4. Becoming an Employer and University of Choice

UCD Human Resources Delivery 2016

1. Transforming Service and Partnership

2. Enhancing a Performance Culture

3. Developing Our Talent

4. Becoming an Employer and University of Choice

4 KEY STRANDS

1. Transforming Service and Partnership

3. Developing Our Talent

COMPENSATION & BENEFITS

COMPLETED PROJECTS

Enhancing Resourcing

project facilitated by UCD

Agile to deliver customer

service improvements

New online systems -

timesheets & hourly

paid set-up forms

Academic title changes

implemented following

referendum

New Garda vetting

process

Haddington &

Lansdowne Road changes

implemented

Consultancy and external

work annual returns

2,500 records updated for academic titles and Haddington Road Agreement

Approx. 7,000 updates to HR records -

11% increase in volume

HR INFORMATION SYSTEMS

240 reports developed for external and internal customers

1,800 customer

support calls

PENSIONS

€3.99m paid out in retirement gratuities

1,309 employees attended 153 development courses and seminars

2,730 cases opened and closed

86 retirements

RESOURCING

applicants18,890

1,018other resourcing related activities completed including contract extensions, direct appointments, changes to terms and conditions of employment.

ProfessionalStaffResearch

Academic

posts filled

1,499

50%28%

22%

interviewed4,794

36 Schools

6 Colleges

Committees & Groups e.g. Equality, Diversity & Inclusion UMT Group, Faculty Promotion Committee, Job Grading Committee, Healthy UCD, Academic Council Committee on Quality, Agile Steering Committee, University Business Planning Group

All Support Units/Research Institutes/Academic Centres

HR COLLABORATIONS

HR Partners Support:

2. Enhancing a Performance Culture

58applications for promotion submitted for assessment since launch

121professional posts graded

Faculty promotions policy & on-line system launched

21 Senior Technical Officer promotions

48 applications for

Award of Tenure approved

140staff promoted through internal mobility scheme

PROMOTIONS, GRADING AND REWARD

1ST UCD CULTURE & ENGAGEMENT SURVEY

ENGAGEMENT & EMPLOYEE RELATIONS ACTIVITIES

EQUALITY, DIVERSITY AND INCLUSION

3 Development, Reward and Recognition Working Groups supported & recommendations brought to UMT for approval

2016 Culture & Engagement Survey

Strategy development

Organisational restructuring

Consultations, workshops & reviews

Strategic appointments

Staff planning

Quality reviews in schools & units

Aurora Programme

Mentoring programmes

Leaders & people managers through coaching & advice

Town hall meetings held as part of university-wide roadshow

20+HR RESTRUCTURING

projects in progress to enhance HR services

40+

PEOPLE & ORGANISATION DEVELOPMENT PROGRAMME

POSTDOC PROFESSIONAL & CAREER DEVELOPMENT

48 Bespoke development programmes

28 Health & Wellbeing seminars

13 Pension & Retirement Planning seminars and programmes

850 participants

7 New orientation programmes

Professional Staff

75%

25%Academic/Research

Of those who attended

Of those seminars

29%Male

5%Unspecified

66%Female

57 bespoke courses/events

4 Competency Areas (Research & Research Management; Teaching, Learning & Mentoring; Innovation & Transferable Skills; and Personal & Professional excellence)

51%response rate 1,827

respondents1

Athena SWAN Charter

application

200attend Realising

Gender Equality in UCD workshop

90+ reports for units with

10+ responses

1stEquality, Diversity & Inclusion Annual Report

1Rainbow Flag

raised during Dublin Pride Week

145sign-ups for UCD Community Choir

40% target of the under-represented gender on Academic Council and UMT committees agreed

154participate in GCC health & wellbeing programme in 22 teams

199,156,345total combined steps

Over 100 days daily step average

13,564, average distance per day

8.68km

60%of participants have reported

an increase in either their productivity or concentration

100community members participate in UCD 100 Hell and Back

535 community members trained in CPR - Restart a Heart Day

Thur 13 Oct

500 applications for UCD Sport & Fitness pass to mark National Fitness Day

Smoke-Free UCDphase II rolled out

UCD Human Resources Delivery 2016 www.ucd.ie/hr

Annual Report 2015 - 2016

Contents

1. Foreword

4

2. Introduction

5

3. Legislative Context

6

4. University Equality, Diversity and Inclusion Structure

6

5. Key Equality, Diversity and Inclusion Activities

7

5.1 Gender Equality

7

5.2 Equality, Diversity and Inclusion Training

and Development

8

5.3 LGBTI

9

5.4 Disability

9

5.5 Health and Wellbeing

10

5.6 Diversity Monitoring

11

5.7 Dignity and Respect

12

5.8 Involvement in Policy

12

5.9 University Research Seed Funding for Equality,

Diversity and Inclusion Projects

12

5.10 Equality, Diversity and Inclusion Events

and Engagement

13

6. External Involvement

15

7. Equality, Diversity and Inclusion Priorities

16

8. Appendices

17

Appendix 1

Equality, Diversity and Inclusion Group Membership

17

Appendix 2

Equality, Diversity and Inclusion Sub-Group Membership

17

Appendix 3

Equality, Diversity and Inclusion Sub-Group Programme of Work 18

3

Equality, Diversity and Inclusion Annual Report 2

015 - 2016

University College Dublin

Equality, Diversity

and Inclusion

Annual Report 2015 - 2016

University College Dublin

Equality, Diversity

and Inclusion

Annual Report 2015 - 2016

University College Dublin

Human Resources Strategy

University College Dublin is already a

remarkable place to learn and work. We

have grown to become Ireland’s largest

and most globally engaged university with

some 33,000 students and 3,600 employees.

We attract more first preferences from

Irish students than any other university

in the country, and we have become the

destination of choice for international

students coming to Ireland. In addition

some 5,500 students learn with us in our

overseas operations.

UCD is also well on the way to becoming the destination

of choice for those who want to work in Irish higher

education and research. As Ireland’s largest university and

one of Dublin’s biggest employers, our great strength lies

in the diversity of disciplines that we offer as a research

intensive university, with many opportunities for our

employees to grow and develop. The international

profile of our community has also grown with over

25% of employees coming from overseas. This is truly

an exciting place to work.

Our strategy - Growing through people, has been

developed through widespread consultation to support

the UCD mission of providing a supportive community

in which every member of the University is enabled to

achieve their full potential, and to support key objectives

of the UCD Strategy, namely:

• Attract and retain an excellent and diverse

cohort of students and employees;

• Develop and strengthen our University community;

• Adopt governance, management and budgetary

structures which enable the vision;

• Overcome financial, human resource management

and other external constraints.

Growing through people envisages a supportive,

developmental environment and culture based on

four key strands:

1. Transforming Service and Partnership;

2. Enhancing a Performance Culture;

3. Developing our Talent;

4. Becoming an Employer and University of Choice.

It is our people that already set us apart from other

universities and this strategy sets out an ambitious plan

to invest, support, develop and nurture our talent so we

become an even better place to work and grow. Growing

through people is a living, iterative programme to enable

change. It will build progressively on our successes, and

respond to the priorities of our university, as we seek

to support our people in delivering UCD’s vision. In this

strategy, we outline our people vision and the specific

strands setting out our key initiatives and outcomes.

Tristan Aitken,

Director of Human Resources

University College Dublin

Equality, Diversity

and Inclusion

Annual Report 2015 - 2016

University College Dublin

Human Resources

Strategy 2016-2020

Growing through people

University College Dublin

Social Fund put in place to cover costs associated with maternity/adoptive leave in order to support schools/units

2 weeks Paternity Leave statutory benefit topped up by University to full salary

57Scheduleddevelopment programmes

JUN2017

22women completed

Aurora Leadership Development

Programme and 21 women commence

next programme

Extension of the HRP model to all areas of the University including VP for Global Engagement & HR