1. Pulse: what happens next?

2. The session Brief overview of results –Top positive perceptions –Top negative perceptions –Other issues What’s happened so far What still needs to be done?

3. Response rate Overall response rate of 40%

4. Top positive perceptions Generally, I enjoy my work93% I feel my department/section/support service/school delivers good quality service to students and other users 91% The University is a good place to work91% The University provides a safe and secure working environment 90% I feel my skills and experience are valued by colleagues86% My motivation at work is generally high85% I am satisfied with the non-pay benefits I receive84%

5. Top negative perceptions There is good communication between the various parts of the University 68% I am satisfied with my pay in relation to people doing similar jobs in other organisations 60% My chair/head of department/line manager/supervisor deals with poor performance in the team effectively 58% I am satisfied with communication within the University57% The style of management in the University is generally open and consultative 54% I am satisfied with the pay I receive for the work I do53% My development needs are regularly reviewed with my chair/head of department/line manager/supervisor 52% % respondents answering disagree or disagree strongly

6. Other issues Is there a particular ‘burning issue’ related to your work experience that is making you actively consider alternative employment? 42% Have you experienced harassment or bullying at work in the last 12 months? 15% Have you felt discriminated against at work in the last 12 months? 12% % respondents answering ‘yes ’

7. Summary Motivation and commitment Health & safety Working environment Non-pay benefits Development opportunities Communication Direction Harassment & bullying Discrimination Stress Performance & development Pay and benefits Car parking-+

8. What’s happened so far? Harassment New policy & harassment contacts Guidelines booklet to all staff Stress Stress survey Communication Team briefing pilot Various other initiatives Performance & development Annual review process to be developed Pay & benefits Pay and grading agreement

9. What else can be done? Other areas to address? How do we influence the results as managers? Further investigation? Re-surveying & improving response rates for future