XClose

UCL Career Frameworks

Home
Menu

Employee Engagement - grade 9

Example job roles: Head of function; Employee Experience

Level: Senior    

Experiences

Activities and responsibilities likely to be required when working at this level

Working at Institutional/Faculty/larger departments:

  • Creating an inclusive engagement strategy for the relevant area (from information gathering to continuous improvement).
  • Leading on designing on-boarding and training policies at Faculty, Department or Institutional levels in collaboration with key stakeholders.
  • Understanding what is happening across UCL/Faculty and creating a holistic approach and strategy.

Information gathering:

  • Understanding what metrics need to be continually measured for a variety of needs and the best methods to do so.
  • Monitor trends in workforce data and actively listen to employee voice throughout the employee lifecycle in order to keep on top of issues and raise concerns where necessary.
  • Ensuring data collection methods are accessible to those using assistive technology.
  • Identifying gaps in existing data and developing effective, collaborative and sustainable methods at institutional or faculty to address the gaps (e.g. Athena SWAN data, creating relevant survey questions at institutional or Faculty level).
  • Analysing and interpreting data to create reports for senior management; provide recommendations for action and how to evaluate of progress e.g. setting KPIs and other evaluative metrics.

Turning information into impactful measurable actions:

  • Lead on action-planning to resolve any engagement problems.
  • Managing stakeholder requests and expectations in order to ensure fair outcomes; using data to inform and support engagement interventions (e.g. influencing behaviours, promoting well-being; informing development needs; recognition and appreciation activities; team building and cohesion).
  • Leverage stakeholder support to drive and deliver meaningful engagement activities; ensuring that local engagement activities play into wider organisational and faculty goals.

Evaluating and refining in a continuous cycle: 

  • Overseeing strategies to ensure the workplace is a fair and inclusive environment.
  • Approving and endorsing engagement activities at department/institution level.
  • Ensuring that local engagement activities play into wider goals.
  • Designing a measurement framework to ensure continual improvement; identifying emerging trends beyond UCL across other HE institutions and sectors; working with HR policy teams to ensure policies positively impact employee experience.
  • Capturing the impact and long term gains/ positive outcomes of policies relating to employee engagement and influencing culture.
     

Personal and professional development

Development options to consider when working towards this level

Learning on the job

  • Seek opportunities to deputise at key institutional or faculty meetings. 
  • Join special action groups at a institutional/faculty level (e.g. Athena SWAN).
  • Take on and lead an engagement project from information gathering to evaluation.

Learning from others  

  • Gain an awareness of the work being done by other faculty/areas; talk to representative members of staff (e.g. HR Heads). 
  • Seek out a secondment that exposes you to a wider area of work.
  • Industry groups Organisational.
  • Development in Higher Education (ODHE) network.
  • Lead an engagement project through a Community of Practice.

Formal learning

  • Leadership development programme.

Transferable skills and competencies

UCL uses the Universal Competency Framework (UCF) to discuss transferable skills. Find out more details on the framework.

Persuading and influencing

  • Making an impact.
  • Shaping conversations.
  • Appealing to emotions.
  • Promoting ideas.
  • Negotiating and gaining agreement.
  • Dealing with political issues.

Deciding and initiating action

  • Making decisions.
  • Taking responsibility.
  • Acting with Confidence.
  • Acting on own initiative.
  • Taking action.
  • Taking calculated risks.

Formulating strategies and concepts

  • Thinking broadly.
  • Approaching work strategically.
  • Setting and developing strategy.
  • Visioning.

UCL Ways of Working

These describe expected behaviours in line with UCL culture and values.  For Ways of Working indicators and steps to development please refer to the Ways of Working website

Career Pathway roles are indicative and are not intended to be a description of the role in terms of responsibilty and duties.