Action taken as a result of previous surveys
|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.