The New University of Bath
People Strategy
for 2010/11 – 2013/14
Professor Glynis Breakwell, Vice-Chancellor
Peter Eley, Deputy Director of HR
Why Have a People Strategy?
• Identifies how we can maximise the contribution
of all staff to enable the University to achieve its
purpose, goals and objectives and to develop
and sustain itself for the future.
• Sets out an agreed framework for how staff are
managed within the University.
• Sets appropriate and consistent expectations for
leaders, managers and staff.
• Sets the direction for planning improvements
within the organisation.
What’s in it for me?
• Clear, shared sense of what we’re all here for
• Consistent high standards of management and
leadership, value and reward
• Opportunities to develop their careers and
realise their potential
What influences what goes into a
People Strategy?
• What the organisation is trying to achieve – its
purpose, goals and objectives
• The environment that the organisation is
operating within
• The culture of the organisation
The Role of a People Strategy
Corporate Plan /
Strategy
People Strategy
• Sets out the
‘What’
• Sets out the
‘How’ – through
people
Annual
Planning
Staff Survey
How have we reviewed the
People Strategy for the next 4 years?
• Reviewed the previous strategy and progress made
• Met with Heads of Department and other senior
leaders, trade unions and groups of staff, to consider
for the next 4 years
• Looked at the last (2007) Staff Survey feedback
• Collated feedback and priorities from which we
produced a draft set of outcomes
• Took these to Executive Committee and Heads of
Department, VCG
• Sessions for groups of staff, departmental teams and
individuals
The Key Questions Asked
How will the environment change in the next 4 years?
What are the key People / Staff issues that relate to those changes?
What does the University need to do to put itself in the best position?
A draft new People Strategy with desired outcomes for the next 4
years
UoB Corporate Plan 2009/10 to 2013/2014
Values & Attributes
Our values are shown in our commitment to:
• quality and excellence.
• highest standards of scientific and professional
integrity.
• freedom to challenge the received wisdom.
• encouraging high aspirations.
• equality and diversity.
• working responsibly and with respect for others.
• best environmental practice.
UoB Corporate Plan 2009/10 to 2013/2014
Values & Attributes
The attributes that we prize are:
• The determination to excel
• An enterprising approach
• An international perspective
• A supportive culture
• A collaborative style of working
People Strategy – 2010/11-2013/4
3 Strategic Aims:
To develop, recognise and value:
• An engaged, diverse and high quality workforce,
who are led and supported to realise their
potential and achieve the highest standards.
• Our capacity for adaptability to change and
ongoing improvement.
• High quality leadership and management.
Implementing the New People Strategy
New People Strategy
Approved 3/3/11
Staff Survey
Starts 14/3/11
Agree Action Plan
Implement Action Plan
Review Progress
Against Strategy Aims