¹û¶³Ó°Ôº

Experiences

Activities and responsibilities likely to be required when working at this level

• Create relevant survey questions, analyze and interpret data to create reports for senior management.
• Provide recommendations to senior management for action and for evaluation of progress.
• Implementation of engagement strategy; finding creative solutions to address ongoing barriers to engagement (e.g. social activities, lunchtime sessions, outreach to marginalised/minority groups).
• Evaluate impact according to pre-set metrics.
• Understand the needs of all relevant staff groups in order to identify challenges, barriers and opportunities.
• Budget holder for engagement activities and adjusting resource as necessary to support the plan.
• In depth understanding of institutional policy relating to employee engagement; advising on complex issues, and developing local strategies to support the wider policy, e.g. developing and implementing local on-boarding and training policies based on engagement feedback.
• increasing awareness and advocating the positive outcomes of career experiences such as coaching and secondments, particularly with line managers; developing strategies to ensure the workplace is a fair and inclusive environment (e.g. ensure voices of diverse staff are included in strategies and plans).
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Personal and professional development

Development options to consider when working towards this level

Learning on the job

• Work with senior staff in developing engagement strategies and activities presenting data and insights and recommendations to wider audiences.
• Gain experience of organising and delivering events to engage staff.
• Get involved with delivering targeted engagement initiatives.

Learning from othersÌýÌý

• Consider a secondment to get exposure to more strategic working.
• Get involved with data-led projects such as Athena SWAN and EDI initiatives.
• Seek out job shadowing/mentoring in this area and coaching for development.

Formal learning

• Consider taking a CIPD (Chartered Institute of Personnel and Development) qualification.
• Seek out training in data evaluation and statistical analysis.
• Find data visualisation training (start with LinkedIn Learning).

*ÌýYou may wish to explore the listed formal training themes / topics onÌýLinkedIn Learning.

Transferable skills and competencies

¹û¶³Ó°Ôº uses the Universal Competency Framework (UCF) to discuss transferable skills. Find out moreÌýdetails on the framework.

Analysing

• Analysing and evaluating information.
• Testing assumptions and investigating.
• Producing solutions.
• Making judgements.
• Demonstrating systems thinking.

Leading and supervising

• Providing direction and co-ordinating action.
• Supervising and monitoring behaviour.
• Coaching.
• Delegating.
• Empowering staff.
• Motivating others.
• Developing staff.
• Identifying and recruiting talent.

Presenting and communicating information

• Speaking fluently.
• Explaining concepts and opinions.
• Articulating key points of an argument. Presenting and public speaking.
• Projecting credibility.
• Responding to an audience.

¹û¶³Ó°Ôº Ways of Working

These describe expected behaviours in line with ¹û¶³Ó°Ôº culture and values.Ìý For Ways of Working indicators and steps to development please refer to theÌýWays of Working website.Ìý