Our People 2015 - Building the UWS of Tomorrow
At UWS we are proud to be considered a University of the people and we firmly believe that an investment in the development of our people is an investment in the future of UWS.
Background
In 2006, Australian Universities Quality Agency (AUQA) commented that 'UWS is a university of the people'. The University understands that our people are the critical element in achieving our goals and ensuring sustainable growth and competitive advantage for UWS into the future. The Our People 2015 project focuses on the implementation of the University’s staffing strategy which aims to improve and strengthen the University's organisational capability and the capacity of our most important resource; our people. The Our People 2015 project will ensure we have the right people in place for the kind of university UWS wants to be by the year 2015.
The Our People 2015 staffing strategy has been endorsed for implementation by the Board of Trustees. For more information, please see Our People 2015 Final Strategy Document (PDF, 69Kb).
Over the course of the next 10-15 years, a significant proportion of UWS staff will be reaching a stage in their life where they are beginning to think about retirement. The University values the experience and knowledge of our older staff and as a result, the Our People 2015 project is critical to enable the University to develop succession planning strategies where these staff can pass their experience and knowledge onto the next generation of UWS staff, or to manage transition to a new relationship with UWS.
Working relationships such as part-time, adjunct appointments, or part year work profiles are beneficial for those looking to make the transition into a new phase of life and beneficial for the University as we retain the experience and knowledge of an important group of staff.
It is critical that the University develops and implements a comprehensive staffing strategy now. If we don’t act now we will be in a very difficult position trying to attract and retain talented staff in a highly competitive market, where many other organisations are facing a similar situation.
The project commenced in 2006 and sought UWS staff involvement to determine the most important staffing issues facing the University. An online survey was conducted in late 2006 and forums were held on each campus giving staff a chance to have their say in the development stage of the project.
The Board of Trustees approved the project in June 2007 and later that year the University was successful in gaining $2.927 million under the Federal Government’s Workplace Productivity Program (WPP) to enable implementation of the Our People 2015 staffing strategy. The UWS WPP grant was the 7th highest in allocated funds out of the 36 universities that applied.
Academic Career Lifecycle Project
In December 2009 UWS received a further DEEWR WPP grant for $595,000 to map the academic career lifecycle. For further information on the Academic Lifecycle project, click here.
Key Goals
The five key goals of the Our People 2015 program are:
1. To become an employer of choice
To be recognised as an employer of choice, through developing and promoting the distinctiveness of UWS as an employer and implementing best practice recruitment strategies and processes for attracting high quality staff. This includes the integration and recognition of equity and diversity groups and developing and implementing an Indigenous employment strategy.
2. Workforce alignment
To align the UWS staffing profile with the University’s three core activities within each of the Colleges and Divisions and in relation to their workforce needs, sector norms and other appropriate benchmarks to enable appropriate planning, decision-making and action.
3. Workforce continuity
To identify and implement programs to address attraction of high quality staff, succession planning, staff retention, and capability development to maintain workforce continuity.
4. Rewards and career progression
To develop reward, recognition and incentive schemes, including programs to retain high performing research and teaching staff and professional support staff.
5. Organisational and leadership culture
To encourage and promote a culture of leadership, civility, service, quality and performance which is consistent across UWS.
Strategic Initiative and Improvement Actions
The program will achieve these goals through the implementation of seven key strategies:
Strategy 1 – Employer of Choice and Attraction of High Quality Staff
The underlying principle of UWS’ Our People 2015 staffing strategy is to have the right people in place for the kind of university UWS wants to be by 2015 to ensure sustainable growth and competitive advantage for UWS within the higher education sector. The Our People 2015 strategy recognises that attraction and retention of talented staff is a key strategic element for achieving this outcome and that utilising UWS's reputation as an employer of choice to support attraction and retention of talented staff will be an important part of the strategy.
Strategy 2 – Retention and Engagement
Retention and Engagement of high performing staff is a key element in the Our People 2015 strategy for UWS. This strategy will further develop the existing suite of programs established in Phase 1 of Our People 2015.
Strategy 3 – Organisational Leadership
UWS promotes a leadership and management development program for existing and emerging leaders at UWS to further develop leadership and management capabilities that will help to influence and shape organisational culture and address talent management and succession planning needs.
Strategy 4 - Performance and Career Development
The Performance and Career Development strategy will ensure consistent implementation of the University’s performance planning and career development process and develop and create career pathways for staff.
Strategy 5 – Workforce Metrics and Planning
UWS aims to enable strategic workforce planning and forecasting by mapping and aligning the academic and general staff workforce profile to the academic program and core activities of UWS and to project future gaps in skills and expertise.
Strategy 6 – A Diverse Community
The Diverse Community strategy targets staff and students from groups who have been traditionally under-represented in tertiary education and employment. These groups are Indigenous Australians, people from non-English speaking backgrounds, people with disabilities and women, particularly women in non-traditional areas. More information can be found on the Equity and Diversity website.
Strategy 7 - A Safe and Positive Work Environment
UWS assists management and staff to establish an atmosphere and culture within the University that encourages every person to work in a safe manner and to care for the health and safety of other people and the environment. More information can be found on the Occupational Health and Safety website.
For more information on the program structure and charter, please download the Our People 2015: Program and Project Charter and Structural Plan (PDF, 43Kb).
Overview of Our People 2015 Project Achievements
- Introduction of e-recruitment system
- Introduction of career management/development system
- Introduction of learning management system
- Introduction/improvement of numerous staff benefits
- Inaugural Professional Staff Conference
- Introduction of Flexible Work Options for staff
- Leadership Development programs/workshops/forums
- Culture forums
- Staff engagement/culture survey
- Development of "Brand Central" for UWS
- Development of "Who Does What" staff information site
- HR Good Practice conference
- Introduction of Staff Giving program
- Internal Job Exchange program
More Information
For more information on the Our People 2015 project, please contact Susan Hudson, Manager, Executive Projects Office.
