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1
Pete Walker - Internet Development ManagerChristian Carter – Personnel Manager
Staff Opinion at your fingertips
The use of online surveys with Research Staff
2
Today’s presentation
• Background to the Contract Research Staff On-line Survey (CROS) project
• Creating a survey (demonstration)• The results - how have surveys made a
difference?• Future for CROS• Questions and Answers
3
CROS is a project to…
• Deliver a common online survey to as many UK HEI’s as wish to take part and who are willing to share results.
• To get feedback from Contract Research Staff on issues such as– Induction, supervision, review & support– career progression and aspirations– training & development – Communication
• Allow HEI’s to pose their own questions
4
CROS is a project to…
• Provide instant online reports to an Institution showing the responses from their CRS…
• …and those of all other HEI’s taking part• Encourage HEI’s to learn from each other and
share good employment practice• Evaluate impact of actions through regular
participation in CROS• Contribute to overall improvement in UK
research
5
CROS history• The 1996 ‘Concordat’• Bristol Web-based survey in 1999• Bristol and Leeds surveys in 2000• HEFCE/OST funding in 2001• Jan/Feb 2002 – 17 HEI’s, 24% of CRS responded• Extended funding, independent evaluation,
2002 Personnel Today Awards finalist ‘Excellence in HR using technology’
• Feb 2003 – 47 HEI’s, 30% of CRS responded (6000 research staff)
6
CROS survey tool – design principles
• Web-based– No technical set-up (ILRT host)– Scalable– No bits of paper!
• Usable and accessible– Intuitive to use (no training)– Meets W3C guidelines and disability legislation– Works over a modem for both administrators and
CRS
7
CROS survey tool – the software
• www.cros.ac.uk
8
0
5
10
15
20
25
30
35
40
45
< 24 24-30 31-35 36-40 41-45 46-50 51-55 56-60 61-65 > 65Age
%
Age of respondents
9
0
10
20
30
40
50
60
70
Male Female
%Gender of respondents
10
Did you receive any form of induction when you started with your current employer?
0
10
20
3040
50
60
70
Yes No
%
UK average ‘yes’ = 49%
11
% of those that found induction a useful process?
010203040506070
Institution Department Role
Induction Area
%
12
Source of careers advice
Supervisor
Uni careers service
Other Careers service
Colleagues
Funding body
13
0
20
40
60
80
100
Supervisor Uni careersservice
Other Careersservice
Internalcolleagues
Funding body
Source
%
Those that found the advice useful
14
57%
12%
3%
1%
21%
6%
Research
Lecturing
Admin
Teaching
Undecided
Other
Where would you place your longer term career aspirations?
15
Other Public15%
Voluntary1%
Private8%
Undecided32%
HE44%
HE
Other Public
Voluntary
Private
Undecided
In What sector would you place these longer term career aspirations?
16
0
10
20
30
40
50
60
A great deal Partly Not much Not at all
%
How far has your employment with this organisation improved you chances of achieving these career
aspirations?
17
01020304050607080
Excellent Good Poor Very poor
%How would you rate the accessibility of training and development information?
18
0
10
20
30
40
50
Easy Fairly easy Not easy Very difficult
%How easy is it to attend training and
development activity?
19
56%
44% Yes
No
Have you participated in the University Staff Review / Appraisal Scheme?
UK average taken part = 32%
20
38
76
54 5249
01020304050607080
leading to training(UK 39%)
leading to workpractice changes
(UK 31%)
highlightingproblems (UK 61%)
finding solutions toproblems (UK 42%)
focus on careeraspirations (UK
46%)
%
A useful process in the following areas
21
University effectiveness at communicating relevant policy & guidance
13
54
28
5
0
10
20
30
40
50
60
Very good Good Poor Very poor
UK average v.good/good = 50%
22
Big issues and what we have done
Induction Induction coordinators in all departments
Newly designed University Induction
Topic on Supervisors training session
Staff Review
New staff review forms for CRS focusing on career aspirations
‘Benefits of Staff Review for CRS’ Web Site
Topic on Supervisors training session
23
Big issues and what we have done cont…
Training & Development
Training Needs Analysis for CRS feed into Personnel budget
Extra £30,000 for CRS Training and Development activity
Range of ‘transferable skills’ activities
Teaching qualifications and skills for CRS
Career Development
Appointment of a 0.5 FTE CRS Careers Adviser (1:1’s, workshops, supervisor development, employer contact)
CRS Career development Web site
Topic on Supervisors training session
Research Career paths at Bristol
24
Big issues and what we have done cont…
Supervisor development 4 hour workshop for all CRS Supervisors (compulsory)
Target group 800 people, 35% complete (18 months)
Focus on issues that CROS demonstrated made a difference to CRS and which Supervisors have a key role
Communication
CRS Web site
CRS E-mail list linked to Personnel database
CRS ‘Events’
Leaflets / posters highlighting services e.g careers adviser, training opportunities
25
Big issues and what we have done cont…
Evaluation Annual issue of Web based opinion survey to CRS (1999,2000,2002(CROS 1),2003 (CROS 2)
Gauge impact of actions, adjust priorities and ‘make cases’ as a result of feedback
CRS Working Party Annual Report (2000, 2001, 2002), to VC, Registrar, all Heads of Department and all CRS via Web
26
As a result of actions taken…………
• Quality of departmental induction = 37% improvement• Frequency of project review meetings = 28% improvement• Quality of Research Staff information Web site = 11%
improvement• Number attending at least 1 ‘off the job’ training session in
last year = 6% improvement• Participation in Staff Review & Appraisal = 4% improvement
Can Web surveys make a difference?
27
What we need to do next…
2002 annual report highlights a series of 17 actions Some are much of the same e.g increase participation of CRS Supervisor training
Some new actions:
Development of a CV database/recruitment tool
Implement an ‘on-line’ induction tool for CRS
CROS will continue at Bristol as a first class performance and evaluation tool
28
• Steering Group and CROS partner HEIs recommend continuation
• Final report of RCI recommends continuation• Proposal for long-term service currently with
HEFCE/OST– CROS nationwide in 2005 and 2007– New CRS Supervisors survey in 2004 and 2006– Overview analysis of results– HERE.ac.uk web site– Case studies of good practice– Replace Research Councils surveys?– National conference(s)?
The Future for CROS
29
Bristol Online Surveys (BOS)
• CROS reused to produce ASSET survey for the Athena Project and became BOS
• BOS used in Bristol for– Technicians survey– Post-graduate survey– Departmental survey– UK Economics lecturers
• Other Universities using BOS
30
Thank youQuestions?
31
Contact Details• Pete Walker
Institute for Learning and Research Technology8 -10 Berkeley SquareUniversity of BristolBristol BS8 [email protected]
• Christian CarterPersonnel ServicesUniversity of BristolSenate HouseTyndall AvenueBristol BS8 [email protected]