Action since the 2015 survey

Background

We have been inviting staff to complete a university-wide biennial survey since 2011, to understand what is important to colleagues across UCL. Key themes that emerged from the 2015 survey include:

Working excessive hours
Understanding the link with UCL 2034
UCL acting in an environmentally sustainable way

These results have helped us to identify what changes are necessary to improve the staff experience and employee engagement. Local and corporate action plans have been developed resulting in a number of improvements since the last survey. Detailed updates can be found on the Staff Survey 2015 website.

Key survey findings in 2015

Positives

Improvement areas

High levels of personal accomplishment
Research focussed institution
Staff are treated fairly and with respect
Staff are proud to work for UCL
UCL is committed to advancing equal opportunities

Making the grading process clearer and fairer
Communicating changes and embedding the long term strategy
Priority given to the UCL infrastructure and systems
Tackling staff working excessive hours
Lack of understanding of how the 2034 strategy impacts on the work of departments and divisions

Highlights of progress

What you said	What we did
Only 22% of respondents felt that UCL’s grading process is applied fairly	A new grading process has been developed which involves publishing existing evaluated roles to be used as benchmarks to inform the grading process. This will increase transparency around the outcomes and simplify the process.

What you said

What we did

Only 31% of staff responded positively to the question whether UCL gives sufficient priority to infrastructure and systems

Progress with key projects on site including 22 Gordon Street, Wilkins Terrace Lower Refectory; New Student Centre and Bentham House.

Building works currently underway to increase the available teaching space in Torrington Place and the IoE.

What you said	What we did
Fewer staff feel UCL acts in an environmentally sustainable way	Improved promotion through the Green UCL website and identified Green Champions.

What you said

What we did

Only 29% of staff responded positively to the specific question about having a clear understanding of the 2034 strategy and the impact on their own department

Ensured there is a clear link between faculty and Professional Services plans and UCL 2034.

We produced a UCL 2034 Digital Annual Review to celebrate the achievements right across UCL in working towards our strategic vision.

The UCL 2034 themes and enablers have been embedded into the requirements of the Strategic Operating Plan of each faculty, Professional Service and VP Office.

The Planning department have attended a number of department/division meetings to talk about the strategy to increase levels of understanding and a sense of involvement in UCL’s vision.

What you said	What we did
Only 41% of staff responded positively to being able to meet the requirements of their job without regularly working excessive hours	One of the ways that UCL is tackling excessive hours and improving work-life balance is through the creation of Wellbeing@UCL. Wellbeing@UCL is the five year wellbeing strategy for the whole UCL community, and the strategy was launched in January 2017. Wellbeing activities are run by UCL Human Resources (Occupational Health and Wellbeing) and also locally by Wellbeing Champions.