Staffing compendium. December Produced by Human Resources

Transcription

1 Staffing compendium December Produced by Human Resources

2 Introduction This is the third annual staffing compendium to be produced for the University. The compendium is based on data held in the University s HR payroll system (SAP). The SAP database is populated with information supplied by employees on their application for employment form; the database is then updated with information supplied by employees in response to periodic data surveys. The latest data survey was carried out in December. The next data survey will take place in /. Around one third of staff updated their personal profile in the data survey. For those staff who did not respond to the survey, we have used the equality and diversity data already held in SAP from previous surveys for this compendium. I hope this compendium will be useful and informative in understanding the current workforce profile of the University, and in highlighting areas where we need to make improvements. This compendium also provides a rich source of data for managers carrying out equality impact assessments. If you have any ideas for how the compendium might be improved or have any queries relating to the data and its analysis then please contact Lesley Donnithorne in the Systems Administration Team (Lesley.Donnithorne@uwe.ac.uk) or Andrew Mclean in the Equality and Diversity Unit (Andrew.Mclean@uwe.ac.uk ) within Human Resources. Ian Apperley HR Director May

3 Index Section Staff employment TABLE TABLE TABLE TABLE TABLE TABLE 6 TABLE 7 TABLE TABLE STAFF IN POST GENDER / ETHNICITY / DISABILITY STATUS BY EMPLOYEE GROUP AND GRADE AGE SEXUAL ORIENTATION RELIGION AND BELIEF ETHNIC ORIGIN NATIONALITY CONTRACT TYPE MODE OF EMPLOYMENT Section Staff recruitment TABLE RECRUITMENT BY GENDER / ETHNICITY / DISABILITY STATUS TABLE RECRUITMENT TO THE TEMPORARY STAFF UNIT Section Leavers TABLE LEAVERS TABLE REASONS FOR LEAVING Section Staff development and career progression TABLE INTERNAL TRAINING COURSE ATTENDANCES TABLE CAREER PROGRESSION TABLE 6 TYPES OF CAREER PROGRESSION Section Formal procedures TABLE 7 STAFF GRIEVANCES TABLE STAFF DISCIPLINARY CASES

4 Section 6 Sickness absence TABLE SICKNESS RATES TABLE REASONS FOR SICKNESS ABSENCE Section 7 Employee assistance programme TABLE USE OF SERVICES Section Benchmark performance indicators TABLE COMPARISONS WITH OTHER UNIVERSITIES

5 Section Staff employment TABLE STAFF IN POST AT // FACULTY/SERVICE HEADS FTE* HEADS FTE* HEADS FTE* Business and Law 7 CAHE Environment & Technology 7 Health & Life Sciences 6 Faculty totals Academic Registry Admissions & International Dev. Business Intelligence & Planning Centre for Performing Arts Directorate Dean of Students Development and Alumni Facilities 7 Finance 6 7 Human Resources 6 IT Services 7 Library Services Marketing and Communications Research, Business & Innovation 7 Schools & Colleges Partnership Student Services 7 7 Service totals 6 7 Faculty and service sub total Hourly paid lecturers ** 7** 7 ** Temporary staff (in assignment) All staff * FTE = full time equivalent ** HPL FTE relates to the total for the previous academic year. In, 6% of all staff were in faculties and % in services. This represents a small change from, when 6% of staff were in faculties and 6% in services. This reflects the move of some IT support staff from faculties to IT Services. The increase in staff numbers from to is mainly attributable to the employment of 6 additional researchers, taking on employment responsibilities for resident wardens, and interns in technical roles; this was offset by reductions in numbers of hourly paid lecturers and temporary staff.

6 TABLE GENDER / ETHNICITY / DISABILITY STATUS BY EMPLOYEE GROUP AND GRADE EMPLOYEE GROUP/ GRADE Senior Management YEAR ALL MALE FEMALE BME WHITE ETHNICITY NOT KNOWN DISABLED NOT DISABILITY STATUS NOT KNOWN* Heads Heads % Heads % Heads % Heads % Heads % Heads % Heads % Heads % % 76% 7% 7 % % 7% % % % 6 6 % % %.%.6%.6% %.7%.% 7 %.%.6%.% Academic Grade J % 6% 6% 7 7% % % 6 6.6%.%.% 7 6 % %.6%.%.%.7%.%.% 7 % 7% %.%.%.% Grade I 6 % % % 7 6% 7% 6% 6 7.% 7.% 7.7% % %.%.%.% 6.%.%.% 6 % 6% %.%.%.% Grade H % % % 7 % % % 6.7% 6.6% 6.% % % %.7%.%.% 6.%.%.6% % 7% 7.%.%.7% Grade G 6 7 % % % 6 % % % 6 6% % % 6 76% 77% % 7.%.6%.%.6%.6%.% 7 6 7% % % % % % Hourly Paid Lecturers 7 7 % % % 6% 6% 6% 7 6.% 7.7%.% 67 7% % 77% 67.% 6.6% %.%.%.% 7 % % %.%.%.%

7 EMPLOYEE GROUP/ GRADE Research Grade H YEAR ALL MALE FEMALE BME WHITE ETHNICITY NOT KNOWN DISABLED NOT DISABILITY STATUS NOT KNOWN* Heads Heads % Heads % Heads % Heads % Heads % Heads % Heads % Heads % 6 6% 6% 7% % % % % % % %.% % %.% % % 6 % 7%.%.% 7.% Grade F&G % % % 7 % % % 7 % % 7% % % % 7.%.7%.%.6%.%.% %.%.%.% Admin & Prof G & above 6 % % % 7 6 % 7% 7% 6.%.%.% 66 % %.6%.6%.%.7%.%.% % %.%.%.% Grade A to F 7 6 % % % % 77% 7% 6.%.%.% %.6%.%.6% 6.%.%.% % %.%.%.% Technical G & above % 7% 7% 6 % % %.%.7%.% % % %.%.%.7%.%.7% % % 7% % % %.% Grade A to F % 6% 6% 6 7 7% % % 6.% 6.7%.% 7 6 7% %.6% 6.% % %.6%.% 6 % %.%.%.% 6

8 EMPLOYEE GROUP/ GRADE Manual Grade C to E YEAR ALL MALE FEMALE BME WHITE ETHNICITY NOT KNOWN Heads Heads % Heads % Heads % Heads % Head s % 76% 76% % % %.%.6%.% 77 % % DISABLED NOT DISABILITY STATUS NOT KNOWN* % Heads % Heads % Heads %.%.%.% %.%.% 7 % %.% %.% Grade A&B % 6% % 7% 7% 7% 6.% 7.% 7.% 7 7%.7%.%.7% 6.% 7.% 7.% 6 6 % % %.%.%.% TSU Temps 7 % % % 7 6% 6% 6% % 7.% 7.% 7 6 % % % 6 %.%.%.%.%.% 7 6% 7%.%.%.6% ALL STAFF (excluding HPLs &TSU) % % % % 6% 6% 7 6.7% 6.%.% 77 6 % % %.%.%.% 6.%.%.% 7 67 % % % 7.%.%.% ALL STAFF % % % 6 % % % 76 7.% 6.7% 6.% 6 % 7% 7.%.%.% 6 6.%.%.% 6 66 % % %.%.%.% * Figures for Not Disabled include not known for staff who did not respond to the survey. The Disability Status Not Known figure is the number of staff that responded to the survey but preferred not to provide information about disability status. The overall male/female ratio remained constant in, though some staff groups showed further increases in the proportion of women, in particular, in senior management grades, the senior research grade, senior administrative/professional grades and senior manual grades. 7

9 TABLE AGE AGE BAND HEADS Under 6.%.%.% 76 % % % 6 % % % 7 % % % 6 % % % 6 +.%.%.% The average age of a UWE employee is years; this is unchanged since 7. TABLE SEXUAL ORIENTATION GROUP HEADS Bisexual.7%.%.% Gay man.%.7%.7% Gay woman/lesbian.%.7%.% Heterosexual/straight 6 6%.%.% Other.%.%.% Not declared/prefer not to say 7.6%.%.% No data held 6% 7.%.% Table shows that UWE has.7% of staff declaring as lesbian, gay or bisexual (LGB) up from.% in. TABLE RELIGION AND BELIEF GROUP HEADS Buddhist.%.6%.% Christian 6%.%.% Hindu.%.%.% Jewish.%.%.% Muslim.%.7%.6% Sikh.%.%.% Another faith/religion.%.%.% No faith/religion 6%.%.% Not declared/prefer not to say 7.%.%.7% No data held 6% 7.6%.% Table shows % of staff declaring as having a religion or belief up from 6% in. Tables and show an increasing proportion of staff providing information on their sexual orientation and faith.

10 TABLE 6 ETHNIC ORIGIN GROUP HEADS Asian Bangladeshi.%.%.% Asian Indian.%.%.% Asian Pakistani.%.%.% Asian Other.%.7%.% Black African.%.7%.6% Black Caribbean.%.7%.6% Black Other.%.%.% Chinese 6.%.%.% Mixed White/African 6.%.%.% Mixed White/Asian.%.%.% Mixed White/Caribbean 6.%.%.% Mixed Other.%.%.% Other Ethnic background 6.%.%.% Sub total 76 7.% 6.7% 6.% White British %.%.% White Irish 7.%.%.% White Other 6 6.6% 6.% 6.% Sub total.%.6% Prefer not to say.%.%.% No data held.%.%.% Sub total 7.%.%.% All staff 7 % % % Table 6 shows that UWE s declared BME staffing population is 7.% compared to 6.7% in. TABLE 7 NATIONALITY GROUP HEADS British 7 German.% Irish.7% American.% Italian.% Spanish 6.% Chinese 6.% French.% Canadian.% Indian *.% Australian *.% Sub total 67 % Table 7 shows UWE s top ten nationalities at (* joint th place).

11 TABLE GENDER / ETHNICITY / DISABILITY STATUS BY CONTRACT TYPE CONTRACT TYPE YEAR ALL MALE FEMALE BME WHITE ETHNICITY NOT KNOWN DISABLED NOT DISABILITY STATUS NOT KNOWN* Heads Heads % Heads % Heads % Heads % Heads % Heads % Heads % Heads % Permanent 6 7 % % % 7% 7.%.% 76 % %.%.%.%.% 6 6 % % 6.%.% Fixed Term 6 6 % % 6 7% 7% % % 7 % %.%.% 7.7%.% % 6%.%.% Temporary 7 % % 6% 6% %.% 7 6 % % 7.%.%.%.% 6% 7%.%.% * Figures for Not Disabled include not knowns for staff who did not respond to the survey. The Disability Status Not Known figure is the number of staff that responded to the survey but preferred not to provide information about disability status. TABLE GENDER / ETHNICITY / DISABILITY STATUS BY MODE OF EMPLOYMENT MODE YEAR ALL MALE FEMALE BME WHITE ETHNICITY NOT KNOWN DISABLED NOT DISABILITY STATUS NOT KNOWN* Heads Heads % Heads % Heads % Heads % Heads % Heads % Heads % Heads % Fulltime 6 % % % % 7 6.% 6.% % % 6 77.%.% 7 7.7%.% 7 % 6%.%.% Parttime 7 6 % % 6 7% 7% 7 7.% 7.% 7 6.7%.% 7 6.%.% 7 % % 6.%.% * Figures for Not Disabled include Not Knowns for staff who did not respond to the survey. The Disability Status Not Known figure is the number of staff that responded to the survey but preferred not to provide information about disability status. Excludes TSU temps not in assignment.

12 Section Staff recruitment TABLE RECRUITMENT BY GENDER / ETHNICITY / DISABILITY STATUS Applied Shortlisted Appointed ALL MALE FEMALE BME WHITE ETHNICITY NOT KNOWN DISABLED NOT Heads Heads % Heads % Heads % Heads % Heads % Heads % Heads % % % 6% 7 6 % % % 6 7% % % % % 7% 6 6.%.6%.6% 7.%.7%.% 6 6 % % 6% Applied Shortlisted Appointed % 7% % 776 % % %, % % % 7 77% % % 7 6.% 6.% 6.% 6 7.%.%.% 7 % % % Applied Shortlisted Appointed % % 7% 6 % % % % % 6.% 7% % 6% 6.%.% 7.6%.%.% % % % % * Figures for Not Disabled include applicants who did not provide data. Data relates to the period October to September each year. In the number of job applicants decreased by % over ; the number in was exceptionally high due to the impact of the economic downturn on the labour market. The reduction in is attributable to a policy change where jobs are advertised internally first. The figures show that the success rate for female applicants through the recruitment process is generally the same or better than for male applicants. The proportion of male applicants in was affected by a very high number of male applicants for two manual jobs. In increase in the proportion of BME applicants has been maintained in despite the internal recruitment policy, as has the increased proportion of BME applicants being appointed, although BME applicants still have a lower rate of success through the recruitment process than nonbme staff. In there has been a further increase in applicants declaring as disabled.

13 TABLE RECRUITMENT TO THE TEMPORARY STAFF UNIT BANK Applied Shortlisted Appointed ALL MALE FEMALE BME WHITE ETHNICITY NOT KNOWN DISABLED NOT Heads Heads % Heads % Heads % Heads % Heads % Heads % Heads % % % % 6% 66% 7% 7 % %.% 7 76% % 7%.%.%.% 6 7.6%.% 6.% % 6% % Applied Shortlisted Appointed % % % 7 7 6% 66% 66% 6 % 6.%.% 7 % % % % %.% 6.%.%.% 7 7 % % % Applied Shortlisted Appointed % 7% 6% 6 67% 7% 7% 6 % 7.% 6.% 6 % % % 7 6.7% 7.7%.% 7.%.% % 7 % % % * Figures for Not Disabled include applicants who did not provide data; data relates to the period October to September each year. Table shows that the number of applicants has declined and fewer appointments have made because fewer temporary staff left the bank and the University had less need to open the bank to new applicants. The proportion of BME applicants and disabled applicants has increased significantly in. The proportion of appointees declaring as disabled has also increased from.% in to 6% in.

14 Section Leavers TABLE LEAVERS BY CATEGORY: LEAVER CATEGORY HEADS MALE FEMALE BME WHITE ETHNICITY NOT KNOWN DISABLED NOT Resignation 6 6 Voluntary Severance End of fixed term contract 6 Age 6 retirement 7 6 Early retirement Maternity leave nonreturn Ill Health Death Dismissal Redundancy 6 7 ALL LEAVERS 6 7 (%) (7%) (.%) () (.%) (.%) 7 (6%) ALL LEAVERS 76 6 (%) 6 (%) (7.%) 7 (.%) (.%) (.6%) 6 (7.%) ALL LEAVERS (%) 7 (%) (.%) 7 (.%) (.6%) (.%) (7.%) * Figures for Not Disabled include staff who have not provided data The analysis excludes hourly paid and temporary staff. The UWE workforce is 6% female, 6.7% BME and.% disabled. In the rate of leaving by gender is broadly in proportion to the population; a slightly higher proportion of BME staff were leavers and a slightly lower proportion of disabled staff. The data shows an annual turnover rate of 6.% (excluding fixed term contract expiry) compared to 7.% for

15 TABLE REASONS FOR LEAVING UWE: REASON ACADEMIC + SENIOR MANAGEMENT PROFESSIONAL SUPPORT STAFF TOTALS TOTALS TOTALS Moving from area 6 Return to education Giving up employment Personal/domestic 6 7 Promotion/career development 6 Travel problems Physical work environment Organisational culture 6 Management style 6 Working relations Workload/stress 7 Conditions of service Discrimination Retirement 7 Redundancy Ill health End of fixed term contract Greater job satisfaction 6 Personal satisfaction More training and development 7 Better career prospects 6 7 Better service conditions Higher salary 7 Change of work pattern 6 NUMBER OF RESPONDENTS 7 6 Notes: Data is taken from exit questionnaires completed by staff leaving the University. Respondents can indicate more than one reason for leaving.

16 Section Staff development and career progression TABLE INTERNAL TRAINING ATTENDANCES [ DATA TO FOLLOW] Year ALL MALE FEMALE BME WHITE ETHNICITY NOT KNOWN DISABLED NOT Heads Heads % Heads % Heads % Heads % Heads % Heads % Heads % 6 % % % 6 7% 6% 7% 6 7.% 6.%.% 6 % % % 7.6%.%.% 6 6.%.6%.7% 7 % % % Table shows that female staff, BME staff and disabled staff are proportionately more likely to take up internal training places (note: UWE workforce is: % female, 7.% BME and.% disabled). TABLE CAREER PROGRESSION ANALYSIS YEAR TOTAL MALE FEMALE BME WHITE ETHNICITY NOT KNOWN DISABLED NOT DISABLED * Heads % Heads % Heads % Heads % Heads % Heads % Heads % Heads % 6.% 6.% % 67.%.% % 7 7.% 7.% % 6.%.%.% % 6.%.% 6 6.% 6.7%.%.%.7%.% 7 6.6% 6.%.% % indicates the proportion of the particular group having career progression, not the proportion of all the progression occurrences. * Figures for Not Disabled include staff who have not provided data. Career progression opportunities have been taken up in slightly higher proportion by female staff compared to male staff and in lower proportion by known disabled staff. The data analysed by each type of career progression opportunity (promotion, regrading, secondment, and temporary upgrade) is shown in table below.

17 TABLE 6 CAREER PROGRESSION ANALYSIS BY TYPE TYPE YEAR TOTAL MALE FEMALE BME WHITE ETHNICITY NOT KNOWN DISABLED NOT Heads % Heads % Heads % Heads % Heads % Heads % Heads % Heads % Promotion 7 6.%.6%.% 7.%.%.%.%.%.%.%.% % 6 6.%.6%.% %.%.%.6% %.% 7 6.%.7%.% Regrading %.%.6% 6.6%.%.% 7.%.6%.% 6.%.%.%.6%.6%.%.%.%.%.%.%.%.%.6%.7% Secondment 7.%.%.% 6 6.7%.%.7% 7 7.%.6%.% %.%.7% 7.%.%.% % %.% % %.% 7.%.%.% Temporary Upgrade 7 6.6%.6%.%.%.%.%.6%.%.%.%.%.6% 6 6.6%.6%.%.7% %.%.6%.%.% 6 6.6%.6%.% % indicates the proportion of the particular group having career progression, not the proportion of all the progression occurrences. * Figures for Not Disabled include staff who have not provided data. 6

18 Section Formal procedures TABLE 7 STAFF GRIEVANCES YEAR ALL MALE FEMALE BME WHITE ETHNICITY NOT KNOWN DISABLED NOT Heads Heads % Heads % Heads % Heads % Heads % Heads % Heads % 6 67% % % 7% 6 % ** 7% % % 6.7%.% % 6% 7.7%.% %.% 76.% * Figures for Not Disabled include staff who have not provided data. ** Includes group grievances not included in equality analyses. The number of new formal grievances in has decreased significantly from. The UWE workforce (including HPLs and TSU) is: % female, 7.% BME and.% disabled, therefore in staff grievances were brought by a higher proportion of male staff, nonbme staff, and staff not declaring as disabled. However it is difficult to ascribe statistical significance to the data due to low numbers. TABLE STAFF DISCIPLINARIES YEAR/TYPE ALL MALE FEMALE BME WHITE ETHNICITY NOT KNOWN DISABLED NOT Heads Heads % Head s % Heads % Heads % Heads % Heads % Heads % Conduct Capability Performance 7 % % % % Total % % % % % % % Total 7 7% %.% 7.6%.%.% 6.% Total 6% 6%.% 7.6%.%.7% * Figures for Not Disabled include staff who have not provided data. % % % % % 7 % The UWE workforce (including HPLs and TSU) is: % female, 7.% BME and.% disabled. Therefore in formal procedures were initiated for a significantly lower proportion of female staff and BME staff, and for a higher proportion of disabled staff. However it is difficult to ascribe statistical significant to the data due to low numbers. 7

19 Section 6 Sickness absence TABLE SICKNESS ABSENCE RATES BY FACULTY / SERVICE (January to December ) FACULTY/SERVICE DAYS LOST INCIDENTS ABSENCE RATE ABSENCE RATE ABSENCE RATE Business and Law*.6%.%.% CAHE* 6.%.%.% Environment and Technology %.%.% Health and Life Sciences 6 6.%.6%.% Faculty sub total.7%.6%.% Academic Registry 6.%.%.% Admissions and International Dev. 6.%.7%.% Business Intelligence & Planning 6.%.%.% Directorate* 6.7%.%.% Facilities 7.%.%.% Finance 6.%.%.% Human Resources 7.%.%.6% IT Services.%.%.% Library Services 6 6.%.%.7% Marketing and Communications 6 6.%.%.% Research, Business and Innovation.7%.%.% Schools and Colleges Partnerships.%.6%.% Student Services.%.%.% Service sub total.%.%.7% All services excluding manual staff.%.%.6% Manual staff only.%.% 6.% All staff.%.%.% *Includes Dean of Students and Development & Alumni. Excludes hourly paid and temporary staff. In sickness in both Faculties and Services has not changed significantly compared to..

20 TABLE REASONS FOR SICKNESS ABSENCE (January to December ) Proportion of days lost Proportion of incidents REASON (%) (%) (%) REASON (%) (%) (%) Stress/Depression 7.6%.%.% Cold/Flu/Virus.% 6.%.% Cold/Flu/Virus 6.7%.%.% Infection.%.%.% Hospital Admittance.%.7%.% Stomach Complaint.%.%.% Injury.% 7.%.% Sickness/Diarrhoea.%.% 7.% Infection.7%.%.% Headache/Migraine 6.6% 7.7%.% Disease.% 7.% 6.% Hospital Admittance.%.7%.% Back/Sciatica.6%.%.7% Stress/Depression.7%.%.% Stomach Complaint.%.6%.% Injury.%.%.% Sickness/Diarrhoea.%.%.6% Back/Sciatica.%.%.% Muscular/Rheumatic.%.%.% Not known.7%.7%.% Fatigue.%.%.% Fatigue.% <% <% Heart/Blood pressure.%.%.% Muscular/Rheumatic.%.%.% Headache/Migraine.%.%.% Dental/Oral.%.%.6% Maternity related.%.% <% Pain.%.%.% Dizzy spells.%.%.% Not known.%.6% <% Maternity related.% <% <% Dizzy spells.% <%.% Pain Arthritis Dental/Oral Gynae/Menstral Allergy Hospital appointment Eye problems Asthma Diabetes Skin complaint Less than % Less than % Hospital appointment Allergy Eye problems Gynae/Menstral Heart/Blood pressure Asthma Arthritis Diabetes Skin complaint Disease Less than % Less than % In stress/depression was the illness causing the most days lost, with, working days lost in the year compared to,76in. In the previous year cold/flu/virus was the highest cause of days lost. As in, in cold/flu/virus was the illness with the highest incident rate at, incidents in the year, compared to, in.

21 Section 7 Use of employee assistance programme (EAP) TABLE USE OF SERVICES TYPE HEADS MALE FEMALE HEADS MALE FEMALE HEADS MALE FEMALE Helpline advice / information 7 Telephone counselling Facetoface counselling Legal information 7 TOTAL USAGE 6 Data relates to the period October to September % 7% % % % 7% The number of staff accessing the services of the Employee Assistance Programme in has decreased by % compared to. The UWE workforce (including HPLs and TSU) is % female therefore the data shows that a significantly higher proportion of female staff use the service compared to male staff.

22 Section Benchmark performance indicators TABLE COMPARISONS WITH OTHER UNIVERSITIES HEIs Category Average Upper / lower quartile UWE HR staff : all employees : 7 : : HR staff cost per employee 6 HR cost as % of University pay bill.7%.%.7% Staff costs as % of total UWE costs 6.6% Training: days per employee.. Training: spend per employee Staff having an annual PDR % Female staff All 6%.% 7% In top % of earners % % % BME staff.%.% 6.7% Disabled staff.%.%.% Staff aged over.%.7% Staff on fixed term/ temporary contracts.%.% % Part time staff.%.6% % Voluntary staff turnover 6.7% 7.%.% Grievances (per, employees).6..6 Disciplinaries (per, employees) Tribunal applications (per, employees)..6. Sickness: per employee per annum 6. days. days 6. days Sickness: % of working days lost.7%.%.% Sickness: average duration. days. days.7 days Sickness: % of total over days duration 6.%.6%.% Sickness: days lost to colds/viruses.%.% Sickness: days lost to stress.% 6.6% Workplace injuries per, employees... Recruitment: cost per new recruit, 67 TBA Recruitment: working days to fill vacancy.. TBA Key: = in highest quartile = above average = below average All data taken from the annual DLA Piper HR Benchmarker reports for. The DLA Piper reports are based on data from around higher education institutions (HEIs). UWE training data only exists for centrally funded programmes UWE data excludes temporary staff unit temps