Our Themes and Why

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In the beginning.

• Our Themes and Why
• A Whats so special about the Union?
• Recent review of governance structures.
• Participation is part of each officer objective.
• KPIs for participation elections and reps.
• Out and About days promoting all services,
  our jobs and participation.
• Dept. plans to deliver goals with reporting and
  review in place.
• B What is the Union trying to achieve?
• Well documented and received officer objectives
  with implementation plans.
• Strategic review 3 year plans
• Reports to UC and GM reports and reviews.
• Focus groups/customer surverys/mystery customer

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In the beginning.

• What were our main reservations
• Could become just a talking step.
• Just another model.
• Doubling up of process.
• How fits in with other strategies and plans.
• Value for money and resources.
• Really change and really care?
• Continual officer motivation.

• How were we going to get over these
• Internal communicating and reporting back.
• Permanent staff on board to continue the work in
  partnership.
• Working with permanent staff on planning cycles
  to factor in these changes.
• Part of Sabbatical handover.

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Progress so far.

• What weve done to get over these
• Goes to StratCom as a standing item
• UC Report
• Strategy Day with Scott
• Staff Development Day
• Sabbatical Handover
• Project team
• Operational Managers Development Programme
• Engaging staff and associated people

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Progress so far.
Stakeholders

• Outward facing for those wholl benefit.
• 1-4, PG, Collaborative, Research, International
  and Prospective Students.
• Student Supporters.
• Parents (of current students).
• Parents (prospective students).
• Student Drinkers!

• Inward facing for those involved.
• Staff Union and University,
• Union and University departments.
• University.
• The Exec
• Oxford Brookes University
• SU Student Staff.
• Volunteers.
• Full time staff.

• External Groups
• Local Community.
• Stationers.
• Suppliers.
• Promoters.
• Banks / Financial.
• Stagecoach.
• Local Advertisers.
• National Advertisers.
• Oxford
• City Council

• General public.
• Local community.
• Local Business.
• Local shops.
• Local Residents.
• Local Bars.
• External contractors
• Customer at events

• Tax Payers.
• Security.
• Alumi
• AMSU

• HEFCE.
• Government.
• NUS.

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Progress so far.
Assumptions

• Assumptions made of our Union and staff.
• We know what blue, silver and gold means.
• That people understand what Blue means.
• People know what SUEi is.
• Students understand / see benefits.
• Knowledge of SUEi and the impact on their jobs.
• Something needs to change and we can do better.
• That we will achieve a SUEi award.

• Possible assumptions of those within the Union.
• That staff and Exec will stay committed.
• People have the time at work to be involved.
• Someone else will do the work / organising.
• That people care about the outcomes.
• Its going to be worthwhile.
• That people actually want to be involved.
• People / staff care about the outcomes.
• Everyone buys into the project.

• Other general assumptions.
• That other unions take part properly.
• That future students will know what SUEi is.
• That stake holders care.
• That there is a benefit to doing it.

• Participating will benefit and add value to
  OBSU.
• That it is actually going to help us.
• That it will be a recognised award.
• There is something / nothing to be gained with
  SUEi.

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Progress so far.
Risks

• Students dont understand.
• Always looking at same unions.
• No-one cares.
• That it wont be valued.
• No difference
• Judged.
• No-one will recognise the award.
• That we wont complete.
• Whole project could fail.
• That it will generate work.
• Lose focus on other issues.
• Nothing changes.
• Impact on staff if their area is awarded blue
  award.
• De-motivation.

• Could have a negative impact.
• We get a blue award or no award
• Even after first round we dont improve.
• That the University wont agree with it.
• Spend too much time looking outward
• and not enough time looking inward.
• Change for SUEi rather than the SU.
• Whether stakeholders care.
• Not moving on due to focus on perfectionism.
• Nothing happens.
• Distraction from other work.
• People dont know.

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Progress so far.
Constraints

• Staff time.
• Money
• Commitment we all need to contribute.
• Skills.
• Other priorities.
• Student help / input.
• Staff impact and willingness
• NUSSL
• Resources.
• Knowledge.

Managing Risks and Incentives

• KPIs
• Timelines and milestones.
• Leadership.
• Completion bonus for staff.
• Information / communication.
• Motivation / Engage students.
• Regular updates.
• Continuity / Handover
• Feedback / Action.
• Communication.
• Exec and staff stay student focused.

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ACTION PLANS
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Customer Focus....
Vision A membership focused Union that identifies
its members needs and takes appropriate steps to
satisfy them.

• Action Plan
• Formulate an engagement policy, consult with
  members, action the policy and evaluate.
• To be included in the University Student
  Satisfaction Survey each year. If this isnt
  achievable we must produce our own and ensure
  adequate resources are available.
• Evaluate resources required to ensure that the
  web site is kept up to date with plans and
  objectives. Allocate the necessary resources to
  ensure that this is maintained.

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Vision and Plan....
Vision A forward thinking, innovative Union with
a clear long term vision meeting the needs of its
members.

• Action Plan
• Induction pack to be updated to include Union
  mission and value statements.
• Annual report to be produced to comply with
  Charities SORP.
• Measurements set, made and published to indicate
  success towards mission and values statements
• Innovation to be encouraged by more visits to
  other Unions by staff and representatives.
• Consultation process with membership to ensure
  relevance of strategy by survey, web site, focus
  groups, out and about days.
• Holistic approach to marketing the Union,
  promoting all areas and activities. To members
  via website and publications. To staff and
  representatives through training, staff
  development days, workshops, open days,
  interdepartmental staff exchanges.

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Objectives and Yearly Plan....
Vision A Union with specific objectives and
comprehensive planning arrangements for all
services and activities.

• Action Plan
• Review the constitution and schedules to allow
  budgets to be agreed prior to the start of the
  financial year.
• Integrate strategic planning and budgeting
  process.
• Annual report to be produced to comply with
  Charities SORP.
• Measurements set, made and published to indicate
  success towards aims and objectives.
• Allocate sufficient resources to ensure
  publication of plans and progress.
• Web site to include Aims and objectives and
  progress towards achievement.
• Communicate with staff and representatives
  through newsletter to ALL staff, departmental
  meetings, one to ones, PDRs

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Participation....
Vision Democratic participation in OBSU with
close and regular contact between the Union and
its members

• Create cardboard cut out of exec members around
  the sites (an humorous extension of having photos
  of the officers in various places)
• Develop and implement a system of campaign
  planning, evaluation and impact assessment
• Implementation of comprehensive web,
  communication and marketing strategies
• Evaluate out and about days and develop proposal
  for more structure and focused support
• Debrief the elections based on the students
  experience of the process
• Produce a generic Union handbook for use all
  year round
• Adopt the slogan Not for Profit, Just for
  Students and emblazon it everywhere

• Action Plan
• Re-design offices and the foyer to create more
  light and air so theyre not stuck in a pokey
  corridor and to include more space for social
  interaction ? Space to Think
• Include information in HKSC foyer about the
  union and what it does. A map to show where the
  exec offices are perhaps with a photo of each
  officer.
• Develop a Membership Services area, enabling
  students to access all of the services provided
  free at the point of use, with a single reception
  area
• Develop the STAX student leader model for use in
  other areas of the Union.
• Develop opportunities for student volunteer
  involvement in the provision of the advice
  service

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Representation....
Vision Representation is perceived as a key
activity that is pursued effectively with desired
results.

• Action Plan
• Develop a consultation strategy and implement
  effective mechanisms for consulting students
• Develop role of reps council
• Create timetable for officer stalls in foyers
• Develop an outreach service to students on
  Wheatley and Harcourt campuses
• Create, in consultation with departmental
  managers, Marketing Plans for each Department of
  the SU to include making students aware of what
  SU Services are available on all sites
• Develop a comprehensive training programme for
  all representatives of students.

• Proposals to increase capacity of staff resource
• Develop more long term branding for areas such
  as Freshers Elections
• Incentives make representation and democracy
  fun to be part of
• Perception measured in survey
• It was thought to be a good idea for all staff
  including union employed staff to get together to
  swap ideas, thoughts, feelings etc
• All SU outlets whether commercial or otherwise
  and all SU publications, flyers etc should have
  consistent branding so that they are easily
  recognisable as belonging to the union.

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Governance....
Vision To have an accountable governance
structure which assists in satisfying member
needs.

• Action Plan
• Ask the questions in the Good Governance
  Standard for Public Services document to find out
  how were doing
• Review the Constitution to produce a
  contemporary governing document taking account of
  the Charities Act 2006
• Self analysis and measure against NUS good
  governance checklist
• Produce document defining decision making
  responsibilities
• Conduct a Seriously big student survey to
  find out who our members are and what they think

• Do Myers Briggs exercise across all departments
  of the Union including executive officers
• Develop a system of briefings on social policy
  issues emerging through the advice service for
  officers
• Develop a more contemporary structure for
  general meetings to engage a greater proportion
  of students in the democratic process
• Develop a training programme for officers and
  members of the student Council
• Produce a timetable of major events for the year