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The purpose of this action plan is to outline action that will be taken by the Directorate of Human Resources in partnership with Trade Unions and the Administrators’ Forum over a period of 12 months to implement the recommendations formulated in the work-life balance audit report, in order to improve current practices. The main findings of this report were presented last term to Staff Joint Committee, to the Board of Governors’ Employment Committee, to the Vice-Chancellor’s Advisory Group and the report recommendations were approved.
Since then the Directorate of Human Resources has made a successful bid with the NATFHE Branches and with the Administrators’ Forum to the DTI for grant of £ 40,000 to work together to implement the recommendations and develop and develop best practice.
The overall aims of the action devised in this plan are to develop a best practice approach to work-life balance in partnership with Trade Unions and the University Administrators Forum, in order to improve employees’ job satisfaction and performance and the recruitment and retention of staff. More specifically this action plan intends to achieve the following main objectives, as identified by the report recommendations:
Improved communication of existing policies and practices. To communicate clearly and effectively the university commitment to work-life balance and to raise staff awareness and knowledge of university policies and flexible working arrangements available to them to balance work and personal life. Action to be taken:
Review and development of existing work-life balance policies. To review current University policies that support work-life balance to ensure that they match staff needs and to extend their scope wherever appropriate in order to promote an inclusive notion of work-life balance for all. Action to be taken:
Staff development. To ensure that there is consistency in the way that all line managers implement university policies and practices that support work-life balance, and to encourage them to develop innovative approaches to flexible working. To enable all staff to contribute towards the development of a work-life balance ethos and to help them to find effective ways to balance their paid work with personal life. Action to be taken:
Sharing good practice. To disseminate good practice across the University. Action to be taken:
It is intended that the above actions will lead to the following outcomes:
The delivery of the action plan will be overseen by the Director of Human Resources. Other staff to be involved:
A timetable of activities (Word doc, 127 KB) is available.
Simonetta Manfredi 9/10/03