Hallam Deal Principles
What have we delivered since the launch in 2017?
|In developing the Hallam Deal back in November 2017 we set some high level commitments we offer our people as part of the deal of working at Sheffield Hallam University:|
- Ensure staff are highly engaged, clear where they contribute to our strategy and delivering an outstanding student experience.
- Understand our expectations of consistently performing to the highest possible standards.
- Strengthen our approach to leadership and performance management.
- Have a clear and strategic approach to future resourcing and organisational capability.
- Make equality, diversity and inclusion a priority in all our work.
- Ensure staff are able to utilise and develop their talents, skills and experience whilst realising personal fulfilment from achieving results.
- Act to embed the behaviours that will engender a positive working environment and increased focus on the wellbeing of staff.
- Contribution to University life is recognised and staff have opportunities for personal development to fulfil individual potential and develop careers.
|Where you work - A great place to work.
- Run our first staff engagement survey since 2014 in partnership with HIVE
- Hallam Leaders Home Site launched which sets out what great leadership looks and feels like and what the essential responsibilities of management are. You will find tools, resources and opportunities to develop your leadership and management
- Reviewed & implemented the new Problem Resolution Framework
- Essentials of Leadership & Management Programme launched - The programme aims to ensure our leaders and managers have the right skills, knowledge and support to effectively lead and manage their teams
- Simplification of processes through Core Portal e.g. managing sickness absence
- Committed to a smoke free campus
|Working together - Respect our people and treat each other fairly.
- Launched Healthy Hallam, Healthy Future - our staff wellbeing programme
- Launched the Mental Health Hub - mental wellbeing of staff is really important and the hub provides information and support on mental health for everyone
- Launched the revised Managing Stress in the Workplace Policy supported by a programme of workshops
- Launched our Allies Network, supporting and promoting an inclusive environment for LGBT+ staff
- New approach to recruitment and selection combined with 'Chairs of Panels' training. The workshop helps panel chairs understand their roles and responsibilities in all aspects of the recruitment and selection process
- Athena Swan bronze institutional award achieved, which involves work to improve gender equality
- Designed and published our Inclusive Decision Making Toolkit
- Unconscious Bias & Equality Essentials online training launched, these modules raise awareness of individual responsibilities around equality and unconscious bias
- Launched the Employee Assistance Programme which is an online, telephone and face to face employee support service which is designed to help you deal with personal and professional problems that could be affecting your home life or work life, health or general wellbeing
- Disability Support Agreement developed which is a living record of reasonable adjustments agreed between an individual and their line manager and helps ensure the right reasonable adjustments are in place to support the individual.
- Disability Confident (Leader) (level 3) achieved
- ULT Champions for EDI established
- Achieved 113th place in Stonewalls Workplace Equality Index 2019
- Committed to the Race Equality Charter
- Agreed an approach for positive action
|The job you do - Work will be challenging and interesting.
- Professional Services Capability Framework embedded - to deliver great services, we not only need the infrastructure of processes, channels and systems. We also need the right capabilities (knowledge, skills, experience and behaviours) to develop, deliver and maintain them
- Talent & Succession - a talent and succession framework have been introduced for our senior leaders
- Vice Chancellors Office Scheme launched with 3 people selected to attend in 2019
- Introduced probationary period for academic staff
|How you get rewarded - A range of reward and benefits will be offered.
- Defined Contribution Pension Scheme implemented which provides a number of different contribution options which is more accessible to a wider range of staff
- Corporate Rail Season Tickets - we now offer an additional benefit of purchasing 54 weeks rail travel for the price of 40
- Real Living Wage - from 1 August 2018, the University is paying the Real Living Wage to all employees.
- Additional Annual Leave - staff can now request to buy up to 15 days additional leave (previously 10 days) each year (pro-rata for part time employees), subject to agreement with their Line Manager
- Loyalty Awards - a new set of Loyalty Awards have been introduced to replace the current Long Service Awards
- Career break scheme implemented
- Paternity leave increased to two weeks
- Key principles and areas of focus for our future to reward and recognition identified and agreed
|The opportunity - There will be opportunities for you to achieve your potential.
- Performance & Development Review (PDR) for all staff implemented and is supported by a programme for effective PDR conversations training for reviewers. The new approach supports meaningful conversations, recognising achievements and sets clear and focused objectives.
- Head of Department Programme which focuses on strengthening the strategic leadership role of senior leaders and leading other leaders
- Academic Careers Framework designed to support the PDR, the framework helps academics and their reviewers agree objectives and reflect on an individual's contribution, development and career ambitions
- Coaching & Mentoring Pool and development workshops launched
- Launched the Leadership & Management Apprenticeships - provide opportunities for staff to develop personally and professionally by gaining the skills, knowledge and experience to advance your career into senior management