The new Human Resources Strategy ('Working Together: A Strategy for Success') was introduced in March of this year, noting that much of the work to deliver its objectives would be carried out via the Promoting Excellence Project (PEP).   

The PEP Steering Group, chaired by Deputy Vice-Chancellor, Tony Downes has sponsored four work-streams to take forward the various aims of the project.

The work-streams are responsible for proposing developments in respect of how University objectives are set and communicated, how recognition and reward arrangements could be improved, how leadership and management capabilities can be developed, and ensuring that all policies and procedures support over-arching objectives.

The work-streams have met regularly since the beginning of the project; there have been in the region of 60 meetings to date plus 13 focus groups, meeting with a broad cross-section of University colleagues.

Much has been achieved to date, this includes:

• Significant changes to the rewarding staff arrangements for the forthcoming session, including doubling the central funding for one-off lump sum awards and introducing dedicated Reward Committees at Faculty and Directorate level;
• A revised Personal Titles procedure, which broadens the academic career path, to be introduced for the 2012-13 academic session;
• Introducing a statement of values and associated behaviours for the next session that will provide a more coherent framework within which we recruit, induct, develop and reward staff - responding to concerns in the Staff Survey 2011;
• Ongoing work with the CSTD and Henley Business School to introduce a new suite of leadership and management development activities;
• A review of the Staff Development Review (SDR) with significant future change in that area - please e-mail your comments on what you would like from a review process to workingtogether@reading.ac.uk;
• Engaging in a new Recognition Agreement with the Universities and Colleges Union (UCU);
• Introducing a tax efficient scheme for pensions contributions, Pensions+, to provide direct benefit to participating members of staff; and
• Identifying a suitable provider for a new Employee Assistance Programme (EAP), which is intended to launch early in the 2012-13 session.

A full summary of progress to date and what will be happening next can be found on the Human Resources website.