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Survey tools and needs analysis

Survey tools and needs analysis. Organisational Development in Higher Education Thursday 13 th May 2004. Pete Walker - Internet Development Manager, University of Bristol (ILRT) (With thanks to Christian Carter – Personnel Manager, University of Bristol)

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Survey tools and needs analysis

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  1. Survey tools and needs analysis Organisational Development in Higher Education Thursday 13th May 2004 Pete Walker - Internet Development Manager, University of Bristol (ILRT) (With thanks to Christian Carter – Personnel Manager, University of Bristol) http://www.ilrt.bristol.ac.uk/publications/conf/

  2. Today’s presentation • CROS & BOS – Online survey projects background • Creating a survey (brief demonstration) • How survey results made a difference to Contract Research staff • A survey for Technical staff • Recommendations and actions • Questions and Answers

  3. CROS – project aims (1) • Deliver a common online survey to as many UK HEI’s as wish to take partand who are willing to share results. • Making taking part free • Allow HEI’s to pose their own questions • Get feedback from Contract Research Staff on issues such as • Induction, supervision, review & support • career progression and aspirations • training & development • Communication

  4. CROS – project aims (2) • Provide real-time online reports showing the responses CRS responses… • …plus those of all other HEI’s taking part • Build relevant policy development and action • Encourage HEI’s to learn from each other and share good employment practice • Evaluate local impact of actions through regular participation in CROS • Contribute to overall improvement in management of UK HE research

  5. CROS history • 1996 - Research ‘Concordat’ (Research Councils / CVCP) • 1999 - Bristol Web-based survey • 2000 - Bristol and Leeds surveys • 2001 - HEFCE/OST funding for UK pilot • 2002 - Jan/Feb – 17 HEI’s, 24% of CRS responded • 2002 – July - extended HEFCE funding, independent evaluation (Strathclyde), 2002 Personnel Today Awards finalist ‘Excellence in HR using technology’ • 2003 – Jan/Feb – 47 HEI’s, 30% of CRS responded (6000 research staff) • 2003 – July - extended HEFCE funding • Current - CROS 2004

  6. Bristol Online Surveys (BOS) • 2003 - 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 (IIP) • 360 degree appraisal • UK Economics lecturers • Student course feedback • Conference evaluation • 7 Universities / Research Councils now using BOS

  7. Creating a survey – demo • Bristol Online Survey www.survey.bristol.ac.uk • CROS results data – a quick view

  8. How has Bristol used CROS data? • Supervisor development • Compulsory 4 hour workshop for all CRS supervisors • 800 people – 35% complete • Focus on issues that CROS said made a difference to CRS and where supervisor are key • Staff review • New staff review forms for CRS focussing on career aspirations • “Benefits of staff review for CRS” Web site • Review is a topic on Supervisors training

  9. How has Bristol used CROS data? (2) • Training & development • Training needs analysis for CRS fed into Personnel budget • Extra £30,000 for CRS training and development • Range of transferable skills activity • Teaching and management qualifications 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 (Roberts money)

  10. How has Bristol used CROS data? (3) • Induction • Induction Coordinators in all departments • Newly designated University induction • Range of transferable skills activity • Topic on Supervisors training • Communication • CRS web site (www.bris.ac.uk/personnel/crs) • CRS email lists from Personnel database • CRS “Events” – conferences etc • Leaflets and posters to advertise services

  11. Web surveys for Technicians

  12. Technical staff numbers at Bristol

  13. Project Objectives • Build on CROS with survey aimed at Technical staff • Technical staff working party with the following objective • ‘To present a paper to the October 2003 meeting of the University Staff Committee (sub-committee of University Council), that highlights issues that are of concern to the University in relation to Technical staff now and over the next 5 years, together with a series of costed recommendations’ • Significant part was the identification of training needs

  14. Project approach • Staff perspective • BOS survey launched 5th July 2003 • Letter to HODS to encourage participation • University newsletter article • Survey open until 31st July 2003 • 52% response rate • Manager perspective • 1:1 meeting with 20 HODS and Tech managers • Statistical data • Range of valuable data from Personnel database

  15. Our survey said… • Very quick view of Technician’s Survey data at Bristol

  16. Recommendations (Oct 2003)… • Establish a ‘Bristol Technical Training Scheme’ (pilot of 5 traineeships from Aug 2004) • Reduce the number of Fixed Term Contracts • Classify ‘roles’ that Technicians undertake • Examine why over 50% do not attend the ‘Welcome to the University’ day • Ensure all departments have an ‘Induction Coordinator’ • Develop an advice document around ‘new role induction’ • Promote benefits of staff review process • Improve link between Staff Review and departmental objectives • Establish a programme of ‘transferable skills’ training opportunities

  17. Recommendations ….contd • Collaboration with other SW HEI’s to provide specialised training opportunities • Establish a ‘Bristol Technicians’ Web site, and maintain e-mail list • Expand relevant NVQ provision • Offer accredited management training to all Tech Managers • Establish a ‘Technical Manager Group’ for support/development • Offer careers guidance for Tech staff • Draw gender/grade/job security issues to Equal Opportunities committee • Tech WP should oversee implementation reporting to HR Director

  18. Action so far • 'Technical Manager Group’ started (Dec 2003) • 4 Tech Manager sub groups (reward, training, communication and recruitment) • £5000 for transferable skills development • Expanded NVQ provision • ‘Train the trainer’ residential • First line management qualification for technicians (Sept 04) • Technical staff Website • Technical staff e-mail list • Technician Annual Conference (Jan 05)

  19. HEI collaboration ideas • BOS for technicians administered regionally? • Regional Staff Development Coordinator? • Regional “Specialist” development position?

  20. Thank youQuestions?

  21. Contact Details • Pete Walker Institute for Learning and Research Technology 8 -10 Berkeley Square University of Bristol Bristol BS8 1HH peter.walker@bristol.ac.uk • Christian Carter Personnel Services University of Bristol Senate House Tyndall Avenue Bristol BS8 1TH christian.carter@bristol.ac.uk

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