1. 1 Pete Walker - Internet Development Manager, University of Bristol (ILRT) (With thanks to Christian Carter – Personnel Manager, University of Bristol) http://www.ilrt.bristol.ac.uk/publications/conf/ Organisational Development in Higher Education Thursday 13 th May 2004 Survey tools and needs analysis

2. 2 Today’s presentation CROS & BOS – Online survey projects background Creating a survey (brief demonstration) How survey results made a difference to Contract Research staff A survey for Technical staff Recommendations and actions Questions and Answers

3. 3 CROS – project aims (1) Deliver a common online survey to as many UK HEI’s as wish to take part and who are willing to share results. Making taking part free Allow HEI’s to pose their own questions Get feedback from Contract Research Staff on issues such as –Induction, supervision, review & support –career progression and aspirations –training & development –Communication

4. 4 CROS – project aims (2) Provide real-time online reports showing the responses CRS responses… …plus those of all other HEI’s taking part Build relevant policy development and action Encourage HEI’s to learn from each other and share good employment practice Evaluate local impact of actions through regular participation in CROS Contribute to overall improvement in management of UK HE research

5. 5 CROS history 1996 - Research ‘Concordat’ (Research Councils / CVCP) 1999 - Bristol Web-based survey 2000 - Bristol and Leeds surveys 2001 - HEFCE/OST funding for UK pilot 2002 - Jan/Feb – 17 HEI’s, 24% of CRS responded 2002 – July - extended HEFCE funding, independent evaluation (Strathclyde), 2002 Personnel Today Awards finalist ‘Excellence in HR using technology’ 2003 – Jan/Feb – 47 HEI’s, 30% of CRS responded (6000 research staff) 2003 – July - extended HEFCE funding Current - CROS 2004

6. 6 Bristol Online Surveys (BOS) 2003 - CROS reused to produce ASSET survey for the Athena Project and became BOS BOS used in Bristol for –Technicians survey –Post-graduate survey –Departmental survey (IIP) –360 degree appraisal –UK Economics lecturers –Student course feedback –Conference evaluation 7 Universities / Research Councils now using BOS

7. 7 Creating a survey – demo Bristol Online Survey www.survey.bristol.ac.uk www.survey.bristol.ac.uk CROS results data – a quick view

8. 8 How has Bristol used CROS data? Supervisor development –Compulsory 4 hour workshop for all CRS supervisors –800 people – 35% complete –Focus on issues that CROS said made a difference to CRS and where supervisor are key Staff review –New staff review forms for CRS focussing on career aspirations –“Benefits of staff review for CRS” Web site –Review is a topic on Supervisors training

9. 9 How has Bristol used CROS data? (2) Training & development –Training needs analysis for CRS fed into Personnel budget –Extra £30,000 for CRS training and development –Range of transferable skills activity –Teaching and management qualifications for CRS Career development –Appointment of a 0.5 FTE CRS Careers Adviser (1:1’s, workshops, supervisor development, employer contact) –CRS Career development Web site –Topic on Supervisors training session –Research Career paths at Bristol (Roberts money)

10. 10 How has Bristol used CROS data? (3) Induction –Induction Coordinators in all departments –Newly designated University induction –Range of transferable skills activity –Topic on Supervisors training Communication –CRS web site (www.bris.ac.uk/personnel/crs) –CRS email lists from Personnel database –CRS “Events” – conferences etc –Leaflets and posters to advertise services

11. 11 Web surveys for Technicians

12. 12 Technical staff numbers at Bristol

13. 13 Project Objectives Build on CROS with survey aimed at Technical staff Technical staff working party with the following objective –‘ To present a paper to the October 2003 meeting of the University Staff Committee (sub-committee of University Council), that highlights issues that are of concern to the University in relation to Technical staff now and over the next 5 years, together with a series of costed recommendations ’ Significant part was the identification of training needs

14. 14 Project approach Staff perspective –BOS survey launched 5 th July 2003 –Letter to HODS to encourage participation –University newsletter article –Survey open until 31 st July 2003 –52% response rate Manager perspective –1:1 meeting with 20 HODS and Tech managers Statistical data –Range of valuable data from Personnel database

15. 15 Our survey said… Very quick view of Technician’s Survey data at Bristol

16. 16 Recommendations (Oct 2003)… Establish a ‘Bristol Technical Training Scheme’ (pilot of 5 traineeships from Aug 2004) Reduce the number of Fixed Term Contracts Classify ‘roles’ that Technicians undertake Examine why over 50% do not attend the ‘Welcome to the University’ day Ensure all departments have an ‘Induction Coordinator’ Develop an advice document around ‘new role induction’ Promote benefits of staff review process Improve link between Staff Review and departmental objectives Establish a programme of ‘transferable skills’ training opportunities

17. 17 Recommendations ….contd Collaboration with other SW HEI’s to provide specialised training opportunities Establish a ‘Bristol Technicians’ Web site, and maintain e-mail list Expand relevant NVQ provision Offer accredited management training to all Tech Managers Establish a ‘Technical Manager Group’ for support/development Offer careers guidance for Tech staff Draw gender/grade/job security issues to Equal Opportunities committee Tech WP should oversee implementation reporting to HR Director

18. 18 Action so far 'Technical Manager Group’ started (Dec 2003) 4 Tech Manager sub groups (reward, training, communication and recruitment) £5000 for transferable skills development Expanded NVQ provision ‘Train the trainer’ residential First line management qualification for technicians (Sept 04) Technical staff Website Technical staff e-mail list Technician Annual Conference (Jan 05)

19. 19 HEI collaboration ideas BOS for technicians administered regionally? Regional Staff Development Coordinator? Regional “Specialist” development position?

20. 20 Thank you Questions?

21. 21 Contact Details Pete Walker Institute for Learning and Research Technology 8 -10 Berkeley Square University of Bristol Bristol BS8 1HH peter.walker@bristol.ac.uk Christian Carter Personnel Services University of Bristol Senate House Tyndall Avenue Bristol BS8 1TH christian.carter@bristol.ac.uk