Close
The project aims to develop clarity around career paths for staff in professional services across UCL aligned with the core behaviours framework. The objective is to give specific information and direction on UCL’s expectations of managers in relation to core policies to highlight the importance of good management and add value to the manager role.
- Project leaders
Carole Booth
Meaningful Management lead and HR Manager, Institute for Clinical Trials and MethodologyI have spent most of my HR career within Financial Services, working in a variety of roles such as HRBP, project management and development advisor, including time spent abroad in Europe and US. I joined UCL in summer 2017 within the Institute of Clinical Trials and Methodology.
Specialist areas of HR: Change management (organisational design, culture, terms & conditions, appraisals), HR project management.
Denise Huggan
Meaningful Management lead and Staffing Manager, Division of BiosciencesI started working for UCL in September 2007 in a HR generalist role. I expanded my skills and expertise by moving within various HR roles within central HR providing advice and guidance to managers and staff on non-routine related issues and departmental setting within the Cancer Institute and Division of Biosciences providing comprehensive administration management service. My most recent role is within the Division of Biosciences having oversight of staffing affairs at both strategic and operational level.
Specialist areas of HR: HR Management, employee relations, sickness absence, TUPE Transfer, Recruitment and Induction.
- Project members
Sharon Brown, Sydonnie Hyman, Siobhan Mosseveld, Nikoleta Pappa, Hawa Rahim, Anna Snowman, Laura Tomson, Emma Whitmore
- Outline of proposed project
- Initial event.
- Recommended monthly activity plan for people managers to support their development.
- Follow up event to embed learning.
The events would be supported by an interactive portal and toolkit (see separate project: Managers Toolkit).
Milestones Completed by Set up & Diagnosis: Invitation to join the project group 31 May 2018 Data gathering & Planning: Qualitative Research, Secondary Research & Benchmarking 30 September 2018 Design & Test: Investigate suppliers, technology, content & costings 31 December 2018 Implementation: Rollout to pilot group 30 April 2019 Review and embed 31 October 2019 - Measures of success
Success measure Method of assessment Successful delivery of the pilot. Positive feedback from participants and their line managers. More highly engaged and motivated employees. Staff survey – an increasing trend in engagement scores. More effective and better-equipped people managers. Improving trends from staff surveys; reduction in sickness absence, grievance, disciplinaries and reduction in tribunal costs; reduced stress levels within teams where managers have attended training/ briefings. Positive feedback from participants. Post-event feedback gathered.