Shared Expectations for Quality of Working Life
Introduction
The Charter aims to improve the quality of working life by proposing a framework to help focus and interpret mutual expectations within a complex and diverse organisation. It seeks to promote positive relationships and good employment practice as a necessary part of achieving the University's mission and goals. The Charter will be used as an aid to induction, appraisal and other procedures, and (it is hoped) as context for all dealings with colleagues, students, visitors and customers. The Charter is not intended to be a comprehensive statement, nor does it seek to replace agreed policies and procedures.
Values & Scope
At the heart of the Charter lie expectations that all colleagues will be valued, treated with respect and supported both to contribute as fully as possible to the life and work of the University and to find their experience rewarding. It is also expected that colleagues will accord the same respect to one another and to the University's students, visitors, and customers.
Staff Charter Statement
Common Purpose
Colleagues will be encouraged to play as full a part as they can in the life and goals of the University;
Fairness and Equity
Colleagues should be able to go about their work as respected individuals free from fear and prejudice;
Leadership and management
Colleagues should benefit from effective management and leadership skills that seek to build working relationships on the basis of trust;
Contribution
Colleagues will be encouraged to maximise their contribution to the success of the University and to have their contribution recognised and appropriately rewarded;
Communication and involvement
Colleagues will be kept informed about major developments at the University and be consulted about plans or decisions that may affect them;
Learning and Development
Colleagues will be encouraged to realise their full potential in their role and to continue their personal and professional development;
Health, welfare and support
Colleagues will have their health and well being at work promoted;
Balancing work and personal commitments
Colleagues will benefit from flexible working policies that help them to balance home and work commitments.
The quotations in each section of the Charter under 'The University will:' are taken from (and referenced to) the Lancaster University Strategic Plan 2003-2008.
Common Purpose
Colleagues will be encouraged to play as full a part as they can in the life and goals of the University.
The University's mission is:
'to pursue research at the highest international level, to create a stimulating and innovative learning environment for all students and staff and in international, national and regional collaborations, to enhance economic, cultural and social well-being'.
| Staff can expect ... | Staff are expected to ... |
|
* To be involved in setting the goals and objectives for the University as appropriate; * To understand how their role contributes towards achieving the above goals and objectives; * To share in the wider benefits of University life (eg sports centre, library, IT resources, college and community life). |
* Contribute to setting the goals and objectives of the University and seek as best they can to achieve them; * Contribute where possible to the wider life of the University. |
Fairness & Equity
Colleagues should be able to go about their work as respected individuals free from fear and prejudice.
The University will:
'Develop and sustain an environment that is people orientated, open, fair and celebrates diversity' (2.5)
| Staff can expect ... | Staff are expected to ... |
|
* To be treated with respect and trust; * Diversity and equality to be actively promoted; * Not to be disadvantaged by gender, race, ethnic or national origin, religious or political beliefs, disability, marital status, age, health, family responsibilities, sexuality, background or any other irrelevant distinction; * A zero tolerance approach to discrimination, violence, bullying or any other form of prejudice or harassment. |
* Show courtesy and respect to all * Act in ways free from prejudice and stereotypical assumptions; *Act on sensitivities about language and actions that may offend; * Use the power invested in their role appropriately and responsibly; * Value difference and the opportunity to share knowledge and skills in a diverse community. |
Leadership & Management
Colleagues should benefit from effective management and leadership skills that seek to build working relationships on the basis of trust.
The University will:
'Deliver organisational excellence with the highest standards of individual and corporate responsibility' (Goal 7).
| Staff can expect ... | Staff are expected to ... |
|
* A clear sense of direction for their work; * Appropriate levels of support and supervision; * Encouragement and recognition; * Their creativity and innovation to be drawn upon wherever possible; * As much responsibility and control over their work as possible; * Individual managers and supervisors to embody and promote the values of the Staff Charter; * The University to invest in the development of management skills and knowledge. |
* Act with integrity and trustworthiness and be accountable for their professional conduct; * Contribute to the building of good working relationships; * Work co-operatively with and support managers and colleagues; * Work as part of a team (or teams); * Seek guidance and support as required; * Seek to resolve issues and problems at work constructively and promptly. |
Contribution
Colleagues will be encouraged to maximise their contribution to the success of the University and to have their contribution recognised and appropriately rewarded.
The University will:
'Develop an organisation in which high standards of performance are expected, encouraged, supported and rewarded for all staff.' (2.4)
| Staff can expect ... | Staff are expected to ... |
|
* Individual and team objectives that are realistic and challenging
* Constructive and effective feedback and appraisal, together with formal and informal support and information * To be supported in their work * Regular progress reviews with their manager or supervisor * Their achievements to be accorded appropriate recognition |
* Be responsible for reviewing their own performance * Seek actively to improve their performance and to innovate where appropriate * Contribute to planning and objective setting * Seek and respond to feedback * Keep their line-manager informed about the progress of their work and any problems that may arise |
Communication & Involvement
Colleagues will be kept informed of major developments at the University and be consulted about plans or decisions that may affect them.
The University will:
'Introduce staff satisfaction surveys and communicate and act collectively on their findings.' (2.5.2)
| Staff can expect ... | Staff are expected to ... |
|
* To be consulted about plans that may impact upon them; * Consideration of their ideas to help the University work as efficiently and effectively as possible; * To legitimately express views or concerns without fear of comeback; * The University to take account of and to work constructively with union or other staff representatives. |
* Communicate their views, ideas and concerns through relevant channels; * Actively participate as appropriate in (for example) meetings, surveys, focus groups or other channels of communication; * Where possible, contribute to the University beyond the immediate responsibilities of their role; |
Learning & Development
Colleagues will be encouraged to realise their full potential in their role and to continue their personal and professional development.
The University will:
'Provide a staff development framework for all staff;' (2.2) and '... ensure that all staff have opportunity to participate in training and development relevant to University needs.' (2.2.1)
| Staff can expect ... | Staff are expected to ... |
|
* Full induction when joining the University or taking on a new role; * To receive information on training, education and development opportunities relevant to the University's needs; * Training and support to develop or update their work skills and knowledge; * To take part in regular developmental review processes; * Organisational needs to be analysed and relevant programmes of staff development provided. |
* Take responsibility for their own ongoing learning and development; * Participate actively in induction; * Take advantage of learning opportunities; * Develop their skills and knowledge in their current role and be flexible in the face of future changes; * Contribute to the evaluation of staff learning programmes * Use their experience and skills to help others learn. |
Health, Welfare & Support
Colleagues will have their health and well being at work promoted.
The University will:
'Provide a healthy working environment and promote healthy working practices.' (2.4.4)
| Staff can expect ... | Staff are expected to ... |
|
* Health and safety policies to be actively communicated; * Workloads that are realistic and achievable; * Work-related stress issues to be addressed promptly; * Access to information and appropriate forms of support; * To be treated with understanding and sensitivity when ill and to be supported on their return. |
* Be responsible for working safely; * Assess risks in the work place and take appropriate actions; * Practice relevant health and safety procedures and report ill-health absences in line with University procedure; * Promote their own health and well-being and take their full holiday entitlement * Refrain from regularly working an excessive number of hours a week; * Support colleagues who suffer from ill-health or other impairments. |
Balancing Work & Personal Commitments
Colleagues will benefit from flexible working policies that help them to balance home and work commitments.
The University will:
'Manage the balance of staff activities and workload effectively taking account of personal and institutional needs.' (2.4.3)
| Staff can expect ... | Staff are expected to ... |
|
* Policies and practices that promote flexible working consistent with the requirements of their work unit, and that support personal, domestic and family commitments; * Not to be disadvantaged for working flexibly. |
* Show consideration for colleagues with different working patterns; * Balance their own needs against the needs of colleagues. |
Colin Clements
January 2005.