Stress awareness

A reminder that AU have a National Stress Awareness Day Trail promoting wellbeing and raising the awareness of mental health this Wednesday 7th November with activities and events (as shown below) across the University. You can visit Human Resources at Visualisation between 10am and 4pm – in addition to the activities below, also free ‘taster’ massages for staff. Also available will be information on the recently launched Employee Assistance Programme - a free, confidential and independent service offering advice, support and counselling for AU staff 24/7.

Other events:

Student Welcome Centre

The Student Welcome Centre will provide training in Simple Stress Releasing Exercises that can be used anywhere, even during an exam!

Human Resources

Human Resources will have a stand in the Visualisation Building from 10am to 4pm. It will include:

• new Employee Assistance Provider – PPC - there to provide information on the new services available
• OH Adviser to undertake wellness checks – glucose, blood pressure, cholesterol and lung function
• HR Team – a representative from each of the departmental service teams will be there throughout the day to provide advice or explain how the HR Team operates.
• A laptop available to demonstrate our website – specifically focusing on supporting staff web pages
• We will also have a room available should anyone wish to have a 1 to 1 discussion

Information Services

Step in, Step up to success, and stress less in Hugh Owen Library 13.00-16.00 on Nov.7! Win a massage, free swims or a session with a personal trainer. Enjoy a free snack and pick up a book menu. Share your study hints and tips, and the challenges too. Get relaxation hints and tips from Rachel Hubbard. Be at the launch of More Books!

Sport and Exercise Science

Drop-in health screening – gain some feedback on your heart rate, blood pressure, glucose and cholesterol levels. Find out about ongoing studies in the department on the role of exercise in stress-management.

Psychology (also Time To Change Wales and Mind Aberystwyth)

Understanding the causes and consequences of stress and its relationship with mental health is a significant topic in both the research and applied domains of psychology. The department with be collaborating with Time To Change Wales and Mind Aberystwyth to showcase the benefits of learning to manage and control stressors in people’s lives.

TaMed Da

On the day we will be having a special menu available in our restaurants that showcase the foods that help to relieve stress. We will also have a stand in Tamed Da from 12 till 4 which will be able to give out information on how diet can help you cope with stress (and no I don’t mean just Chocolate!). We will also have special offers on our de-stress lines in all of our outlets.

Here is an opportunity to help shape the future of the university’s estates.

Here is an opportunity to help shape the future of the university’s estates. Please make further suggestions to your departmental union rep, or to Mike Corlett (UNISON) (zre@aber.ac.uk), Wynne Ebenezer (UNITE) (ebe@aber.ac.uk) or Geoff Constable (UCU Health Safety and Environment) (ccc@aber.ac.uk). 

The  Health, Safety and Environment Representative of UCU is representing the three campus unions  on the Estates Strategy Steering Group. A meeting of the group was held on 24^th October and a very positive draft of the Estates Development Department was presented which has ambitious plans for the future development of all of the University’s campuses and key places. It sets out the drivers, objectives and guiding principles of Estates Development and going forward there is likely to be a monitoring /advisory group which will include representatives of campus trades unions and the students’ guild.

 

Unions have been asked to submit a vision of the campus as we would like to see it in the future (up to 25 years into the future!). It is difficult to do this without a framework of funding or any contextual information such as what will be taught, what institutional changes will have taken place and what technological developments will have come to fruition. But it is still – presumably - safe to make assumptions that there will be a mix of undergraduates, post-graduates, teaching in various forms, and research on all campuses.

 

We are in touch with the physical state of the buildings and the campuses open areas and woodlands, etc. every day of our working lives and we should be able to make a list of our priorities, which could include the mundane right through to the visionary.

 

From the limited discussions held with members thus far the main priorities emerging are for:

 

1.       Refurbishment and modernisation of buildings, teaching spaces and laboratories, that have fallen into disrepair or dilapidated condition and present a poor environment in which to work and learn. Buildings include: Edward Llwyd, Llandinam, Physical Sciences… Are they all suitable for refurbishment or are there cases where it would be preferable to demolish and build something else (if so, what?)

2.       A short term measure that would improve all teaching areas would be an audit of blinds and curtains and replacement of all those that do not work. This need not wait until there is more major refurbishment.

3.       Introduction of large scale deployment of energy generation installations (roof-top solar panels, solar panel farms, windmills on campuses) – as well as the deployment of technology to make buildings more ‘intelligent’ in their use of energy. Perhaps these could be tied to teching and/or research?

4.       Improvement to the ‘square’ in front of the Arts Centre – something that moves it away from a 1950’s Eastern bloc appearance to something that is more cheerful, colourful, green (in all senses) and useful.

5.       Provision of safe routes between campuses, suitable for walking and cycling.

 Please can you consult with your colleagues and make more suggestions for large and small scale projects that you feel should be undertaken to make the University’s estates (including Old College, the Farms, Pantycelyn) more fit for purpose in the 2020’s?

 

In addition, the University has created a more short term “Make a difference” fund (£10,000 per annum) for improvements to grounds. 

What should this be used for? Suggestions:

• more benches and picnic tables along main routes and more secluded areas;
• covered walkway between the Arts Centre steps and Sports Centre/Llandinam Building;
• tidying up of the side of the sports ground behind Physics (replace metal fencing with wooden);
• improved white line painting on car parks
• more covered, lockable bicycle sheds near to buildings for staff what else?

Parking

Please contact our health and safety rep Geoff Constable if you are experiencing difficulties with the new parking system ccc@aber.ac.uk all comments will be collated and sent to management.

Lecture timetable: delay

As you will be aware there is a delay to the lecture timetable; UCU will inform management of the impact of the delay once we have collated all comments from members. The acting timetable officer has made significant efforts to produce the timetable in time for the start of term and we extend our thanks to her.

Stand by working

Thanks for all the feedback on stand by working, we shall pass everything on to our negotiating team.

Stand by working

Are you ever working on "stand by"? In various departments "stand by" working is the norm (evenings/weekends). Admin and academic staff may be on stand by during exam or registration periods. We need to hear from you as AU are working on a new policy and payment structure. Please email us if you have any views.

Update From ABER UCU

Update from UCU Aberystwyth: July 2012

Local membership subs will be reduced by £2.00 as agreed at the AGM.

•       The reduction of subs is as a result of the Executive's decision not to replace the administrative officer and to ensure that the work of the local association is undertaken by volunteers (academic, administrative and retired members).

•       We have built up enough reserves over the last 18 months to reduce membership rates.

•       In the near future we may have to reconsider the subscription rate again. We may even need to contemplate employing another member of staff in the office if we don’t have more volunteers to assist with the running of the local association.

•       Many of the current executive members have served over two years and it is only fair for them to be replaced by ‘new blood’ at the next AGM in 2013.

At this critical time, we need more help from the wider membership.

•       Following on from the AGM there are still a number of vacant posts on Exec. At the moment the work is being done by a small dedicated team. However, the team are over-worked and under supported by the membership.  We need help in several areas and members can assist in many ways (either behind the scenes or at meetings with Management).

How YOU could help:

•       Our treasurer is due to retire next year..... It would be a great if someone could 'shadow' him for the year and take over at the next AGM. This involves a monthly visit to the office to update the accounts and preparation of the annual accounts

•       Our Hon Sec needs assistance. This could involve taking minutes at the monthly exec meetings, attending negotiations or helping with policy research; updating members

•       We need a Vice President:  this is someone to deputise for the President at meetings with members or at meetings with management.

•       We also need ‘ordinary’ members on the executive. These members help with personal cases, policy discussions or membership/recruitment.

•       Assistant to our Health and Safety Rep…someone to help with the health and safety concerns of our members.

•       Become a departmental rep – help to distribute leaflets in your department and put up posters

The effort can be as much or as little as you wish to put into it.  At the moment we are dealing with a lot of issues for our members:  (SDPR, Departmental Re-alignments, Redundancies, Policy Negotiations, Health and Safety Assessments).  Any help you can give to the executive would we welcome. Please contact us on ucu-aber@hotmail.co.uk if you can help.

Situation at Salford

@HEontap: UCU members at Salford University held lunchtime protests against the university's plans to cut jobs http://ow.ly/cpFR6 | UCU

Subs reduction

Local subs reduced by £2.00 but we need more aber Ucu members to help out the local committee. Check your emails for more info.

Academics have sleepless nights

http://www.timeshighereducation.co.uk/story.asp?storycode=420621#.UAgIB1chvGc.twitter

A Model Employer??? Try the ACAS test

Free and easy to use, the Acas Model Workplace helps you to check how good your organisation is at people management - from recruitment to performance management.

Presented in short modules, you can complete as few or as many sections as you want to. And after completing a module, you'll be a given a rating for how effective your current practices are, along with useful advice and links to resources.  http://www.acas.org.uk/index.aspx?articleid=2806

USS members – What you should and should not be doing!

You can click here to find a reminder list of what you should and should not be doing as part of UCU’s work-to-contract in the USS dispute and to get all your questions answered:
http://defenduss.web.ucu.org.uk/2012/a-reminder-on-working-to-contract/

Warm tributes paid to 82 year old graduate who passed away shortly after graduating

http://www.bbc.co.uk/news/uk-wales-mid-wales-18835254

68 is too late to work: sign the petition

http://68istoolate.org.uk/

Your chance to shape Estates Strategy

UCU will be representing the three recognised campus trades unions on the Estates Strategy Development Steering Group. There is a meeting of this group on the 30th July. In order that members concerns and priorities are recognised and addressed, we need to know what members want from Estates – what they value about our current campuses and buildings, what needs attention and what are the strengths and weaknesses of the existing Estates strategy. We have been asked to tell the meeting what are the aspirations for Estates and what are the key high level projects that we would like Estates to be working on.

With this in mind I have drafted my own list of priorities and I would welcome comments on these and suggestions for other priorities:

1.       The Estates Department needs to be more customer focussed. It needs to be responsive to issues that staff raise and it needs to keep staff updated on progress with those issues. It needs Service Level Agreements in its dealings with individuals and other departments.

2.       There needs to be a clear and transparent policy to achieve a significant drop in the carbon footprint of the university. This involves benchmarking and publishing current figures, and setting out the steps to (ideally) a carbon neutral establishment. Progress towards this aim needs to be monitored and published.

3.       As part of this there needs to be a green transport policy which achieves its ends more by carrots (incentivising positive steps) than sticks.

4.       A building by building / team by team approach to energy and other waste needs to be taken, with clear path for staff to be able to feed suggestions upwards – and then action to be taken to eliminate waste.

5.       Biodiversity should be nurtured and encouraged on our campuses. As part of this there should be no more sacrificing of woods, gardens or open spaces for new build. Consideration should be given to appointing a biodiversity officer or making this part of the duties of a suitable staff member.

6.       Allotments or communal gardens should be piloted for staff and students to work together on.

7.       More benches and picnic tables should be provided on all campuses, to allow staff, students and visitors places to rest, relax, enjoy and appreciate the university’s environment.

8.      Steps towards a pedestrianised campus should continue (as long as disabled access is not compromised).

9.      In light of the rejuvenation of the Llanbadarn campus, what is the long term plan for transporting staff and students across both sites?

That’s a start. I wonder what other members think of these ideas. Have I missed something glaringly obvious? Are there issues that are far more important to you? What about the physical state of the buildings? Is there a need to re-furbish and improve? Is this more important than the issues outlined above?

Please respond to this blog / email by leaving a comment or emailing/phoning the UCU Health Safety and Environment Representative to help us formulate policy in this area. If you don’t express an opinion you can’t really complain if your opinion is ignored. Now we have a chance to influence things. It’s easy to be cynical and say that nothing will change; it won’t if we don’t make our voice heard.

Geoff Constable – ccc@aber.ac.uk<mailto:ccc@aber.ac.uk> - 2475

Goggerddan Nursery

From Joe Ironside, UCU Aber President: 

Would you please let me know if you are a user of Gogerddan Nursery? I hope that the situation regarding the Nursery will be resolved sensibly but if there is a need for action then it would be useful to know how many UCU members will be affected. If you have any specific concerns regarding nursery provision (or childcare in general) that you would like to make us aware of or any actions that you would like us to take on your behalf, please let me know.  Jei@aber.ac.uk 

Face Book

Keep up to date:  Don't forget to check out our face book site and 'like'  http://www.facebook.com/ucuaber 
We are also on twitter @aberucu

Help With Work Place Problems.

We are still looking for help to assist members with work place problems. If you would be willing to help you will be fully supported by exec.  Please contact us by email if you would like to help.

Flexitime

We have been asked in the past to suggest to Management that a flexitime system is implemented for administrative and clerical staff.  If this is something that you would like UCU to look into in more detail, please email us at ucu-aber@hotmail.co.uk. If there is a demand for it, we will discuss with Management. If you have knowledge of a local successful system; please email us the details.

Freedom Of Information

Some interesting facts from the Freedom of Information requests made to Aber Uni: http://www.whatdotheyknow.com/body/aberystwyth_university 

AGM

Dont forget the AGM is on 27th June (Wednesday) @ 12:30 in D5 Hugh Owen.

update from management and unions meeting 30-05-2012

Progress has been made:.............UCU is working hard for its members at Aberystwyth.

AU have made a 'significant number' of fixed term posts open ended. A welcome development.  A new fixed term policy document will be presented to management.

UCU have presented HR with a Service Level Agreement document which details the level of service that HR users can expect to have from the department.   The response times to emails/letters/callers are detailed and once the agreement is in place will be a time scale to work towards. UCU have also suggested time scales for personal cases; which is one issue that does tend to take a long time to resolve and needs to be improved upon. 

A facilities agreement has now been agreed between UCU and Management. This will allow union officers time off work for union duties. 

FAQs on the new Staff Development and Performance Review (SDPR) are on the HR website.  Unions have fought hard to keep the term 'development' in the title and would urge members to ensure that it is referred to on that basis. 

Management have agreed to consider a 'policy for change' procedure. Unions were concerned that change is happening at a quick pace and would like Management to consider all relevant staffing issues when debating wide ranging changes.   Management will meet with unions when a request is made and are willing to put bi monthly meetings in the university calendar.

Council and Senate Reps:  AU will issue guidance to all reps to ensure that they are clear as to what is required of them.  All staff reps are free to report back to colleagues regarding matters discussed at Council and Senate at any point in time.  Members are asked to observe confidentiality when appropriate. 

Academic realignments will be debated at Senate following consultation with staff and students.

HERA - as per union requests, the wording of the framework agreement will be modernised and updated - not re-negotiated; just updated. For example; references to the first and second windows for appeals will be updated to provide the correct information.

REF- there should be no changes to academic contracts linked to the REF: contact our professorial rep John Gough on jug@aber.ac.uk if you have particular concerns. Management agreed to clear up any confusion that arose as a result of a confusing email sent from the research office. Management have agreed to keep UCU informed and consulted on the REF code of practice.

Advanced Information:  Management have agreed to make unions aware of any issues which will result in emails to all staff. Unions will be given advanced copies of emails so that they can prepare to deal with union members' queries.

Academic Promotions - staff should read the guidelines on the HR website. Management urge staff to apply for promotions. The new promotion procedure (union agreed) should be fair and consistent.  Any issues can be addressed to Dr. Martin Wilding mbw@aber.ac.uk.

Voluntary Severance:  12 applications for severance have been approved since we establihsed the honest broker approach in November 2011, 3 have been rejected and 1 was pending.   The figures discussed by the redundancy committee will be sent to unions in due course.  The unions 'honest broker' approach seems to be working well.

A few reminders:

• Please urge colleagues to join a union if they havent already done so; they may need help sooner rather than later.
• Please transfer your subs to direct debit to help reduce our running costs
• Please check your personal details are correct on the UCU database to ensure that you are paying the correct subs.  This could be important if you need legal assistance in the future; paying the incorrect subs could have a negative impact on access to the legal scheme. Contact Mary Ferrie in the office (mrf) to check your details.
• remember to come to the AGM on 27 June at 12:30 in D5 Hugh Owen

Work to Rule - from 18th June - UCU members to resume Industrial Action (short of strike)

Industrial action is being resumed in defence of pensions on the USS scheme. http://bit.ly/KP7cKQ. Please inform colleagues.

(a) work no more than their contracted hours where those hours are expressly stated and in any event not to exceed the maximum hours stipulated by the Working Time Regulations (unless there has been an individual opt-out);

(b) perform no additional voluntary duties, such as out of hours cover, or covering for colleagues (unless such cover is contractually required);

(c) set and mark no work beyond that work which they are contractually obliged to set and/or mark;

(d) attend no meetings where such attendance is voluntary on the part of the member.

Freedom of Information Requests to AU

http://www.whatdotheyknow.com/body/aberystwyth_university

The situation at Salford.....will it happen at Aber??

from: http://markcarrigan.net/2012/06/12/news-from-salford-university-please-circulate/

News from Salford University – please circulate

Information from Salford - including restructures, re-applying for jobs etc. Please sign the petition and read the comment in the above web link.

 

Support Christine Vie - UCU Rep in need of help

• Please sign and circulate this petition today: https://www.ucu.org.uk/supportchristinevie

  Christine has been an NEC member for the last 4 years and a strong and key branch officer at Manchester Met for over 10 years. As her department is reorganised, Christine is the only member of the team who has not been offered a suitable redeployment opportunity. She is now facing compulsory redundancy. This is clear victimisation of a trade unionist and a very serious attack on the branch. We need all the support we can get. We need to show management that the Branch and UCU more widely will not be disarmed by these vicious underhand tactics and will continue to fight for all our members' rights, including Christine's, in the face of attempts to mould education to business demands. 

  
  

  An injury to one is an injury to all. 

  
  Pura Ariza UCU MMU Branch Secretary p.ariza@mmu.ac.uk<mailto:p.ariza@mmu.ac.uk> 0161 247 2370 

  Join the fight for education, join UCU: http://www.ucu.org.uk/join

The Courier Article

You may be interested to read the latest article in The Courier, regarding academic restructures.  http://abercourier.com/2012/05/teaching-staff-union-speaks-out-on-university-reorganisation/

Facebook

Find us on facebook @ http://www.facebook.com/ucuaber

Aber Uni Drops 31 Places in Uni Guide

http://abercourier.com/2012/05/aber-uni-drops-31-places-in-university-guide/ 

Academic Restructures

UCU Aberystwyth's view:

We oppose all compulsory redundancies, particularly where these will result in a reduction in administrative support for teaching and research. We have asked Management to negotiate on an avoidance of redundancy policy.

The restructuring should not be used as a pretext for downgrading roles. If individuals are made to apply for new roles, these should be graded in partnership with the appropriate trade union.

Representatives of staff and students (trade unions, the Guild, the Senate) should be involved fully in restructuring decisions. Effective change is made with the input of representations from unions and not without it.

Any transfer of departments to Llanbadarn should be accompanied by a clear commitment from AU to upgrade facilities to a suitable standard.

A workable alternative must be put in place for the roles of faculties and Deans in ensuring teaching quality and electing staff representatives to senate.

As many staff as possible should attend one of the departmental merger consultations: https://www.aber.ac.uk/en/university/reconfiguration/index.php . UCU would be pleased to hear from members regarding the alternatives to the suggested realignments.  Please email us confidentially on ucu-aber@hotmail.co.uk and we will put your views to Management.

Colleagues should encourage non-members to join a union.  Without membership they will not be entitled to the benefits.

You may be interested to see how The Courier, the student newspaper is carrying the story of academic reorganisation: http://abercourier.com/2012/05/university-announces-massive-reorganisation/

Increase in membership

Our membership in Aberystwyth is at its highest level ever.  This is mainly due to the hard work local UCU staff and officers in recruiting new members.    UCU is recognised as the voice of professional staff throughout higher education. It is taking action at national level to improve the pay and conditions of all staff eligible for membership, and to be as effective as possible it needs your support.  In Aberystwyth, the UCU Local Association represents the interests of professional staff to AU management, and negotiates on behalf of all UCU-eligible staff over terms and conditions. Again, your support puts us in a stronger position.  UCU provides help and advice to members when they encounter difficulties in employment, but just as you would for insurance or a breakdown contract, you need to be a member beforehand to benefit from such help.   

You can help on a local level by joining the executive committee.

AGM

Our Annual General Meeting will be on Wednesday 27 June @12:30 in D5 Hugh Owen.  Please come along. Agenda and nomination papers to follow.  If you would like to be part of the local association (meet with members, attend workplace meetings, advise on policy) please let Dr Joe Ironside know (jei@aber.ac.uk).  Being part of the local association can be as much or as little as you feel you can manage.  During these uncertain times, the more assistance we have, the better position we will be in. 

Meeting with Management

Following concerns from our members, we shall be meeting with Management soon to discuss several urgent matters:

a.      Management of Change  

b.      Departmental ‘realignments’ 

c.      Concerns regarding the HERA process

e.      AU travel and subsistence rates.

f.       Academic staff and changes to contracts of employment

We shall keep members updated. 

Join the Union

Campus Unions are working together for the benefit of the university and its staff.    Unions can only represent their members; so please join if you haven't already done so.
http://www.ucu.org.uk/join
http://www.unitetheunion.org/my_unite__join_online/join_online.aspx
http://www.unison.org.uk/membership/

Collection of Exam Scripts

Following discussions with our UCU H&S officer, the Superintendent of Examinations and the Post Room have kindly agreed to collect all scripts from the exam venues and deliver them to departments.  This will ensure that the scripts are kept secure and that staff members will no longer be required to carry heavy boxes from the venues back to the department. We would like to express our sincere thanks to Ms Collin and the post room staff for their assistance. 

20% cut in uni places

"Aberystwyth is set to lose 20.6 per cent of its student places" - Times Higher http://www.timeshighereducation.co.uk/story.asp?storycode=419598#.T4RKqmuMaxk.twitter

Face Book Page

Join us on face book http://facebook.com/aberucu

Update from Management Meeting 26-03-2012

Documents submitted to Management by UCU will be emailed to members in due course.

1. All campus trade unions and Management have now signed the new Trade Union Recognition Agreement.  This means that we have changed the terms under which Management and the Unions meet. In future:

a. all unions will meet Management together in the newly formed Joint Negotiating and Consultative Committee

b. all sub groups (i.e. policy and procedures) meetings with Management will report back to the JCNC (this did not happen previously)

c. the JCNC will report to the University Council

d. Each party has the right to bring an equal number of representatives and takes it in turn to Chair the meeting.  

e. Unions and Management recognised this as a positive step towards a new way of working together, for the benefit of the university and its staff. 

2. Facilities Time: unions and management are still working on an agreement that will allow local TU officials time off for union duties. 

3. Shared Services (Aber/Bangor).  SIP has now been wound down and the new version is ‘shared services’.  Management will liaise with unions regarding the next meeting. The contact person is now Chris Drew @ Aber. 

4. Occupational Health Service:  Unions requested an update as to how the tender process for a new provider is progressing.  Management were unable to provide specific information as to who the tender will be awarded to, at this stage.  

5. Voluntary Severance/Early Retirement: Management reported that there have been 21 enquiries for VS and 24 for VER; of which:  1 VER has been approved, 2 VS approved. None have been declined at this stage. It was agreed that the new (union recommended) ‘honest broker’ approach is working well. 

6. Redundancy:  Unions are aware that a redundancy committee has been formed. At one stage unions were due to be consulted (as per the legal requirement) as the number of potential redundancies could have gone above 20. However, that was due to some fixed term contracts coming to an end and the number dropped below 20, therefore no consultation was required. 

7. Service Level Agreements from HR. It was agreed at the last meeting that the unions would discuss SLAs with HR.  Unions would also discuss which staffing data they require.   This matter had not been addressed, mainly due to time constraints on both sides. The matter will be followed up.

8. Job advertisements: it was noted that some staff do not have internet access and therefore could not see the advertised, internal jobs. It was agreed that this information would be circulated via line managers.

9. Draft Policies supplied by UCU:  avoidance of redundancy and re-deployment. UCU noted that the current re-deployment policy is not working as well as it could. There are several areas that UCU feel could be improved upon (such as ‘at risk’ candidates not having to compete against other candidates for internal jobs).  It was agreed that these policies would be discussed at a sub group meeting along with grievance and disciplinary policies in order to improve the processes. An external person would be asked to ‘mediate’ or provide advice.  The working party would report back to JCNC. The request to review the documents over 2 days was declined, as TU officials are involved in their paid employment and could not commit 2 full days to negotiations. The VC suggested that 2 half days would be more appropriate. It was agreed to proceed on this basis. It was made clear that UCU will not negotiate on compulsory redundancies. 

10. Travel and Subsistence – change to procedures:  it was noted that this recent change to reduce the mileage allowance was made without consultation or justification.  Management were informed that staff members were very disappointed that this action had been taken.   Hiring cars as an alternative was intended as a suggestion only.  Management were asked to consider raising the allowance to the HMRC level and they agreed to consider this in the next financial year.  We were informed that the current rates are based on HEFCW rates. Concerns regarding the communication of this decision were raised.

11. Academic workloads:  this area of negotiations had not progressed, but a meeting will be set up ASAP.  Management were not aware that this matter prevented the part time assimilation onto HERA agreement from progressing. The two issues should not be related and there should not be a delay because one group had not met. The Part Time discussions should still be able to progress. 

12. Estates Department Restructure: Unite did not agree that the new roles differed substantially from the old roles, apart from the lower pay grade. Management did not agree on this issue.  It was noted that the HERA scoring would not be made available, only the final grade. A consultation period had been undertaken and all staff members had been offered at least 2 meetings with management. The new structure was as a result of a clear business need for 24/7 cover of the Estate.

13. Departmental restructuring / relocations / realignments: The unions reported that there were rumours of mergers between departments. The VC made clear that mergers were not being discussed. Unions noted that staff had not been consulted about potential relocations/re-alignments. Management noted that this was not the case and it was up to the head of department to consult with colleagues about potential developments.   

Relocations:  Several moves were confirmed:

a. Computer Science offices were being moved into the Llandiam building- to bring them nearer to the department.

b. TFTS offices were being moved to Parry Williams to bring them into to the department.

c. The moves of law and SMB to Llanbadarn were being investigated as a request from the departments for more space. A steering group was investigating the possibility. In order for the university to grow, it would have to utilise the space on Llanbadarn as there isn’t room for all departments on Penglais. 

d. Hopefully, the old college would become a graduate centre/art centre/café/shop/local connection to the university. A feasibility study would be undertaken during the summer.

Re-alignments of academic departments: After Easter there will be several open meetings with staff to discuss potential re-alignments of departments and to discover where departments could work more closely together. It is not sustainable to have 17 separate academic departments. In some cases it would make intellectual sense to bring academic departments closer together and work under one ‘umbrella’.  This would allow ‘units’ to save on shared resources.  This would also allow scope for clerical and administrative staff to progress along a career path as there would be more job opportunities for promotions. At present there is little scope for career development. Staff members are encouraged to feed back into the process as no firm decisions have been made. 

14. 3 month posts leading to full time posts.  It was noted that there is a tendency to employ staff on 3 month short term contracts, which later develop into full time appointments. HR were not aware of any such instances and would like to be informed if and when this does occur. All posts longer than 3 months should be subject to a full and fair interview process. 

15. Academic Promotions. The old system was not satisfactory and left a great deal of the process to the discretion of the head of department. The new system (which was negotiated with UCU) should be more transparent and allow staff seeking promotion to be assigned a mentor to assist them throughout the process.  41 applications had been made for Senior Lecturer.  By the end of next week all applicants should have received a letter to confirm who their mentor will be. If an applicant is successful there should be no financial considerations (the application cannot be turned down on cost grounds). This was a welcome development.  

16. In general terms, all re-gradings should be subject to the re-evaluation of the post and should not be subject to financial considerations by the department concerned.  

17. Staff Development and Performance Review:  unions have been consulted about the scheme, but have not approved the scheme. HR have developed FAQs to assist employees to complete the process. UCU will organise a training session for members to offer advice for completing the process. 

18. Contribution Points:  would be based on evidence of ‘exceptional achievement’ on a yearly basis. Checks would be put in place to ensure that the system is fair to all. A panel would review all applications. The appeals process would only be part of the grievance procedure. 

19. REF update: document circulated by management: to follow 

20. Aber Pension Scheme:  a review will be required. The university is due to meet with the trustees in April.  

‘Learning representative’

If you are interested in working with UCU locally, you may be interested in being a ‘Learning representative’. Union learning representatives (ULRs) are similar to health and safety representatives; but while health and safety representatives focus on health and safety issues, Learning reps focus on members' personal and professional learning interests.  More information can be found: http://www.ucu.org.uk/index.cfm?articleid=3108 . Hopefully, in the near future there will be specific facility time @ AU for ULRs which will allow the representative paid time off to attend training events.   Union Learning Reps training scheduled to take place in Tondu (south Wales) on 19-20 April and 11 June. There are spaces available and if you would like to register, please do so following the link register for UCU Learning Reps,19-20 April & 11 June 2012, Cardiff. Please contact the Aberystwyth branch on ucu-aber@aber.ac.uk if you wish to attend. All expenses will be paid

Aber Uni UCU Members Meeting

A general members meeting will be held on Wednesday 28th March at 12noon in A14 Hugh Owen. The local executive committee will update members on recent developments. Non members are welcome and application forms to join UCU will be made available on the door.

Training: open to all UCU members @ Aber

Union Learning Reps training scheduled to take place in Tondu on 19-20 April and 11 June.  There are spaces available and if you would like to register, please do so following the link register for UCU Learning Reps,19-20 April & 11 June 2012, Cardiff.  Please contact the Aberystwyth branch on ucu-aber@aber.ac.uk if you wish to attend.  All expenses will be paid.

Aber Uni Work Place Problems

Aber Uni Workplace problems?  Please contact our personal case work coordinator, Joan Williams (orw@aber.ac.uk)

Dr Martin Wilding and Joan Williams, both current UCU Executive members, have successfully completed an Employment Tribunal Skills and Discrimination Law course achieving first class marks.  This course was originally developed in partnership with the then Equal Opportunities Commission, Race Equality Commission, Disability Rights Commission and is on-going with the EHRC.  The 4 organisations worked in partnership with Cardiff University to develop a course aimed at advisors which offers accreditation of qualifications in advice work.

As delegates Martin and Joan attended presentations, workshops and completed various assignments in their own time.  Their work included preparing for a Tribunal Hearing and appearing before a Mock Tribunal panel of legal experts in the field.    

ONLINE VOTE

You should have received an online voting form from the UCU General Secretary Sally Hunt. You are asked to vote 'yes' or 'no' to three proposals for reforming the union. Your local UCU Committee would like to urge you to cast your vote in this ballot (it only takes a few seconds).

It is of course entirely a personal decision whether you vote ‘yes’ or ‘no’. However, the Committee has considered the proposed reforms and we would suggest voting YES  to all three proposals. In our view this would lead to a more democratic union more accountable to its members and more effective in dealing with the issues it has to face. 

Alternative email address for UCU Aberystwyth.  Following feedback from our members, we have created a hotmail email address. You can now contact the local executive away from the university mail system at ucu-aber@hotmail.co.uk. We look forward to hearing from you!

Members may have seen the notice in the weekly email that rates for use of private cars on university business have changed.  18. Oddi wrth: Stephen Humphreys tsh@aber.ac.uk Cyfraddau costau teithio a chynhaliaeth i'w defnyddio ar gyfer busnes y Brifysgol Mae manylion ar gyfer cyfraddau newydd o Mawrth 1af 2012 ar gael ar tudalen we Y Swyddfa Gyllid: http://www.aber.ac.uk/cy/finance-office/information-for-staff/travel/

18. From: Stephen Humphreys tsh@aber.ac.uk Travel & subsistence expenses rates for use on University business Details of new rates from March 1st 2012 are available from the Finance Office web site : http://www.aber.ac.uk/en/finance-office/information-for-staff/travel/

This change was brought in without any notice, consultation or justification. The effect has been to reduce the 40p rate so that instead of covering the first 200 miles, it now covers only the first 100 miles, before dropping to 20p/mile. It is now suggested that a hire car be used for journeys over 100 miles which may be impractical for many staff.

We want to know the feelings of staff regarding this change, so if the change affects you, or you would like to have your views on this change represented to management, please email with your views on one of the email addresses below.

UCU Aberystwyth

Hotmail: ucu-aber@hotmail.co.uk

You may be interested in the following training events for UCU members.

Local Training in Aberystwyth: ‘Handling Redundancies’: 20^th March 9am – 12noon. Please contact ucu-aber@aber.ac.uk if you wish to attend. Venue to be confirmed.

Regional Training: LAST CHANCE TO REGISTER FOR REPS 1 TRAINING – COLEG HARLECH – 20-22 MARCH 2012.  If you would like to register for this training, please do so immediately, using the link register for Rep 1: UCU reps induction, 20-22 March 2012, Harlech. All costs will be covered.

General Members Meeting

A general members meeting will be held on Wednesday 28th March at 12noon in A14 Hugh Owen.  The local executive committee will update members on recent developments.  Non members are welcome and application forms to join UCU will be made available on the door.

A period of change...

Aberyswyth UCU members will be aware (via the weekly email) of the re-structuring exercise within the Estates Department at the university. UCU were informed of the developments at the earliest possible stage and will be working with Senior Management to minimise the potential job losses. We hope that this new, constructive approach will be extended to AU’s possible plans for restructuring / merging of other departments within the University. Following the appointment of a new VC it is likely that the University will go through a period of change. It is presumed (and it is a presumption at this stage) that the rationale underlying these changes is, at least in part, to reduce costs and hence that redundancies will ensue at some point in the near future.

UCU appreciate that some of the proposed changes to departmental structures may not have received final authorisation from AU Council, however, in the absence of official communication, staff in the affected departments are becoming concerned. UCU have written to the VC for clarification as to which departments will be restructured/relocated. We hope to publish her reply here. As a union we will do all we can to minimise job losses during any restructuring exercises.

Members can help in the following ways:

1. Email UCU Aber (ucu-aber@aber.ac.uk) when you become aware of any potential changes to departmental structures or 'mergers'. We will then intervene and try to establish the facts.

2. Encourage non-members to join UCU: https://join.ucu.org.uk/ .

3. Transfer your own membership from salary deduction to direct debit (to keep our administrative costs low and with the aim of reducing subs at the next AGM in June). If you need a Direct Debit form, please email the adress above. This will help us make a substantial saving which can be passed on to local members in reduced subs.

4. Read this blog for the latest news http://aberucu.blogspot.com/ It will be updated as often as possible (new blogs are announced on twitter @AberUCU).

5. Finally, if you are willing to help UCU locally by attending meetings with members or distributing leaflets in your department, please respond to this email.

It is more important than ever to be part of a union and to be active in the union to help your fellow colleagues.

Flexible Working

AU has a flexible working policy (available at: http://www.aber.ac.uk/en/hr/tandc/). UCU have been made aware that some members of staff have been refused the right to work flexible hours under this flexible working policy. Under normal circumstances management do have the right to refuse such requests where they do not meet the business need. However, in order to ensure that the policy is applied consistently, it would be useful if you could contact UCU if you have had an application refused. Local UCU would also like to hear from you if you have been successful in a request for flexible working.Thank you. 

Rationalisation of the University's Printing Services

Members will have noted the message in the weekly email for staff indicating that that the University wishes to move from individual desk top printers to ‘centralised’ printers.  In general we welcome this: centralising the service should save the university money overall, and lead to less paper consumption, less power consumption, and is therefore a  greener printing solution.

However, there were some issues raised by members and these were raised, in turn, with Information Services. Our questions are below in black, and I.S. response is in red. Comments are welcome. Email any comments to ucu-aber@aber.ac.uk or comment below.

The confidentiality of data: 

Can you confirm or explain:

a)      if the University plan to install ‘swipe’ cards for all central printers in all departments?  This would seem to be the only way to protect confidential information being accessed by all users. 

Yes, plan is to use either swipe cards or proximity cards for all printers – so confidential print outs will be protected.

b)      that there will be a centralised shredder available beside the printer 

There are currently no plans for this but it certainly could be explored.

c)      that staff who habitually handle personal or sensitive data would be made exceptions and will be permitted to keep their desktop printer 

One aim of the project is to reduce the cost and environmental impact of desktop printing. However, where strong business cases can be made to retain desktop printing this will be considered

Staff with disabilities:

This issue is a genuine consideration and there should be exceptions made for staff who have mobility issues. 

This is an important point that needs to be addressed when buildings are surveyed to ensure that all staff are able to access the service.

Disposal of equipment
 Can you explain how the University would phase out the current photocopying machines given that individual departments may have their own contracts in place with different suppliers?
Departments with their own contracts will move over to the University contract once theirs terminates. Terminating these contracts early will probably be too costly. There may be scope to integrate these existing MFPs into the central system.

Centralising scanning facilities

            It would be particularly useful if there was a centralised scanner on each photocopier / central printer as not all staff have access to a scanner. 

       It is our intention that many (if not all) of these devices will also offer scanning features.

Redeployment Policy at AU

All universities have a policy regarding the redeployment of staff being made redundant.  It is interesting and instructive to compare AU’s policy other universities in Wales, and elsewhere.

Surely a thoughtful employer would want to consult with an employee to discover their wishes and strive to match upcoming vacancies as far as possible with the wishes of the employee – by keeping a database of employees in this position for example? Not having to go through a recruitment procedure will save the employer time, money and effort. It will work out better for all concerned. Surely no employer would just expect the employee at risk to identify vacancies for themselves, and then take part in a normal recruitment process in competition with people whose jobs were not under threat? Er, AU does precisely that.

The full AU policy – which has been produced without any consultation with campus unions - can be found at:

http://www.aber.ac.uk/en/media/Redundancy-and-Redeployment-Policy-and-Procedure.pdf

The redeployment part of this policy - in a nutshell - says that staff are encouraged “ to embrace such initiatives [such] as redeployment, retraining or transfer to prevent or minimise the need for compulsory redundancies.”  Fair do’s -  I think most staff would be willing to embrace the opportunity of a job, as opposed to no job.

“Eligible staff shall be placed on the redeployment register for the duration of their notice period or alternatively for no more than three months (defined as the redeployment period).” This sounds encouraging – I wonder what it means?  Aha, a few lines further down the policy what the “redeployment register” means becomes apparent:  it means nothing. That’s because if you are being made redundant, then according to AU’s interpretation of the law it is up to you to find opportunities from the internal vacancies web site: “Employees are expected to play an active role in identifying suitable alternative employment and where they consider a post as potentially suitable, they must complete the application form, highlighting on the front page in red ink “Redeployment Application” and submit to the Recruitment Team prior to the vacancy’s closing date. “  So, although there is a redeployment register it doesn’t actually mean anything – it’s still down to you to identify a suitable post, not down to HR to actually DO ANYTHING like match upcoming posts to the staff who are on the redeployment register.

But, the person who is taking the responsibility for their own redeployment must get some special treatment from their use of that RED INK surely? Er, no. Their application is bunged in with all the other internal applicants IF they meet ALL of the essential criteria, and then they take their chances against all the other internal employees who get an interview. That “redeployment register” came in handy then. And that red ink – both together made a lot of difference to the recruitment process: er, none what so ever.

But I expect this is what all universities do, right? In fact let’s have a look what they do by comparing the policies of some other universities in Wales:

Bangor: http://www.bangor.ac.uk/humanresources/policies/Redeplyment%20Protocol-Eng-August%2009.pdf

·         The HR Department will take a pro-active role in trying to secure suitable alternative employment for staff on the Redeployment Register by:

• ·         Ensuring access to details of current vacancies and job specifications.

• ·         Regular liaison with College and Departmental colleagues to determine any suitable vacancies

• ·     Advising the Head of College/School/Department of any applicants from the Redeployment Register for vacant posts

• ·         Maintaining regular contact with staff on the register providing any necessary support and guidance.

Departments with vacant posts will give prior consideration to staff on the Redeployment Register BEFORE considering other applicants. Prior consideration involves considering the member of staff against the Person Specification for the vacant post. In order for a match to be established the staff member must normally meet most of (approx 75%) the essential criteria for the post. Appropriate training can be given if required. The HR Department will assess whether there is a potential match on the Redeployment Register and will inform the member of staff both verbally and/or in writing of the match and ask them to consider the post.

Once a reasonable match has been established then the individual(s) will be offered an interview prior to any other candidates (except for other redeployees). If a person meets most of (approx 75%) the essential criteria at interview then in normal circumstances they will be offered the post.

So it seems the HR department at Bangor actually use their redeployment register in a meaningful way and staff on it are getting preferential treatment. Even more, the HR department takes responsibility for this process! Enlightened, yes, but surely not the norm? What about…

Cardiff?

http://www.cardiff.ac.uk/humrs/resources/Management%20of%20Change/Redeployment%20Procedures%20and%20Guidelines%20on%20Pay%20Protection.pdf

Eligible members of staff will be placed on the University’s Redeployment Register which will be maintained by the Human Resources Division. ... 

Prior to advertising vacancies, recruiters will be expected to consider all staff on the Redeployment Register to determine those who may satisfy the essential selection criteria for interview, or those who could satisfy these criteria with reasonable retraining. Advice on reasonable training may be obtained from the Human Resources Division and will be specific to the requirements of the individual/post…

If a recruiter identifies a potential applicant from the Redeployment Register, the member of staff will be contacted to confirm whether they are interested in being considered for the vacancy.  In the event that they are they will be considered with any other redeployment candidates with a view to assess their suitability for appointment. 

If following any interview the relevant member of staff fully satisfies the essential selection criteria with reasonable training, they will be offered the opportunity to be redeployed to the new position…

So once again, it’s not just down to you to find your job, and the redeployment register is consulted prior to advertising and interviewed only against others on the redeployment register, not all internal candidates.

Swansea: (can you guess?)

When a vacant post has been authorised and prepared it is circulated to staff [on the redeployment register] within 3 months of the end of their fixed term contract on an electronic "Advance Notification" Circulation list.  All eligible staff are able to apply for the vacancy and will be considered before the post is advertised more widely. 

So, once again the HR Department accepts its responsibilities and makes the post available to redeployment register staff before more wide advertising – staff do not have to take responsibility for finding the vacancies and are not in amongst all of the other internal staff fighting for a job.

The conclusion seems to be that AU redeployment policy is not in-line with good practice, or the policies of its peers in Wales. The redeployment register and the use of red ink appear to be meaningless. The university is not pro-active in offering opportunities for redeployment. All of the other universities surveyed had advice to recruiters that they must look at the redeployment register (or local equivalent) prior to advertising a post. This guidance is not seen in AU’s recruitment policy and procedures. (http://www.aber.ac.uk/en/media/English---Recruitment-Policy-and-Procedure-FINAL-100909.pdf ).

If you ever find yourself in the unfortunate position of being made redundant the union still advises you to comply with AU’s procedures, and to get in touch with the union as soon as possible.. You might enquire what the point of the redeployment register is, and remember to use that red ink if you find any suitable posts. But don’t expect the university to save money and time by identifying a redeployment opportunity and notifying you. Meanwhile let’s hope that our new relationship with Bangor results in the use of their apparently far more progressive and enlightened attitudes to redundancy and redeployment…

Note: this article was sent to HR for comment before publication and the following comment was made:

"The University introduced the Redundancy and Redeployment Policy in 2010 having first sought to consult with the recognised trade unions, although they declined to consult on these policies.

As the policy has now been in place for two years, in line with all our policies, it is due to be reviewed in 2012.  As part of our policy review process the University is open to any suggestions from the relevant trade unions or individual members of staff.

I would add that we consult with each employee in this situation about their wishes and provide information and advice about the job opportunities available. "

One last thing – the redeployment Policies/procedures/protocols at the other universities surveyed in Wales were separate and distinct from their redundancy policies.  Perhaps another thing that AU could emulate?