RAE2008 Equality Code of Practice RAE Project Director Deputy Director, Human Resources - PowerPoint PPT Presentation

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RAE2008 Equality Code of Practice RAE Project Director Deputy Director, Human Resources

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Appeals - How appeals/complaints from individuals will be. handled. Personal circumstances ... 4. Will the University's complaints/appeals procedure be sufficient? ... – PowerPoint PPT presentation

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Title: RAE2008 Equality Code of Practice RAE Project Director Deputy Director, Human Resources


1
RAE2008 Equality Code of Practice RAE Project
Director - Deputy Director, Human Resources
2
Aims
  • A two way discussion, to
  • Develop understanding of the requirements for an
    Equality Code of Practice to govern our RAE
    submissions
  • Consider the briefing provided by the Equality
    Challenge Unit
  • Seek your input to the likely form and content of
    our Code of Practice
  • Agree next steps

3
Why produce an Equality Code of Practice?
  • Requirement of the UK Funding Councils
  • - All Higher Education Institutions (HEIs)
    submitting into the RAE must have one
  • - Vice-Chancellor will have to submit a signed
    statement which confirms the existence of the
    code of practice
  • - Actual document may be required during the RAE
    Audit process
  • Intended to
  • - Provide assurance that RAE decisions have
    supported equality of opportunity and met
    legislative obligations

4
Coverage of Code of Practice
  • Code of Practice must cover all relevant equality
    legislation in force on the RAE Submission Date
  • (30 November 2007)
  • - Ethnicity
  • - Race
  • - Contract type (i.e. full-time/part-time,
    permanent/fixed-term)
  • - Gender
  • - Disabilities
  • - Sexual orientation
  • - Religion
  • - Age

5
Briefing from Equality Challenge Unit (ECU)
  • ECU have prepared a briefing on drawing up a
    code of practice for RAE submissions
  • - circulated
  • - drawn from RAE 03/2005 Annex G
  • Debate about purpose of briefing and
    how prescriptive it is intended to be
  • - Funding Councils 'guide only - for use by
    HEIs as they see fit'
  • Hence we need to make a judgement about what our
    code will look like

6
Impact of Code of Practice
  • Needs to be consistent across the University,
    hence guidance applies at
  • - University Level
  • - Faculty Level
  • - Departmental/Faculty Level
  • - UoA Level
  • Needs to be readily/easily available to all
  • - e.g. on Intranet

7
Content of Code of Practice (1)
  • ECU Briefing states that the Code of Practice
    should contain clear and transparent information
    about
  • RAE staff selection processes, including
  • - Principles, decision-makers, mechanisms to
    communicate decisions (including method and
    timescale of feedback)
  • Roles, responsibilities, procedure for
    selection and extent of equal opportunities
    awareness for key individual decision makers
  • Membership, including representation and
    procedure for selection of members, mode of
    operation, remit, position within the
    decision-making process and minutes of key
    committees

8
Content of Code of Practice (2)
  • Appeals
  • - How appeals/complaints from individuals will
    be handled
  • Personal circumstances
  • - Which absences and for what duration, will
    be accounted for when making decisions about
    who to submit
  • E.g. maternity/ adoption/carers leave,
    part-time working etc.
  • Fixed term and part-time staff
  • - Statement about support and training

9
Content of Code of Practice (3)
  • Impact Assessment, namely
  • - An equality profile (disability, gender,
    ethnicity) of staff who are eligible for
    submission
  • - An indication of submission patterns relative
    to this profile with an explanation of any
    imbalances

10
Some context
  • 2 Handouts, showing
  • - Profiles of academic staff at 17 August 2005
  • Gender, contract type, noted disabilities,
    ethnicity, age
  • - Profiles based on our submission patterns for
    RAE 2001
  • Gender, contract type, part time/full time
    staff, age

11
Points to consider/questions (1)
  • 1. What does everyone think about the
    requirement for a Code of Practice?
  • - Any particular comments or concerns?
  • 2. How might we develop and adopt a Code of
    Practice?
  • - What should apply at each level - University
    Faculty/Department etc
  • 3. Is anyone aware of any existing or potential
    issues?
  • - Are RAE submission patterns likely to
    reflect the profile of staff groups within your
    department/faculty? If not, in what way?
  • 4. Will the University's complaints/appeals
    procedure be sufficient?

12
Points to consider/questions (2)
  • 5. What is the representative mix of staff
    involved with RAE decision-making?
  • - Does this provide sufficient representation
    from both the perspectives of RAE and of
    equality?
  • 6. Do you intend to communicate decisions about
    whether individual members of staff are being
    submitted?
  • - Who will do this, at what stage, and how will
    decisions surrounding this be documented and
    communicated?
  • 7. How will personal circumstances be considered
    when making submission decisions?
  • - Sub-panel criteria statements have a bearing
    here
  • - What information might help, and at what stage?

13
Points to consider/questions (3)
  • 8. What is the extent of equal opportunities
    awareness amongst staff within your
    faculty/department?
  • - How might we raise awareness for all staff
    involved in RAE decision-making?
  • 9. Do you have any other comments or questions?

14
Next steps
  • Draft Code of Practice
  • - XX/XX to draft
  • - Any volunteers for inputs?
  • - For approval by RAE Project Board in January
    2006
  • - Share with Unions
  • Identify key faculty and departmental RAE
    decision-makers
  • - We know some!
  • - To ensure that all are fully-briefed on equal
    opportunities issues
  • Hold workshops for key decision-make
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