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Monthly Induction 2009

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Title: Monthly Induction 2009


1
Monthly Induction2009
  • Marie Connolly
  • Learning, Development Equal Opportunities
    Manager

2
Aim of the Induction Programme
  • To give you a broad overview of the University.
  • To outline to you the key functions of HR
  • To provide you with advice and support

3
The University of Limerick
  • Established in 1972 (NIHE)
  • Received University status in 1989
  • An independent, internationally focused
    university with 10,990 Students 1,313 staff.
  • Situated on 133 hectares, with the Shannon as our
    unifying focal point, 46 hectares located in
    Clare.
  • NTP 80 organisations employing 4,000 people.

4
The Campus
  • 222 Laboratories
  • Total investment 836 million
  • 5 on campus villages providing accommodation to
    2,401 students 24 faculty (07/8)
  • The Sports Arena Irelands national 50m
    Olympic-standard swimming pool
  • The largest indoor sports hall in the country,
    cardio vascular fitness suites a health
    fitness clinic.
  • Health Science Building 500 Nursing students
    200 Therapies students

5
The Campus
  • The Living Bridge completed in 2007 connecting
    the Clare Limerick Campus
  • KBS completed in March 2008
  • New Boathouse funded mainly by students,
    incorporating Irelands first indoor rowing tank
    completed 2007
  • New Building for the Irish Chamber Orchestra
    due for completion in 2008
  • New Language Building completed in September
    2008

6
Buildings, Student Villages Labs
  • 132 hectares which includes 46 hectares located
    north of the River Shannon the North Bank
  • Total area of buildings is 176,158m2
  • 218 Labs
  • Total value of investment to date in land,
    buildings and equipment is 836 million
  • 5 Student villages accommodating 2,425 students

7
International Education
  • 1,283 Students from 64 Countries
  • The European Unions Erasmus Programme 207
    partner institutions in 24 European countries
  • Partner Universities in USA, Canada, Australia,
    New Zealand, Brazil, China Singapore.
  • IE Division has appointed agents in the USA,
    China, India, Mexico, Japan, Korea, Taiwan,
    Thailand, Russia, Kazakhstan Iran for the
    recruitment of qualified international students
    for all academic programmes in UL Undergrad,
    Postgrad Research.

8
The Arts
  • Irish World Academy of Music Dance
  • Irish Chamber Orchestra
  • Several Art Collections (e.g. National Self
    Portrait Collection of Ireland)
  • Art Collections indoor outdoor sculptures.
  • University Hall 1,000 seater multi-purpose
    venue.
  • UL Foundation Fund Raising in excess of 130
    million to assist the physical academic
    development of the University.
  • Alumni Assoc Established 1987

9
Student Enrolment 2008/09
  • Undergraduate 9,239
  • Post Grad 2,266
  • Total 11,505

10
Faculty Staff
  • Faculty 480
  • Support Staff 603
  • Funded Staff 230
  • Total 1313

11
Funding (,000)
  • State Grant 50,420 36.6
  • Fees Income 48,211 35.0
  • Research
  • other self-funded 36,450 26.4
  • Other 2,820 2.0
  • Total 137,883

12
Universitys Mission
  • Our mission is to be internationally renowned as
    a distinctive university which shapes the future
    through educating and empowering people to meet
    the real challenges of tomorrow.
  • Strategic Plan 2006-2011

13
Vision
  • Its distinctively bold, entrepreneurial and
    pioneering spirit
  • The empowerment potential of high quality
    education to develop and sustain productive,
    enquiring citizens
  • The integration of learning, research and
    innovation, characterised by reflective thinking,
    relevance, inclusivity and creativity
  • Ensuring that students are at the heart of what
    we do
  • Doing world-class research in targeted areas
  • The importance of an inspirational campus
    environment
  • The value of flexibility, diversity and
    collaboration
  • Being a key contributor to the social, cultural,
    sporting and economic life of the region and the
    nation.

14
GOALS Strategic Plan 2006 -2011
  • Develop an enrolment plan responsive to national
    needs
  • Provide an attractive suite of academic offerings
    in an outstanding student-centred learning
    environment
  • Integrate research and teaching in the
    University's learning environment
  • Increase research outputs
  • Enhance the University's contribution to its
    communities

15
GOALS Strategic Plan 2006 -2011
  • Promote collaboration amongst higher education
    institutions in Ireland.
  • Advance the internationalism of the University
  • Strengthen the University's human capital
  • Maximise revenue in line with strategic
    priorities
  • Use resources to best effect in line with the
    strategic plan

16
The University Governance
  • The University of Limerick operates under the
    aegis of an Act of Parliament, The Universities
    Act 1997.
  • The overall authority for the affairs of the
    University is vested by the state in the
    governing Authority of UL.
  • The Governing Authority a 35 member body, is
    appointed in accordance with the UA 1997.

17
University Management
  • The Executive Committee
  • The Deans Council
  • The Management Committee
  • The Academic affairs of the University are
    managed by the College Faculty Boards, the
    Academic Programmes Review Committee and the
    Academic Council.

18
The University Structure
  • The Governing Authority (Elected) Chairperson
    Peter Malone
  • President/Vice Chancellor Prof. Don Barry

19
The Executive Committee
  • President
  • VP Academic Registrar (Prof. Paul McCutcheon)
  • VP Research Prof Brian Fitzgerald
  • VP Administration Secretary (Vacant)
  • VP Finance
  • HR Director Tommy Foy
  • Associate Vice President Dr. John OBrien

20
New Faculty Structure Executive Deans
  • 4 Faculties
  • Faculty of Education Health Science
  • Dean Prof. Mary OSullivan
  • Faculty of Arts, Humanities Social Sciences
  • Dean Prof. Pat OConnor
  • Faculty of Science Engineering
  • Dean Prof. Kieran Hodnett
  • Kemmy Business School
  • Dean Prof Donal Dineen

21
Academic
  • Dean Teaching Learning Dr. Sarah Moore
  • Dean Graduate School Dr. John Breen.

22
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23
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24
Student Numbers
  • Student Numbers 2008/9
  • Undergraduate (9,239) 7,150 (FT)
  • Postgraduate Research (2,266)
  • Total 11,505.

25
Access
  • UL is committed to developing and promoting
    initiatives which encourage the participation of
    under-represented groups and students with
    disabilities in Higher Education.

26
Life Long Learning Outreach
  • Develops provides accredited, modular,
    flexibly-delivered courses to students.
  • Downtown Centre (in conjunction with the Shannon
    Consortium)

27
Co-operative Education/Professional Placement
  • One of the largest Co-op Programmes in the EU.
  • 2,000 undergrad placements annually.
  • Network of 1,700 Co-op Employers
  • 1/3 International NA, Europe South East Asia.

28
Cooperative Education Careers Division
  • Key Activities
  • Manage placement programmes
  • Cooperative Education
  • Teaching Practice
  • Provide careers support service
  • Liaise between UL and employers
  • Location
  • Coop TP - E0 005 Careers Service - E0 019
  • Web Sites
  • www.ul.ie/coop www.ul.ie/careers

29
Cooperative Education Programme
  • The only university with placements for all
    courses
  • 2000 placements per year Coop TP
  • 98 placement rate in 2007
  • Practical experience relevant to programme
  • January September June - February
  • Average weekly payment 350
  • Centrally organised, supported by faculty
  • Placements monitored and accredited
  • Attracts students and highly rated by employers

30
UL Graduates 2007First Destinations
31
UL Graduates 2007Employment Sectors
32
Contact Details
  • Coop Programme
  • Coop Managers for each Faculty
  • Colette Fitzgerald Business,
  • Padraic Gallagher Science, Engineering
  • Jerry Cronin Humanities, Education
  • Patrice Twomey/Ann OMahony International
  • Careers Service
  • Mary Sweeney Head of Careers
  • Patsy Ryan Careers Advisor Mature Postgrads
  • Treasa Landers Careers Support Disabilities
  • Elaine Kiely Careers Advisor, Postgrad students

33
HR Mission
The Mission of the HR Division is to contribute
to the achievement of the Universitys mission
through progressive policies and customer focused
services which ensure that staff are enabled to
achieve their full potential and enhance the
performance of the organisation.
34
Relevant Strategic Goals for HR
  • Goal 6.8 Strengthen the Universitys Human
    Capital We recognise that our staff are key to
    our success and will strengthen staff
    recruitment, training and development policies,
    procedures and programmes to enable excellent
    performance by all staff in support of the goals
    of the University.

35
Relevant Strategic Goals for HR
  • Goal 6.10  Use resources to best effect in line
    with the Strategic Plan
  • In order that UL is positioned optimally to take
    advantage of this dynamic environment, it is
    essential that the University is receptive to
    change and has a clearly defined vision and
    framework to facilitate decision-making.

36
  • The Human Resources function is a key enabler and
    contributor to the attainment of the Universitys
    goals.

37
HR Mission
The Mission of the HR Division is to support the
Universitys Strategic Plan by attracting,
motivating and retaining excellent staff.
38
HR Goals
  • In order to carry out this role, the HR Division
    has identified eight supporting goals as follows
  • To ensure that we have effective
    workforce-planning, recruitment and selection
    processes
  • To support excellent performance through the
    implementation of the (Performance Development
    Review System) PDRs and progressive development
    policies
  • To deliver a strong customer-focused service and
    continual improvement as measured by an
    evidence-based quality system

39
HR Goals
  • To deliver value for money and ensure best use of
    resources
  • To ensure clear, fair and consistent HR policies
    and procedures
  • To contribute to the Universitys ethos of
    inclusivity by promoting and enhancing diversity
    and equal opportunities
  • To contribute to a safe, healthy and positive
    working environment in which all employees are
    treated with dignity and respect
  • To further enhance and develop positive employee
    relations and the partnership process

40
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41
HR Division Services
  • Recruitment
  • Compensation and Benefits
  • Learning, Development Equal Opportunities
  • Employee Relations Equality
  • Pensions
  • Research
  • Health Safety
  • HRIS

42
HR Policies Procedures
  • The HR Division provides the following services
    to the University
  • Tommy Foy (HR Director) Yvonne Coughlan PA.
  • Valerie Nolan PA
  • Recruitment Selection Avril Hogan/Michelle
    OShea, Dympna Healy Deirdre Murphy, Vivienne
    Hinchy.
  • Compensation Benefits Dermot Foley - Majella
    Leahy - Clodagh OConnell/Bridget
    Donnelly/Jennifer Connolly
  • Employee Relations Equality Pat Rockett

43
HR Policies Procedures
  • Pensions Superannuation Brian McCann/Caroline
    Neylon/Elaine Fitzgerald
  • Learning, Development Equal Opportunities Marie
    Connolly/Mary OMalley
  • Health Safety Philip Thornton, Grainne
    OCarroll
  • Research Alison ORegan, Charlotte Long/Jennie
    Gale

44
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45
Quality
  • ISO 9001 Accreditation (June 2008)

46
HR
  • HR Policies Procedures
  • Can be found on the Human Resources website
  • http//www.ul.ie/hr/coreservices/policies.shtml

47
Human Resources - Staff Training Development
Unit Key Objectives
  • A Key Strategic objective as identified under the
    University Strategic Plan 2007-11 is to (8)
    Strengthen its Human Capital. In support of this
    objective the University must attract and retain
    outstanding faculty and staff.
  • The University is committed to the progressive
    development of all its employees.
  • In support of this objective in April 2006 a
    specific Staff Training Development Unit was
    established.
  • Managed by Marie Connolly and supported by the
    Training Development Co-ordinators Sharon Power
    Mary OMalley

48
The key aims of the Learning Development Equal
OpportunitiesUnit are
  • To ensure that the employees of the University
    have the skills and knowledge they require to
    contribute effectively to the key Strategic Goals
    of the University.
  • In support of the key corporate objective of the
    University of ensuring excellent performance
    through progressive development the Staff
    Learning, Development Equal Opportunities
    Section has responsibility for designing and
    delivering the annual Corporate Training
    Development Plan within the University aligned
    with the strategic goals of the University and in
    support of the key Development needs as
    identified under the PDRs.

49
The key aims of the Learning, Development Equal
Opportunities Unit are
  • To implement, develop and strengthen the
    Performance Development Review System (PDRs)
    within UL.
  • Ensure transparent policies and procedures for
    Learning Development
  • To deliver programmes that contribute to the
    Continuous Professional Development of employees
  • To ensure equality of opportunity in the
    University- Womens Forum, Mentoring, Dignity
    Respect, Equal Opportunities Committee etc.

50
Who is responsible for staff development?
  • As part of the HR Division the Staff Learning
    Development Unit sees the responsibility for the
    development of staff to not only be a HR/Staff
    Development Function but also the responsibility
    of the individual and his/her Manager/Head of
    Department.

51
A three pronged approach to Staff Training
Development within UL
  • The Learning Development Unit encourages the
    following approach to development
  • Each Manager is responsible for the human
    resources needs of employees in his/her area.
    This includes taking an active and supportive
    role in individual development and performance in
    line with departmental goals and objectives and
    fostering a culture of continuous improvement and
    development.

52
A three pronged approach to Staff Training
Development within UL
  • Individuals play a key role in taking
    responsibility for and being pro-active about
    their own development.
  • The Learning Development Unit will provide
    quality core training programmes which are
    aligned with strategic objectives and will ensure
    the provision of on-going support to individuals
    and managers in pursuit of development goals.

53
Responsibility for Staff Training Development
- A three pronged approach to continuous
development
54
The Learning Development Equal Opportunities
Section Professional Development Programmes.
  • In support of this key objective the Learning
    Development Equal Opportunities Section offers
    a range of comprehensive Professional
    Development Programmes to enhance current
    learning needs as well as future career
    advancement with a view to ensuring that all
    employees within UL fully develop their
    potential. Details of these programmes are
    circulated through All Staff Email. Programme
    Detail can be found on http//www.ul.ie/hr/coreser
    vices/training.shtml

55
Examples of current programmes- delivered on
campus
  • Professional Development Programmes for Managers
  • Stress Management
  • Presentation Skills
  • Business Communication/Writing Skills
  • The Power of You
  • Self Coaching
  • The Power of Communication
  • Interview Skills
  • Monthly Induction

56
Examples of current programmes- delivered on
campus
  • Career Development for Administration Faculty
  • Management Development Workshops
  • Lunch Learn Soundbyte Series
  • Performance Development Review
  • Dignity Respect
  • Mentoring
  • Microsoft Office
  • Irish Language Training

57
Further Study
  • The Further Study Scheme is managed by the Staff
    Learning Development Equal Opps Unit.
  • 2 years service with the University - guaranteed
    2 years further contract.
  • Department Managers/Head of Department and
    Director/Deans approval
  • HR 50 of approved courses
  • Funding /
  • Forms available on the HR Website
  • http//www.ul.ie/hr/forms/appformfurtherstudy.doc

58
The Performance Development Review System
(PDRs)
  • What is the PDRs The Performance Development
    Review system is a system that is designed to
    help translate the Universitys Goals
    Objectives into College/Department/Division/Team
    and individual objectives.

59
The Purpose of the PDRs
  • Aligning University/College/Division/Department/
  • Team/Individual Objectives
  • Promoting a culture of continuous Improvement
  • Understanding roles and expectations
  • Supporting personal development
  • Developing critical competencies
  • Recognising staff achievements
  • Promoting communications between
    Managers/Supervisors and their staff
  • Formalising what you do already within a
    Performance Management Framework.
  • Good Management Practice.

60
The PDRs Review Cycle
61
Purpose of the PDRs
  • A framework to translate the Strategic Plan into
    team/department individual objectives.
  • Clarity on what the University can do/needs to do
    to support staff in achieving its goals.
  • Aid to performance
  • Consistency in management practice across the
    University both for Faculty and Staff.
  • People will take accountability for their own
    performance.
  • Enhance open dialogue

62
What happens the information.
  • Review Forms held jointly by the job holder
    Manager.
  • Summary reports produced by Managers on key
    themes arising for each Department.
  • Development needs will inform the Corporate
    Training Development Agenda.

63
The PDRs
  • Link between individual Performance and the
    Universitys Strategic Goals.
  • Active participation by staff in managing own
    goals.
  • Focused Training Development
  • Managing performance on a day to day basis.
  • Supporting the Quality Review process.
  • Accountability
  • Working to a common aim.
  • Know what is expected of you
  • Open honest dialogue.
  • Improved motivation.

64
Equal Opportunities Initiatives
  • Equal Opportunities integrated in core HR from
    June 2008 into LD and Employee Relations
  • Womens Forum
  • Mentoring Programme
  • Dignity Respect Training
  • Mother Baby Room
  • Equal Opportunities Committee plus Various other
    Committees

65
UL Equality Policies
  • Equality Policies listed under HR section of UL
    website
  • Equal Opportunities Policy
  • Dignity Respect Policy
  • Mentoring Scheme

66
Equal Opportunities Policy
  • UL fully committed to the provision of equality
    of opportunity
  • Monitored by Equal Opportunities Committee
  • Equal Opps Committee chaired by VPAR Prof. Paul
    McCutcheon
  • Implementation of action plan

67
The Womens Forum
  • A network which supports the development of
    female employees within their working environment
    through the organisation of networking events,
    co-ordinations of sub-committees and lobbying for
    support for womens issues.
  • Transition Committee in place.
  • New Steering Committee to be in place by January
    2009

68
Sub Committees of the Womens Forum
  • Career Development for Administration Staff
  • Career Development for Academic Staff
  • Mentoring Committee
  • Events

69
Mentoring
  • Mentoring is a Career Management Tool used by
    organisations to nurture and develop their staff.
  • It is a relationship between two people in a work
    setting the purpose of which is passing on
    knowledge and information, sharing wisdom and
    experience and offering advice and help in a
    confidential manner.
  • It is a relationship where - help by one person
    to another in making significant transitions in
    knowledge work and or thinking.

70
Mentoring
  • Mentoring Committee
  • Mentoring Training
  • Mentoring Scheme
  • Pilot
  • Launch Campus Wide October 2008
  • Mentors Mentees.

71
Workplace Dignity Respect -Policy
  • The University of Limerick is committed to the
    development maintenance of a positive working
    environment in which all employees are treated
    with dignity and respect.
  • It is the policy of the University to provide all
    employees with an environment which is free from
    bullying or harassment of any form.

72
Dignity Respect
  • Policy in place
  • Covers Bullying Harassment
  • Training provided for All Staff

73
ROLE OF CONTACT PERSON
  • Provide support on bullying or harassment only
  • Identify facts provide information - off
    record
  • Outline explain options under policy
  • Listen, non-judgmental
  • Maintain confidentiality
  • Empower individuals to decide own course of
    action
  • Cannot work with both parties
  • Not
  • Representative
  • Advisor, counsellor

74
Other Supports
  • Employee Support System 24 Hour confidential
    support and Assistance Freephone Helpline 1800
    210 346.
  • Offers Confidential Counselling service at no
    cost to the employee.
  • Employee Relations Officer HR Pat Rockett
  • Trade Union

75
Contact Details
  • Marie Connolly Office BM 022 Ext 3720 Mobile
    O86 6074538.
  • Mary OMalley - 4347

76
HR
  • HR Policies Procedures
  • Can be found on the Human Resources website
  • http//www.ul.ie/hr/coreservices/policies.shtml

77
HR Policies Procedures
  • Leave Policies- Job Sharing, Career Break, Term
    Time, Leave of Absence, etc. http//www.ul.ie/hr/c
    oreservices/policies.shtml
  • Recruitment Selection
  • Promotion http//www.ul.ie/hr/coreservices/policie
    s.shtml
  • Discipline/Grievance etc. http//www.ul.ie/vpadmi
    n/adminsec/policies/ULGrievanceProcedureJan2005.pd
    f

78
Policies Procedures
  • Equal Opportunities Policy
  • Dignity Respect Policy Procedure
  • Dignity Respect Contact Persons Panel
  • Mentoring Scheme
  • Application Process.

79
Employment Benefits
  • Pension Scheme available (Individual Spouses
    and Children's Pension
  • Income Continuance Plan
  • Advice guidance on these areas can be obtained
    from Caroline Neylon Ext 3733 Brian McCann, HRO,
    Ext. 2461 and Elaine Fitzgerald Main HR Office
    D1 042 - Ext 3622

80
UL SICK LEAVE POLICY
  • Sick leave pay allowable to faculty and staff is
    a maximum of six months with full pay in one year
    with half pay thereafter subject to a maximum of
    twelve months sick leave in any period of four
    years or less.
  • When a faculty and staff member has exhausted the
    period of allowable sick leave he/she goes on
    unpaid leave or leave at pension rate of pay if
    appropriate.

81
UL SICK LEAVE POLICY
  • The grant of sick leave whether paid or unpaid is
    at the discretion of the President or his nominee
    and is dependent on the existence of a reasonable
    prospect that the faculty and staff member will
    be able to satisfactorily discharge his/her
    duties on return to work.

82
UL SICK LEAVE POLICY
  • Absence on sick leave must be properly
    certified.  If the illness is longer than two
    consecutive days duration, a medical certificate
    should be obtained and sent to the Human
    Resources Division to arrive on or before the
    third day of illness.  The medical certificate
    should state the nature of the illness and the
    probable date of resumption of duty.
  • Where sick absence extends from Friday to Monday
    inclusive, a medical certificate must be
    furnished.

83
UL SICK LEAVE POLICY
  • Sick leave for single or two day absences, in
    total not exceeding seven days in any period of
    twelve months, may be granted without medical
    certificate.  Any excess must be certified.  In
    any case, where the absences are unduly frequent
    or where the maximum of seven days allowable is
    regularly approached or taken year after year,
    the privilege may be withdrawn or modified at the
    discretion of the President or his nominee.

84
UL SICK LEAVE POLICY
  • Annual leave may not be taken instead of sick
    leave and will not be granted immediately
    following a period of sick absence unless a
    certificate of fitness to return to duty is
    furnished and effective from the first day of
    proposed annual leave.
  • Annual leave should normally be taken to cover
    visits to doctors, dentists, opticians, etc.

85
UL SICK LEAVE POLICY
  • An employee eligible for Social Welfare (Class
    A PRSI contributions) must claim the relevant
    benefit and submit all monies directly to the HR
    Division.  The employee will then be paid their
    salary as normal through payroll. 
  • The University offers a Sick Leave Cover Income
    Continuance which staff opt to join.

86
Admin Agreement Competency Framework
  • 12 Behavioural Competencies have been identified
  • Each Competency is divided into 5 levels.
  • Each of these levels reflects a job
    family/constituency i.e. Level 5 reflects the
    level of competence required for people at SAO1
    which Level 1 reflects the level of competence
    require for people at Administrator level.

87
What are the 12 Behavioural Competencies?
  • Customer Focus
  • Planning Organising
  • Using Initiative Achieving Goals
  • Decision Making Problem Solving
  • Effective Communications
  • Team Collaborate Working

88
The 12 Behaviour Competencies
  • 7. Effective Relationships Networking.
  • 8. Innovation Creative Thinking
  • 9. Change, Adaptability Flexibility
  • 10. Leadership
  • 11.Continuous Development (Self Others.
  • 12.Thinking Acting Strategically.

89
New Administration Grade Structure
Salary Scales available on HR Website
90
Annual Leave
91
Leave Sheets
  • Sheets must be completed and kept up-to-date by
    all employees.
  • Annual Leave Sheets are available from the Elaine
    Fitzgerald HR

92
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93
ANNUAL LEAVE POLICY
  • Leave entitlement is specified in each member's
    Condition's of Appointment, and staff are
    informed of any changes which occur.
  • Leave may only be accumulated from preceding
    years with the permission of the President or his
    nominee.
  • Prior arrangements shall be made by each
    faculty/staff member with the person to whom
    he/she reports in order to establish suitable
    time, or times, for such leave.

94
Procedure
  • Leave sheets are held in the Departments Heads
    Office and completed during the year as
    necessary.
  • Department Head returns current year's sheets to
    Human Resources for record purposes before the
    end of December.
  • Prepared Leave Sheets are circulated by Human
    Resources to Department Heads (or equivalent)
    after 1 January each year.

95
Public Holidays
  • There are nine public holidays, see below, which
    are also given on top of the annual leave
    entitlement.
  • Christmas Day.
  • St. Stephen's Day.
  • St. Patrick's Day.
  • Easter Monday.
  • The first Monday in May, June and August.
  • The last Monday in October.
  • The 1st of January.

96
Privilege Days
  • Staff should be aware that there are privilege
    days on top of the annual leave entitlement.  
  • Either the Thursday/Tuesday of the Easter
    weekend, to be taken subject to cover.
  • Good Friday
  • Working days between St. Stephens Day and New
    Years Day.

97
BEREAVEMENT LEAVE
  • Special leave with pay for a period not exceeding
    3 days, may be allowed on the death of an
    immediate relative (mother, father, brother,
    sister, child, spouse or partner).
  • Requests for special leave, should be submitted
    to the Dean/Department Head, as appropriate.  A
    decision to grant special leave will be made by
    the Dean/Department Head in consultation with
    Human Resources.

98
CONFERRING LEAVE
  • One day's Special Leave with pay is provided for
    staff members on the occasion of their conferring
    from a recognised establishment
  • Requests for special leave should be submitted to
    the Dean/Department Head as appropriate.  A
    decision to grant special leave will be made by
    the Dean/Department Head in consultation with
    Human Resources.

99
EXAM LEAVE
  • Where staff are undertaking approved further or
    higher education programmes in their own time it
    is proposed (i) that special leave with pay be
    afforded for examinations scheduled during
    working hours and (ii) that study leave with pay
    to a maximum of five days for each completed
    year of the programme be allowed subject to (i)
    timing as agreed with the relevant line manager
    and (ii) up to a maximum of twenty days such
    leave for any programme

100
FORCE MAJEURE LEAVE
  • An employee is entitled to leave with pay for
    urgent family reasons, owing to the
    injury/illness of certain family members,
    requiring the immediate presence of the employee,
    at the place where the person is situated, is
    indispensable.
  • During the absence on force majeure leave an
    employee is regarded as being in the employment
    of the University and retains all of his/her
    employment rights. Force majeure leave cannot be
    treated as part of any other leave (sick leave,
    adoptive leave, maternity leave, annual leave or
    parental leave) to which the employee is
    entitled.

101
Definition of Family Member
  • The family members referred to above are
  • A child/adoptive child of the employee, 
  • The spouse of the employee or a person with whom
    the employee is living as husband or wife, 
  • A person to whom the employee is in loco
    parentis, 
  • A brother or sister of the employee, 
  • A parent or grandparent of the employee.

102
Force Majeure Leave
  • Notification of Force Majeure Leave
  • On returning to work, after an absence on force
    majeure leave and, as soon as is reasonably
    practicable, an employee must confirm to the
    employer that he/she has taken the leave. 
  • An employee may not be absent on force majeure
    leave for more that 3 days in any consecutive 12
    months, or 5 days in any 36 consecutive months.
    Absence for part of a day is counted as one day
    of force majeure leave.

103
MATERNITY LEAVE
  • A staff member who intends to go on maternity
    leave should provide her Division/Department Head
    and the Human Resources Division with a medical
    certificate confirming pregnancy and stating the
    expected week of confinement together with a memo
    outlining the start finish dates for the 26
    weeks paid maternity leave. The certificate must
    be submitted at least 4 weeks before the date on
    which she intends to go on maternity leave.
  • A minimum of 2 weeks must be taken before
    confinement.
  • A further 16 unpaid Maternity Leave is also
    available.

104
MATERNITY LEAVE
  • The commitment to pay eligible staff while on
    maternity leave is on the basis that all
    maternity social welfare cheques/payments are
    signed and returned to the University as
    appropriate.
  • A staff member who intends to take 8 weeks
    special leave without pay following the 18 week
    maternity leave should make application to her
    Division/Department Head with a copy to the Human
    Resources Division not later than 4 weeks before
    the end of the maternity leave period.

105
MATERNITY LEAVE
  • A first notification of intention to return to
    work must be given by the staff member to her
    Division/Department Head with a copy to the Human
    Resources Division at least 4 weeks before the
    due date of return.  The first notification must
    be confirmed by a second written notification
    given not earlier than 4 weeks and not later than
    2 weeks before the due date of return.
  • Evidence of appointment will be required by the
    Division/Department Head when a staff member
    seeks time-off to attend ante-natal or post natal
    clinics.

106
Parental Leave 
  • An employee must have at least one years
    continuous service with the University before
    being entitled to take Parental Leave. However
    where the employee has more than three months
    but less than twelve months service and where
    the child is approaching the age threshold, the
    employee will be entitled to one weeks leave for
    every month of continuous employment completed
    with the University.

107
Notice
  • Faculty/staff wishing to avail of Parental Leave
    must give written notice of their intention to
    take Parental Leave not later than 6 weeks before
    the proposed commencement of the leave.
  • The notice must include the following details
  • The date on which the employee intends to
    commence leave.
  • The duration of the leave.
  • The manner in which the employee wishes to take
    the leave.
  • The employees signature.

108
Confirmation of Parental Leave
  • Both the employee and the University will prepare
    a confirmation document once notification of the
    intention to take parental leave has been made.
    This document will be prepared no later than 4
    weeks before the leave is due to begin and will
    include the following details
  • The date on which the leave will commence.
  • The duration of the leave.
  • The manner in which the leave will be taken.
  • Signatures of the applicant and the University.

109
Employee Support Service
  • The ESS is a confidential counselling and advice
    service to assist staff in dealing with personal
    issues that could pose a threat to their health,
    well-being, relationships or jobs.
  • The Service is free to staff UL bears the cost
    of the service
  • The service is voluntary the decisions to use
    the service and avail of counselling rests with
    the individual.
  • The service is confidential and independent and
    provided by an external Company.

110
Employee Support Service
  • EAP Consultants (External provider) engage a
    range of professional and experienced counsellors
    and practitioners for the service.
  • All counsellors/practitioners meet the training
    and experience requirements of professional
    bodies such as the Psychological Society of
    Ireland (PSI) or the Irish Association of
    Counsellors and Psychotherapists (IACP).

111
Employee Support Service
  • To access the service call 1800 201 346.
  • Access available 24 hours a day 7 days a week.
    The first counselling session will be provided
    within 2-5 days. The counselling will usually
    take place in the counsellors office at a
    mutually suitable time.
  • The service is totally confidential. The
    University will not be told who is using the
    service and receive only anonymous figures for
    evaluation of usage.

112
Health Care
  • Health Care
  • VHI / BUPA
  • www.vhi.ie
  • www.bupa.ie
  • University operates Group Scheme
  • Deductions can be made through salary
  • Please contact Majella Leahy Ext. 2774 for
    further information

113
Staff Superannuation Scheme
  • Agenda
  • Type of Scheme
  • Benefits
  • Benefits Contributions
  • Spouses Children's Pension
  • Transfer Service In
  • Additional Benefits
  • Contact Details Pensions Team
  • Pension Lump Sum Example
  • Death Gratuity - Example

114
Type of Scheme
  • Defined Benefit
  • Unfunded employee contributions
  • Pay-As-You-Go
  • Registered with Pensions Board

115
Benefits
  • Retirement Pension Lump Sum
  • Death Gratuity
  • Spouses Childrens Pensions

116
Benefits Contributions
  • 1.5 of basic salary and pensionable allowances
    in respect of lump sum benefits
  • 3.5 of basic salary and pensionable allowances
    less twice current rate of State Contributory
    Pension in respect of pension benefits
  • 1.5 of basic salary and pensionable allowances
    in respect of the Spouses Childrens Scheme

117
Retirement Pension


118
Lump Sum
  • Lump Sum 3/80ths of pensionable pay

119
Benefits Death Gratuity
  • A death gratuity is payable to a legal personal
    representative in the event of your death. The
    amount payable is the greater of
  • One Year Pensionable Pay or
  • The lump sum that would have been paid to you had
    you retired on ill health grounds on the date of
    your death

120
Benefits Spouses Childrens
  • This scheme provides for the spouse and dependent
    children of a members who dies in service or
    after qualifying for a pension or preserved
    pension

121
Transfer of Service Inwards
  • If you have Public Sector Pension Service it may
    be transferable to UL under the Transfer Scheme
  • Please contact a member of the Pensions Team to
    discuss in detail

122
Additional Benefits
  • Income Continuance Cover
  • 75 of pre-disability salary until age 65
  • Cost is 0.85 of gross salary
  • Life Cover
  • 2.5 x salary in the event of death
  • Cost is 0.60 of gross salary paid monthly
  • Detailed Information Application forms for both
    policies are available on the HR Website

123
Contacts Pensions
  • Should you wish to discuss your individual
    pension, please arrange an appointment with a
    member of the Pensions Team
  • Brian Mc Cann, HR Officer Pensions
  • Ext. 2461
  • Caroline Neylon, HR Officer Pensions
  • Ext. 3733
  • Elaine Fitzgerald, HR Administrator Pensions
  • Ext. 3622

124
Map of Campus
  • Outlines the main Buildings on Campus
  • Can be found at http//www.ul.ie/hr/images/campus-
    map.jpg

125
Parking Permits 
  • Parking Permits are required for the staff car
    park.
  • These are issued by Cliona Donnellan, AM056
  • between 12.00pm 1.00pm, Monday to Wednesday. 
  • You will need your ID Card and Car Reg Number.

126
BUILDINGS ESTATES DEPARTMENT  
LOCATION OF MAIN OFFICE  
ROOM NO. - AM-065 E Buildingsmaintenance_at_ul.ie
W http//www.ul.ie/buildings Ext. 2001/2006
CALL FOR -  MAINTENANCE ISSUES
(LIGHTING/HEATING ETC) CLEANING ISSUES SECURITY
ISSUES
PARKING  STAFF CAR PARK PERMITS ISSUED FROM
AM-056
MONDAY TO WEDNESDAY BETWEEN 1200 AM AND 100
PM   DOCUMENTATION REQUIRED STAFF ID VEHICLE
REGISTRATION CERTIFICATE  
--------------------------------------------------
--
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BUILDINGS ESTATES DEPARTMENT
  • PORTERS
  •  
  • PORTERING SERVICES
  • Ext. 2249

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Finance
  • Structure
  • Procurement
  • Purchasing/Goods Received
  • Accounts Payable
  • Accounts Receivable
  • Payroll
  • Research
  • Contact Details

130
Procurement Activities
  • Supplier selection
  • Creation and maintenance of Preferred supplier
    list
  • Tendering Spends from - 2000 - 50K, 50K -
    250K, Above -250K
  • Supplier Management
  • Complaints
  • Rating
  • Negotiate pricing
  • Supplier development
  • Guidance and advice
  • Commercial advice
  • Supplier information
  • Legal and procedural advice guidance
  • Strategic advice
  • Training
  • Communicate information
  • Web site www.ul.ie/procurement
  • E-mail Buyers/budget holders directly

131
Purchasing
  • Agresso is an integrated finance system
    which utilises the same information for
    processing purchase orders, goods receiving and
    invoice payment. As a result the purchase
    requisition and purchase order is key to ensuring
    that the correct items are ordered, delivered to
    the right place and payment made at the agreed
    purchase order price.

132
Payroll
  • Has responsibility for the timely and accurate
    payment of the salaries of all UL PAYE staff, and
    for the payment of monthly postgraduate stipends.
  • Manages all statutory and voluntary deductions
    such as VHI payments, Union subscriptions, Home
    Loans etc.
  • Liaison with the Revenue Commissioners and the
    Department of Social and Family Affairs in
    relation to University staff.
  • Deals with staff queries relating to PAYE and
    PRSI.
  • Issues year-end P60s, and P45s as required.
  • Compiles certificates of income.
  • The office is located in A2029 in the Main
    Building

133
Research
  • The Accounts Research Office is responsible
    for monitoring income and expenditure relating to
    research accounts, preparation of financial
    reports for internal and external agencies,
    preparation of files for audit, signing research
    proposal forms, opening new research accounts and
    providing information on the financial terms of
    agency agreements

134
Contact Details
135
Contact Details
136
Student Affairs Division Director - Dr
Bernadette Walsh Secretary Susan ODonovan
Special Support Services Access Manager Pat
Hoey Access Officer Deirdre OConnor Disability
Liaison Office - Brenda Shinners-Kennedy Mature
Student Office - Noreen Coveney-OBeirne
  • Admissions Office
  • Admissions Officer Anne Hickey
  • Orientation
  • Academic Advisers
  • Student Academic Administration
  • SAA Officer - Nuala Cullimore

Student Counselling Head Dr Declan
Aherne Student Health Centre Director Dr Niall
Cahill Chaplaincy Fr Koenraad Van Gucht Rev.
Patricia Hanna Arts Office Patricia Moriarty
Crèche
Arts Office
137
  • Admissions
  • Admission of all undergraduate only students to
    UL c. 3000 student onto 69 undergraduate Degree
    programmes (including Certificate/Diploma Equine
    Science)
  • Liaise with Access Office
  • Lifelong Learning
  • International Office
  • (Re admission of all undergraduate students)
  • Mary Immaculate College
  • Student Academic Administration
  • ITD

138
Admissions
  • Works closely with CAO on processing 1st/2nd
    round offers
  • Determines the points scores for admission to
    undergraduate programmes
  • Provides the University with market information
    on potential numbers of applicants, feeder

139
Admissions
  • Schools, points achieved, numbers 1st
    preferences, provisional numbers
  • Orientation and Enrolment Data input of
    students on SI System
  • On campus events Open Days
  • Career Guidance Higher Options Exhibition
  • Some school visits. Promotion of courses
  • Higher degree of contact with other 3rd level
    institutions, government educational agencies,
    2nd level schools and the general public.
  • Ongoing interaction with internal academic and
    service departments

140
Responsibilities of SA
  • Student Academic Administration
  • Access Office
  • Disability Support Service
  • Mature Student Office
  • Student Health Centre
  • Counselling
  • Chaplaincy
  • Arts Office
  • Students Affairs Officer

141
Student Academic AdministrationWHAT WE DO?
  • Registration for Students on line
  • Grants Scholarships
  • Class Timetables- students, faculty
  • Examination Timetables
  • Examination Results/Grading
  • Student Status Committees
  • Reports for Faculty
  • Communicate Progression Decisions to Students
  • Faculty Grading Payments
  • Ensure Compliance of Academic Regulations
  • Facilitate Access to Student Records System for
    Faculty

142
WHO NEEDS SA?
  • Any one involved in
  • Teaching
  • Examinations
  • Grading
  • Scheduling
  • Student Status Committees
  • Advisors to Students
  • Handbook of Academic Regulations

143
SAA
  • Where you can find us
  • Office is located at E0-001
  • Website
  • http//www.ul.ie/studentacademicadmin/
  • Details all of the areas that we are responsible
    for and who you can contact if you have a query.
  • Staff Handbook
  • Student Handbook
  • Handbook of Academic Regulations
  • 15 members of staff are there to assist you in
    any area of administration
  • Please contact us !
  • A Student Handbook is provided for your
    information.

144
Official Languages Act at UL
  • Language Awareness Induction
  • Deirdre Ní Loingsigh, Stiúrthóir na Gaeilge

145
Language Awareness Why?
  • Outline ULs obligations under the Official
    Languages Act
  • Encourage positive attitudes to bilingual service
    delivery
  • Promote opportunities for staff to explore their
    own language skills level
  • Present Irish language learning opportunities at
    UL
  • Explore good practice in relation to bilingual
    service delivery
  • Encourage new colleagues to put forward
    suggestions on the promotion and facilitation of
    bilingualism at UL

146
Overview of Irish Language Promotion at UL
  • Establishment of Aonad na Gaeilge, the UL Irish
    Language Promotion Unit (2001)
  • Inaugural meeting of Coiste na Gaeilge, the UL
    standing committee with responsibility for Irish
    (2001)
  • HEA strategic initiatives funded schemes /
    projects (2001-2008)
  • Establishment of Irish Language Policy Working
    Group (2004) ? Official Languages Act
    Implementation Group (2006)
  • UL Scheme agreed (2006)
  • Marketing Officer appointment (Autumn 2008)
  • Seomra na Gaeilge launch (Autumn 2008)

147
Legislative Framework
  • University of Limerick (Dissolution of Thomond
    College Act) 1991
  • Universities Act 1997
  • Official Languages Act 2003 (OLA)
  • University of Limerick Scheme 2006-2009

148
UL Scheme 2006-2009General Service Provision
Summary of Commitments
  • Voicemail messages in targeted functional areas
    will be in English and Irish languages (2.2.1).
  • Switchboard staff will be able to give a greeting
    and the name of the University in Irish and
    English, and suitable arrangements will be in
    place so that they can put callers in touch with
    the staff member responsible for offering the
    service required through Irish. (2.2.1)
  • The University commits to the provision of
    specific academic programmes through the medium
    of Irish (2.2.2.).
  • The UL Scéim Chónaithe at Kilmurry Village will
    be continued, subject to the ongoing availability
    of HEA funding (2.2.3)
  • UL will review the position of the Irish language
    in teacher education (4.2).
  • Commitments re translation (2.2.4 / 2.2.5)

149
UL Scheme 2006-2009Training and Staff
Development Summary of Commitments
  • The University will provide strategic training
    for staff during the working day in order to
    build institutional capacity for conducting basic
    interaction through the medium of Irish. At least
    one member of staff in sixteen targeted
    departments and offices will be identified /
    upskilled (4.2).
  • Faculty who wish to conduct research through
    Irish will be facilitated subject to the
    availability of funding, through the UL Research
    Office and Coiste na Gaeilge (4.2).
  • Aonad na Gaeilge will review all Irish language
    courses on a regular basis to ascertain their
    effectiveness in meeting the Universitys goals
    (4.3).
  • A language awareness training programme will be
    developed at Aonad na Gaeilge in conjunction with
    external partners by 1 June 2007. (4.3).

150
Targeted Departments and Offices (2006 list)
  • Student Affairs Division
  • Student Academic Administration
  • Finance Division
  • Human Resources Department
  • Information Technology Division
  • Library Information Services
  • Division
  • College of Humanities
  • College of Informatics and
  • Electronics
  • College of Education
  • Research Office
  • Freedom of Information Office
  • Department of Lifelong Learning
  • and Outreach
  • Procurement and Contracts
  • Campus Life Services (including
  • accommodation)
  • Cooperative Education and
  • Careers Division
  • Buildings and Estates

151
Getting involved .
  • Avail of Aonad na Gaeilge support
  • Complete a language placement test
  • Register for an Irish language course
  • Participate in Autumn / Spring Language Awareness
    Workshops
  • Register for Teastas Eorpach na Gaeilge exams
  • Make submission to OLA Implementation Group
    regarding the development of 2009-2012 Scheme
  • Participate in Gaeltacht weekend programmes
  • Attend the Dioplóma sa Ghaeilge guest lecture
    series
  • Represent your faculty on Coiste na Gaeilge
  • Put yourself forward as an Irish language media
    contact
  • Become a designated contact in your
    administrative / academic area for Irish medium
    queries
  • Participate in events for Irish language campus
    network

152
Contact Details
  • Deirdre Ní Loingsigh, Stiúrthóir na Gaeilge
  • seoladh Aonad na Gaeilge, (MC1-011), Roinn
  • na dTeangacha agus an Léinn Chultúir
  • guthán 061-213463
  • facs 061-202556
  • r-phost deirdre.niloingsigh_at_ul.ie
  • www.ul.ie/aonadnagaeilge
  • http//www.ul.ie/main/news/bearlaleaganaontaithe.d
    oc

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at your desktop
  • Search for a journal article
  • Explore the Library Web, IReL
  • Find impact factors for journals
  • Use EndNote or RefWorks

155
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156
Howdo you find out more?
  • Get to know your College Librarian
  • Check the library web page
  • Look at the Whats New?
  • Contact the Information Desk

157
Sports Social Club
  • The employees of the University of Limerick
    operate a Sports Social Club.
  • Subscription is through payroll and membership
    details can be found on http//www.ul.ie/ssc/

158
Information Technology Division
  • Computing - Academic and
  • Administrative
  • Audio Visual
  • Telephone
  • Postal
  • Printing
  • Reception

159
Computing
  • PC Environment - Windows XP Prof
  • Email and Internet
  • Fixed and wireless connections
  • Range of Applications Software
  • Username and password
  • Departments have their own support staff
  • For help contact ITD Service Desk

160
Audio Visual Services
  • All Teaching Spaces have PC and LCD Projector
  • Graphics Design
  • Photography
  • Video Production, copying etc.
  • Video Conferencing

161
Telephone
  • Faults report to 2440 or WEB form
  • Requests for new services WEB form
  • Mobile Phones
  • All calls charged back to the Department

162
Printing
  • Print Production Service
  • Student Notes

163
Service Description
  • See
  • http//www.ul.ie/ITD/Index.html

164
Welcome toIrelands
Sporting Campus

165
Mission Statement
  • The Arena and the Sports Department of the
    University of Limerick promotes and develops a
    quality sports environment based on professional
    expertise ensuring an efficient and effective
    service to all participants.

166
What We Are Offering You !
  • Sport Recreation for all levels from social to
    elite at University Arena UL Activity Centre
    Outdoor Fun!
  • 45 Active Sports Club

167
University Arena
  • Catering for all you sporting needs
  • Cardio Fitness Centre Aerobics Studio
  • Elite Training Centre 60m SprintTrack
  • 225m Jogging Track Climbing Wall
  • 4 Full Size Courts Playing Fields
  • Diving Pit Tennis Courts
  • Synthetic Grass Pitch
  • National 50m Pool
  • Master Classes Studio Classes

168
How to Avail of These Facilities
  • Pay as you go at UL Staff rates on production of
    UL Staff ID card.
  • UL Staff Membership
  • Full Year 350.00
  • Per Term 200.00
  • Academic (Sept.-May) 280.00
  • Family (2Adult 2 Children ) 886.00
  • UL Staff Child (U-18) 156.00

169
NATIONAL 50M POOL
  • Staff Swim 2.00 V Public 7.00
  • Staff Gym 5.50 V Public 8.00

170
New Future Sports Decvelopment Plans at
Irelands Sporting Campus
  • New Boathouse Opened September 2007
    incorporating First Indoor Rowing Tank in
    Ireland
  • Expansion to University Arena
  • New Work out Arena
  • 2nd Aerobics Studio
  • 25m x 10m Swimming Pool / Diving Pool /Teaching
    Pool which will double up as a warm up pool for
    International events.

171
New Future Sports Development Plans at
Irelands Sporting Campus contd
  • North Campus
  • Introducing Synthetic City!
  • Four 3rd Generation Floodlit Synthetic Pitches
  • 1) International Water Based Hockey
  • 2) Full size GAA
  • 3) Full size Rugby
  • 4) Full size Soccer
  • Pavilion with showers and changing facilities.
  • (Further down the line an indoor pitch for all
    field sports )

172
NEED MORE INFORMATION?- PLEASE GIVE US A CALL!
  • Arena Reception Ext3555 / 3589
  • Sport Recreation on Campus
  • Neasa Fahy ODonnell Ext
  • 2901
  • Catherine Dooley Ext 359
  • Website www.universityarena.com

173
End of Presentation
  • Contact
  • Marie Connolly
  • Learning Development Equal Opportunities
    Manager
  • BM022 Ext 3720
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