1. President’s Message Challenges posed by impasse in formation of new Government and Cassells Report Support for UCC students affected by events in Spain and Brussels, continuing growth of international student numbers to UCC New Appointment of Quality Promotion Officer Ms Elizabeth Noonan.

2. Heads & Managers Forum HR Briefing 22 nd April, 2016 2

3. Human Resources 3 Our Values INTEGRITY TRUST ACCESSIBILITY RESPECT Our Mission To be a trusted and respected HR function, capable of responsive delivery at an optimal level to support staff and the university’s strategic ambitions, that is Optimal, Consistent, Timely, Transparent and Confidential Our Strategy Apply best international practice to attract, develop and retain staff of the highest quality and to enable all staff to reach their full potential

4. The HR Department 4 Central Services Employee Relations Staff Development & Welfare HR Strategy & Organisational Development HR Business Managers

5. Performance Management 2015/16 reviews launched 30.09.15 On-going training and refresher sessions for staff Emphasis on university’s Strategic Goals and Objectives Electronic performance management system imminent Recruitment 241 posts approved for recruitment (Jan-Dec 2015) Significant recruitment trend continues in 2016 Staffing Trends Core TFE 2014 v 2015 1635.97 v 1679.65 = 2.7% increase Research (Exchequer & Non Exchequer funded 2014 v 2015 878.26 v 908.95 = 3.5% increase Key Developments 5

6. Administrative Grades Promotion Call Call for promotions will apply to following grades: EA, Library Assistant, SEA, Senior Library Assistant, Admin V (Grade 5), Admin III (Grade 6), Admin II (Grade 6A) and Admin I (Grade 7) Athena SWAN Application at final stages of completion Submission date 28 th April, 2016. National Vetting Bureau (Children & Vulnerable Persons) Act 2012 comes into effect 29.04.16 Sectoral Garda Vetting policy has been developed and will be implemented by HR and OCLA in the coming months This Act makes vetting mandatory Retrospective/Re-vetting of relevant staff by December 2017 Key Developments 6

7. Staff Development Leadership Development Summary 7 Senior Leadership Development 16 senior UCC staff and 5 external staff participated in “Developing University Leaders” this week Aurora Year 3 – 20 participants selected via competitive application UCC General Staff Mentoring Programme Two mentee and mentor workshops held National Networking Mentoring Initiative Cross-company, cross sector mentor network. UCC is 1 of 20 institutions participating 2 mentors 2 mentees

8. Staff Welfare Initiatives 8 Resilience, Wellbeing & Mental Health Programmes Money Matters events Communications to all Staff on Health & Wellbeing eg. EAP Parenting Seminars Health Matters Day & Annual Operation Transformation Event Nutrition/Physical Activity/Stress Management Programmes Retired Staff/Staff Sports & Social Club Staff Development & Welfare– Appointment of ANNE GANNON On-going 1:1 support provided by Staff Welfare & Development Advisor to all staff CALM Computer Aided Lifestyle Management A new online multimedia programme available to all staff to identify issues such as anxiety, depression, insomnia, stress and substance abuse Staff Wellbeing Website - Update Roll out of Bibliotherapy to staff – Self Help books

9. Call for 2016 nominations will be launched shortly Staff Recognition Awards Awards at a special ceremony in November 2016 Long Service Awards Upgrade went live in November 2015 Will provide additional functionality Core Upgrade (HRIS) Collaboration 9 897 Research Contract Staff in UCC EC HR Strategy for Research Post Doc Development Hub HR Researcher Conference 28 th April 2016 Professional Skills for Research Leaders

10. On-going Challenges 10 Sustainability of Government Funding Competition for best students and staff Continued Public Sector Reform Need to improve service efficiency and effectiveness

11. 11 Managing Maternity & Paternity Helen O’Donoghue HR Business Manager

12. Background Athena Swan Application – Family Leave Section/Actions Genovate Research on Maternity Leave - conducted a survey in July and September 2014 to investigate maternity leave culture and practice across the University Research in UCC – Supports for Maternity Transition Best Practice 12

13. HR Tool Kit on Managing Maternity and Paternity Leave 13 concise and co-ordinated approach to managing maternity leave transitions Review Family Leave policies Supports for Line Managers - Important Key Relationship The Key Return to Work

14. Handbooks 14

15. HR Toolkit Planning for Maternity Leave Managing Maternity Leave Absence Return to Work Supports for Parents at Work 15

16. Planning for Maternity Leave 16 Health and Safety Legal Rights at Work Antenatal Care Formal Notification of Pregnancy Maternity Leave Entitlement Maternity Pay Staff on Fixed Term Contracts Externally Funded Staff Planning Cover Arrangements Sickness absences during pregnancy Miscarriage and Stillbirths Adoptive Leave

17. Planning Cover Arrangements 17 Review and reorganisation of activities among existing staff Temporary replacement at a different level for the duration of the maternity leave Short-term temporary staff for key periods Part-time Assistant Lecturers Temporary ‘like for like’ replacement for the duration of the maternity leave. In January 2016 the UMT approved: Academic staff to be replaced on an hourly rate payment basis. For administrative/support staff full backfill cover to be reinstated as an option as follows: 2016 - Sept. 2017: increase from 50% cover (currently available) to 75% cover. From Sept. 2017: increase from 75% to 100% cover For researcher staff full backfill cover (where not already provided by funder) to be introduced as follows: From Sept 2017: pilot in SEFS only. From Sept. 2018, review pilot, strategy in place for roll-out across all Colleges

18. Managing Maternity Leave Absence 18 Pension Holiday Entitlement Contact during maternity leave Keeping in Touch days Promotion and Progression Procedures for Academic Staff

19. Return to Work Crisis Point of Returning to the Workplace Return Notification Arrangements Supporting transition to the workplace Breastfeeding 19

20. Supports for Parents 20 Maternity Connection Maternity Coaching Parking Mentoring Returners Scheme for Academic and Research Staff Work and family Initiatives Flexible Working Carers Leave Parental Leave Paternity Leave

21. Returners Scheme for Academic and Research Staff 21 The University has introduced a returners scheme to support academic staff across all colleges in re- establishing their academic and independent research careers on return from maternity or adoptive leave. Commencing in September 2016 a pilot scheme will be introduced in the College of Science, Food Science and Engineering, and the College of Medicine and Health to facilitate academic staff returning from maternity/adoptive leave. The College covers the cost of a grant of €5,000 to enable staff to get their academic and research career back on track. This scheme will be reviewed after a 12 month period to assess its application across the University. Independent of this scheme Heads of Schools/Units should engage with returning staff members to discuss how best they can be supported during the initial return to work period. It is within the remit of each school to agree local level arrangements.

22. What’s Next? 22 UMT Approval given for policy and initiative developments Immediate support available for Line Managers for Advise and Coaching Starting the “Conversation” and Checklists Action Plan for the roll out of new initiatives Briefings and training for Line Managers and Staff Development of a supportive web portal