Long Service Awards
From Wikquality Impact Assessment
All feedback is welcomed from internal and external sources. Please email your comments to firstname.lastname@example.org.
The next scheduled review of this impact assessment is on Saturday 31 January 2015.
|Faculty or Service Area: Human Resources|
|Name of policy owner: Sarah Gray|
|Original policy document: None.|
|Creation date: 2010/05/04|
|Purpose of the policy being assessed:|
| We consider that it is important to acknowledge and reward long serving members of staff in recognition of their contribution and commitment. The policy for Long Service Awards confirms the arrangements under which staff will qualify for awards i.e. on attaining 25 years’ service. The Policy & Procedure specifies the eligibility for and nature of the awards together with details of the event arrangements.
The policy was developed by the Reward & Benefits team within Corporate Human Resources. It has been agreed by the CMT. The Reward & Benefits team will be responsible for its implementation and operation.
|Customer groups affected by the policy: Staff|
|Relevant protected characteristics affected by the policy: Age, Gender, Race, Religious belief, Sexual orientation, Mode of attendance (part-time or full-time)|
|Examples of how these protected characteristics are affected by policy with evidence, justification and course of action:|
| Data from TRENT has been used to analyse the potential impact. Evidence has been drawn to show years’ service, gender, disability, ethnicity, mode of attendance and Faculty/Department. An analysis has been undertaken to identify the proportions of female and male staff that would be eligible for the award and also to check the distribution of recipients between Faculties/Departments. The data reveals that there is an under representation of female staff although hopefully the policy’s use of aggregate as well as continuous service should minimise this tendency going forward. There is though a reasonable balance of recipients in terms of Faculty/Department although (as might be anticipated) there is a preponderance of staff from the larger areas – Innovation North, Faculty of Arts & Society and Corporate Services.
The quantitative data extracted from TRENT will identify all members of staff with 25 years’ service – either continuous or aggregate. In addition there is a range of qualitative information available from the consultations with various groups – CMT, Governors and Trade Unions. There is also informal evidence via anecdotal references from previous recipients of long service awards. Further such evidence will be accumulated from the first group of recipients following the reintroduction of the scheme.
No data is available which would assist with the identification of any impact on staff in terms of religious belief or sexual orientation.
An analysis has also been undertaken to consider the proportion of ethnic minority and disabled staff that would be eligible for the award. This data shows that the proportion of disabled staff who would receive awards more or less reflects their proportion in the overall University population. There is a clear under representation of ethnic minority staff. The reasons for this are not immediately obvious although this will be kept under review.
A final section of analysis identified a significant under-representation of part-time staff. Data is being used to identify those who are eligible under the aggregate service rule as opposed to continuous service. This use of aggregation should help to boost the proportion and indeed it should also help to maintain a good representation of both female and part-time staff. Details of the analyses are shown at the end of this assessment
There is no necessity to consult with students since this is a matter which affects staff only. Consultation has taken place with the Corporate Management Team which has approved the re-introduction of a scheme which last ran in 2005. Consultations are also to take place with the Board of Governors to confirm their support. In addition the Trade Unions have also been advised of the University’s intention to reintroduce the scheme and have been invited to comment and discuss.
The whole purpose of the scheme is to reward the loyalty, contribution and commitment demonstrated through long service. Inevitable therefore only staff aged 41+ will be eligible for receipt of this award. It is considered however that the overwhelming majority of staff appreciate the purpose of the award and support it (a recent sample survey showed that just over 70% of staff support the introduction of Long Service Awards).
There would appear to be a significant under representation of part-time staff although this may simply be a reflection that such roles do not lend themselves to longevity as readily as their full-time counterparts especially for academic staff.
|Supporting evidence: Long Service Awards.pdf|
|Feedback from Equality Forums and other interested parties:|
|This impact assessment was undertaken in the old system so there is currently no feedback.|
|Consultation open: Feedback on this impact assessment is welcome, but it is not officially under consultation at this time.|
|Review date: 2015/01/31|