All Staff Briefing 15 June 2016

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All Staff Briefing

Our journey to
excellence
15 June 2016
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BRIEFING ON:
1. Succession planning
2. Staff well being survey and action plan
3. Whats up with:
Corporate Services Review

Curriculum Review (review!)
4. Accommodation Strategy /Plans (3-2-2)
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SUCCESSION PLANNING
1. Advertising the VP post from
today
2. Stage 2 will replace the
vacancy created from VP
3. Stage 3 will fill the vacancy

created
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CORPORATE SERVICES REVIEW
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AREAS UNDER REVIEW

1. Reception services Led by Laura Le Maitre Remains as they are
2. Estates management and technicians- Led by Tony Jephcott Remains as they
are
3. MIS- Led by Nicola Le Feuvre Additional staffing
4. Exams- Led by Sam Roberts Additional staffing
5. Caretaking- Led by Jeff Le Pelley Remains as it is
6. Performing Art Centre- Led by Kerry Luscombe Remains as it is.
SED related
7. HR
8. Finance
9. IT services- Led by Jason Smith /Jane Le P (and Aspire2B)
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Staff Well-being
Survey
CFE
April 2016 Result
10th May 2016
Timeline
10th March 2016 Survey Launch

8th April 2016
April 2016
Survey Closed (65% response rate)

Results Data Finalised
10th May 2016

15th June 2016
11th May 2016
SLT Presentation
Results shared with Staff
Development and Implementation of Action Plans
m
Health and Safety Management Standards
and Work Place Stress
The Management Standards cover six key areas of work

design that, if not properly managed, are associated with
stress.
Demands
Control
Support
Managers Support
Peer Support
Relationships
Role
Change
Breakdown of Respondents
Full Time
Part Time
Academic
61
23
Support
19
17
Total
(Full
Time/Part
Time)
80
40
Total
(Academic/Supp
ort)
84
36 (38)
120 (122)
Results Portsmouth Databasem
Green
Doing very well need to maintain performance.

Represents those at, above or close to 80th percentile
(HSE Organisational Averages)
Blue
Good but need for improvement. Represents those

better than average but not yet at, above or close to
the 80th percentile.
Orange
Clear need for improvement Represents those

likely to be below average but not below the 20th
percentile.
Red
Urgent action needed Represents those below the

20th percentile.
m
Demands - what should be happening?
Employees are provided with adequate and achievable demands in

relation to the agreed hours of work.
Peoples skills and abilities are matched to the job demands
Jobs are designed to be within the capabilities of the employees
Employees concerns about their work environment are addressed
m
Did we meet the standard for Demands?
All
Academic
Support
Full Time
Part Time
Different groups at work

demand things from me
that are hard to combine
I have unachievable
deadlines
I have to work very
intensively
I have to neglect some
tasks because I have too
much to do
I am unable to take
sufficient breaks
I am pressured to work
long hours
I have to work very fast
2.81
2.77
2.89
2.76
3.13
3.55
3.55
3.53
3.54
3.54
2.05
1.89
2.41
1.78
2.24
2.77
2.67
3.00
2.69
3.07
3.36
3.19
3.75
2.97
3.58
3.29
3.06
3.81
3.05
3.46
2.55
2.51
2.66
2.54
2.59
I have unrealistic time

pressures
Overall
2.85
2.67
3.29
2.86
3.02
2.90
2.79
3.17
2.78
3.08
m
Control - what should be happening/achieved?
Where possible, employees have control over their pace of work

Employees are encouraged to use their skills and initiative to do their
work
Where possible, employees are encouraged to develop new skills to
help them undertake new and challenging pieces of work
The organisation encourages employees to develop their skills
Employees have a say over when breaks can be taken
Employees are consulted over their work patterns
m
Did we meet the standard for Control?
I can decide when to

take a break
I have a say in my own
work speed
I have a choice in
deciding how I do my
work
I have a choice in
deciding what I do at
work
I have some say over
the way I work
My working time can be
flexible
Overall
All
Academic
Support
Full Time
Part Time
3.48
3.28
3.94
3.73
3.13
3.38
3.27
3.64
3.46
3.35
4.02
3.65
4.81
3.75
4.56
3.22
3.18
3.31
3.36
3.00
3.85
3.83
3.88
3.92
3.80
3.31
3.11
3.77
3.41
3.46
3.54
3.39
3.90
3.60
3.56
m
Support - what should be happening/achieved?
The organisation has policies and procedures to adequately support

employees
Systems are in place to enable and encourage managers to support
their staff
Systems are in place to enable and encourage employees to support
their colleagues
Employees know what support is available and how and when to
access it
Employees know how to access the required resources to do their job
m Managers Support?
Did we meet the standard for
I am given supportive
feedback on the work I do
I can rely on my line
manager to help me out
with a work problem
I can talk to my line
manager about something
that has upset or annoyed
me
I am supported through
emotionally demanding
work
My line manager
encourages me at work
Overall
All
Academic
Support
Full Time
Part Time
2.98
2.99
2.95
3.44
2.85
3.68
3.55
4.00
3.68
3.85
3.75
3.67
3.94
3.84
3.88
3.03
2.92
3.29
3.24
3.00
3.47
3.42
3.60
3.73
3.37
3.38
3.31
3.55
3.59
3.39
m Peer Support?
All
Academic
Support
Full Time
Part Time
If work gets difficult, my

colleagues will support
me
3.89
3.86
3.95
4.11
3.85
I get help and support I

need from colleagues
3.96
3.93
4.03
4.03
4.20
I receive the respect at

work I deserve from my
colleagues
3.63
3.63
3.63
3.73
3.68
My colleagues are willing 3.92

to listen to my workrelated problems.
3.88
4.00
4.11
4.03
Overall
3.83
3.90
3.99
3.94
3.85
m
Relationships - what should be happening/achieved?
The organisation promotes positive behaviours at work to avoid

conflict and ensure fairness
Employees share information relevant to their work
The organisation has agreed policies and procedures to prevent or
resolve unacceptable behaviour
Systems are in place to enable and encourage managers to deal with
unacceptable behaviour
Systems are in place to enable and encourage employees to report
unacceptable behaviour
m Relationships?
All
Academic
Support
Full Time
Part Time
I am subject to personal 4.33

harassment in the form
of unkind words or
behaviour.
There is friction or
3.24
anger between
colleagues
I am subject to bullying 4.08
at work
4.31
4.39
4.22
4.39
3.25
3.22
3.17
3.12
3.98
4.34
4.11
4.27
Relationships at work
are strained
3.00
2.99
3.03
3.14
2.88
Overall
3.67
3.63
3.74
3.66
3.66
m
Role - what should be happening/achieved?
The organisation ensures that as far as possible the different

requirements it places upon employees are compatible
The organisation provides information to enable employees to
understand their role and responsibilities
The organisation ensures that as far as possible the requirements it
place upon employees are clear
Systems are in place to enable employees to raise concerns about
any uncertainties or conflicts they have in their role and
responsibilities
m Role?
All
Academic
Support
Full Time
Part Time
I am clear what is
expected from me at
work
I know how to go about
getting my job done
4.10
4.08
4.13
4.03
3.98
4.33
4.26
4.47
4.19
4.38
I am clear what my
duties and
responsibilities are
I am clear about the
goals and objectives for
my Department
3.88
3.92
3.81
4.00
3.59
3.78
3.79
3.76
4.05
3.37
I understand how my
work fits into the overall
aim of the organisation
3.78
3.72
3.89
4.17
3.54
Overall
3.97
3.95
4.02
4.09
3.78
m
Change - what should be happening/achieved?
The organisation provides employees with timely information to

enable them to understand the reasons for proposed changes
The organisation ensures adequate employee consultation on
changes and provides opportunities for employees to influence
proposals
Employees are aware of the probable impact of any changes to their
jobs. If necessary, employees are given training to support any
changes in their jobs
Employees are aware of timetables for changes
Employees have access to relevant support during changes
m Change?
I have sufficient
opportunities to
question managers
about change at work
All
Academic
Support
Full Time
Part Time
3.03
2.99
3.14
3.30
2.83
Staff are always

2.65
consulted about change
at work.
When changes are made 2.58
at work, I am clear how
they will work out in
practice.
2.65
2.63
2.86
2.54
2.54
2.69
2.73
2.51
Overall
2.73
2.82
2.96
2.63
2.75
Summary and Targets
Measure
Current
Interim
Long Term
Demands
2.90
3.00
3.29
Control
3.54
3.64
3.72
Managers
Support
3.38
3.46
3.65
Peer Support
3.85
3.86
3.89
Role
3.97
4.09
4.31
Relationships
3.67
3.80
4.04
Change
2.75
2.90
3.24
Next Steps
Determine priority areas and action plan

Results on MyCFE
On noticeboards
Staff to discuss / feedback
Results discussed at the Board o Governors
Timeline for repeat of Survey
www.gov.gg/education
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PROPOSED IMMEDIATE CHANGES FOR START OF SEPTEMBER 2016

1. Finance Manager- this is a permanent post reporting to Principal
2. Data and information analyst- this is temporary till March 2017
3. HR Manager/Specialism- this is temporary post for 1 year.
4. Marketing Manager/Officer- contracted reporting to Principal (Dec
2016)
5. Quality and CPD Coordinator
6. Minor adjustments to the staffing structure in Curriculum areas.
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TIMELINE
Succession planning concluded by end of July
All vacancies completed end of August.
CPD programme designed and implemented by end of
September
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COLLEGE ACCOMMODATION STRATEGY
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TIMELINE
1. Master planning meeting 15 June 2016
Look out for sessions to engage in the process and have your views
heard
Staff/Students/Stakeholder meetings to be arranged in September
2. Project Assessment Review in July/ August
3. Proposal to the States of Assembly for decision in Autumn Term
4. Aspiration to have a decision by end of December 2016.
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WE STARTED AND WE SHALL FINISH!

THANK YOU FOR ALL YOUR SUPPORT.
https://www.youtube.com/watch?v=N5bg1No_RSE
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