c) exploring the potential to change the current lecturing contract. 5. Learning: To be the HEI of choice in arts, tourism, business, engineering, built environment, sciences and health for career-focused education through quality teaching and learning 17

 HR Management Team Meeting every two weeks  Agenda Item:  Team Development Plan  Actions updated as progress achieved 18

19 HR Objective Strategic Objectives and supporting GoalsAction Champions 4. Enhance Support to line managers to manage people 4.1 Implement the HR Business Partner Model to provide bespoke dedicated professional HR service support to DIT management on a professional services basis. Mary Malone & David Spring 7. Ensure that HR Policies and Practices reflect, reinforce and support the Institute objectives 7.1 Establish a Policy Development Committee to develop and systematically review policies.David Spring 7.2 Develop and implement a Management Communications Policy Mary Malone & David Spring 7.3 Systemise internal HR communications. Mary Malone & David Spring 10. To ensure compliance with the Public Service Agreement 10.1 Ensure the implementation of the IOT Public Service Agreement Management Action PlanDavid Spring 11. Support and contribute to the objectives set out in the Institutes NQAI Review 11.2 Review Quality Assurance measures for Progression from AL to LDavid Spring 12. Support and contribute to the objectives set out in the Institutes NQAI Review 12.1 Promote Research Activity in the Institute through (a) PMDS processes (b) flexibility within the current lecturing contract and (c) exploring the potential to change the current lecturing contract (a)Phil Kenna (b)David Spring (c)David Spring

20 HR Objective Strategic Objectives and supporting GoalsAction Champions 2.Through strategic and tactical deployment /redeployment ensure that the individual and collective skills and abilities of our staff support the ongoing delivery of DIT objectives 2.1 Coordinate the development of a Manpower plan for each College/Support FunctionMary Malone 4.Enhance Support to line managers to manage people 4.1 Implement the HR Business Partner Model to provide bespoke dedicated professional HR service support to DIT management on a professional services basis. Mary Malone & David Spring 7.Ensure that HR Policies and Practices reflect, reinforce and support the Institute objectives 7.2 Develop and implement a Management Communications Policy Mary Malone & David Spring 7.3 Systemise internal HR communications. Mary Malone & David Spring 8. Maximise the use of technology in order to streamline business processes 8.2 Develop an electronic data management systemMary Malone 8.5 Maximise the full potential of the Core Portal element of CORE HR Mary Malone & Resourcing Manager 8.6 Introduce the E-Recruit module of CORE HR Mary Malone & Resourcing Manager 9. Measure HR Department performance in supporting the ongoing delivery of Institute objectives. 9.1 Develop a suite of Key Performance IndicatorsMary Malone 11.Support and contribute to the objectives set out in the Institutes NQAI Review 11.1 Review Quality Assurance measures for staff selectionMary Malone

21 HR Objective Strategic Objectives and supporting GoalsAction Champions 1.Ensure that the talents and ability of our staff are recognised and developed to their fullest possible potential 1.1 Promote the reinvigorating and embedding of PMDS by development of appropriate T&D interventions in response to identified needs Phil Kenna 4.Enhance Support to line managers to manage people 4.2 Continue to develop and enhance the leadership and management development programmesPhil Kenna 5. Development of a Competency Framework for administrative staff and Heads of Schools 5.1 Carry out a job analysis of the Head of School role with a view to identifying DIT supplementary competencies to the National Competency Framework Phil Kenna 5.2 Complete the development of the Grade IV Assistant Staff Officer competency frameworkPhil Kenna 5.3 Develop a competency framework for Grade V Staff Officer rolesPhil Kenna 7.Ensure that HR Policies and Practices reflect, reinforce and support the Institute objectives 7.4 Develop a policy so that all staff in professional disciplines should have the appropriate chartered status / membership of professional bodies, where possible David Cagney & Phil Kenna 12.Support and contribute to the objectives set out in the Institutes NQAI Review 12.1 Promote Research Activity in the Institute through (a) PMDS processes (b) flexibility within the current lecturing contract and (c) exploring the potential to change the current lecturing contract (a)Phil Kenna (b)David Spring (c)David Spring

22 HR Objective Strategic Objectives and supporting GoalsAction Champions 8.Maximise the use of technology in order to streamline business processes 8.3 Implement the Pensions Project PlanTeresa Coss 8.4 Integrate the Core Pensions module with the day to day activities of the Pensions SectionTeresa Coss

 Executive Assistant Goal 6 Enhance DIT’s national position through appropriate designation, mergers and collaborations 6.1 Achieve agreement on a process for the rationalisation of back office services in support of TUD  Involved in the initial stages of scheduling meetings, taking notes and sourcing information i.e. Policies, between representatives from Finance and HR in DIT, ITB and ITT. 23

 Executive Assistant Goal 7 Ensure that HR Policies and Practices reflect, reinforce and support the Institute objectives 7.1 Establish a Policy Development Committee to develop and systematically review policies.  Member of HR Policy Committee which ensures that all HR policies are reviewed and developed on a regular basis.  Involved in keeping list of all live policies up to date and ensuring that all policies are on the HR website. 24

 Staff Training & Development Manager Goal Ref: 1 Ensure that the talents and ability of our staff are recognised and developed to their fullest possible potential 1.1 Promote the reinvigorating and embedding of PMDS etc.  Facilitate the PMDS Joint Implementation & Monitoring Group in the implementation of the outputs from February 2013 Management Forum  Lead the ST&D Team in the preparation of Reports from online tool for PMDS Joint Implementation & Monitoring Group & HRC regarding (i) numbers of PDP meetings & (ii) training & development outcomes from PMDS  Direct the Staff T&D Team in the ongoing maintaining and update of the PMDS web page  Lead the Staff T&D Team in the design and delivery of a ST&D Programme for 13/14 that reflects PMDS outputs 25

 Staff Training & Development Manager Goal 7 Ensure that HR Policies and Practices reflect, reinforce and support the Institute objectives 7.4 Develop a Policy so that all staff in professional disciplines should have the appropriate chartered status/membership of professional bodies, where possible  Find out practice in other Third Level Institutions through IUTN  all Directors for details of relevant bodies, fees and estimated costs – include example re CIPD membership for HR  Draft Policy in consultation with Director of HR 26

 Head of Employee Relations  Development of professional IR/ER service culture, supported by codified commitments within a service level agreement.  Development of closer relationship at College/School level through HR Business Partners anticipating service needs.  Further explore the potential to change the current lecturing contract.  Modify the PMDS system/process to align it with incremental progression 27

 Throughout the HR Team 28