Action taken as a result of previous surveys
You said |
We did |
| Fixed term contracts are a source of anxiety. | We expanded the NDS Training Fund to include provision for staff who were coming to the end of their contracts to support them in securing their next role |
| The split-site nature of the department hinders communication and integration. | We ran the NDS logo competition to strengthen departmental identity and created the new staff gateway, where all departmental information can be easily accessed |
| The department needs to offer more career development support. | We created the career development section of the staff gateway and compiled resources on regrading, training and mentoring information. |
| "Revamp PDR exercises to make it more attractive and useful to both parties doing the exercise." | We are re-designing PDR into a new "ADR" process, to be launched this year. |
| "[More] line management skills and experience." | We are designing line management training with People Unboxed. |
| "Facilitate more cross-departmental interactions." | More work has been undertaken with Oncology, including the cross-departmental mentoring scheme (which has resulted in over 40 mentoring matches) and the Wellbeing Support Service. |
| Multiple expressions of interest in mentoring and further career development support. | In 2021, only 22% had been mentored. Since then, we've launched our mentoring scheme, RECOGNISE. One participant said of the scheme: 'I just feel more motivated to find what is best for me moving forward and not what is better for everyone else. |
| "[P]rovide more opportunities for researchers and early career investigators to […]develop their own research program." | We've launched grants and fellowships panels, which provide feedback to researchers on applications they're looking to submit. |
Look out for your invitation to complete the 2023 staff survey from people Insight – launching 25 April and closing 19 May.
