|
Hi everyone,
I know it’s now the end of January but I wanted to say welcome back from the festive break, I do hope you managed to have some fun and get some rest during the festive closedown period.
I can’t start this without saying something about Paul. Hopefully you’ve had time to digest the awful news and I hope that you are coming to terms with our terrible loss. Paul was the first person I spoke to from the OU after I was approached for this role by Perrett Laver, the search agents. I remember that conversation really well. He was kind and thoughtful and so sincere about what a great place this is and what a critical role in the sector the organisation plays. He was the same when I arrived here in September 23; when you have held the role of CPO, working alongside the new CPO isn’t easy but he was generous of spirt and helpful with my endless questions about why we do things the way we do them! I will miss Paul as a colleague and a mate, and I will have fond memories of his endless energy and love of all things sport and outdoors.
|
|
|
|
|
Those of you that knew Paul well will also know he was a family man, dedicated to his wife and his 3 boys. His wife Tracy tells me that his middle son Stanley is a chip off the old block and although he is sad and working hard to process his loss, he’s also being a ray of sunshine in what must be otherwise a really bleak period for the family. If you are finding Paul’s loss difficult, please do speak with your colleagues, your manager or your PSLT member. We must all support each other at this time.
We have opened a memorial board, for colleagues and there have already been many, many wonderful tributes, memories of Paul and messages of condolence added. We will be sharing this with Tracy Boustead and family in due course.
And onto other matters, this year is going to be another busy one for People Services, our services are in high demand and there will be additional asks from us from the Growth and Working Smarter (GWS) work. There is so much great work going on in our function with so many fabulous colleagues pulling things out of the bag every day. It is therefore a really tricky time for us to have to be making savings and I want to acknowledge that I know that our restructure work is playing on some of your minds.
For now though, thank you for all that you do, for being a fab team, for keeping the faith and for helping to make the OU a better place.
Cheers, Vikki
Vikki Matthews - Chief People Officer, People Services
|
|
|
|
|
Please join us in welcoming our new colleagues who have joined People Services in the past month:
- Sarah Rothwell - Head of ER - Employee Relations- ERCM
Welcome! We hope you are settling into your new role well.
PS Vacancies
For the latest vacancies across People Services, please visit OU Jobs and make sure to login to the Employee Login area to enable you to view both internal & external vacancies.
Resourcing Hub Resourcing-Hub@open.ac.uk
|
|
|
|
|
Remember to use the Shoutouts! app to recognise the great work your colleagues are doing!
|
|
|
|
| Congratulations to Angie! |
|
|
|
|
I’m thrilled to take a moment to celebrate an incredible milestone in our team and the University's journey. This month, Angie Lees marks 25 years of dedicated service with us!
It’s not every day that we get to recognise such a remarkable achievement, please join me in congratulating Angie on this impressive milestone.
Here’s to you, Angie, thank you for being such a fabulous, supportive and helpful member of our team. Well done to you!
From Stacy and the Strategy, Planning & Resources team xxx
SPR Team
|
|
|
|
| Reflections of an ALSPD intern on a building belonging initiative |
|
|
I’m studying in the final year of my undergraduate degree at the OU and I’m an intern in ALSPD. I have experienced many barriers as a student, due to having a number of marginalised and underrepresented identities and I was delighted to get the opportunity to work in ALSPD on a project to develop ALs as inclusive educators.
|
|
|
|
|
|
|
I joined the team in November and the experience has been amazing. I’m helping to create positive change at the OU and at the same time developing my employability skills.
I’m going to share one of the important initiatives I’m involved in to improve student belonging. It developed from the idea of Mimi Tatler Golden, a module chair, on the need to highlight to students their responsibilities under the Student Charter and other policies, to improve the way they communicate with each other in online spaces when their world views are challenged. The Student Charter describes how members of the OU should behave, so that the OU is a welcoming and inclusive place to work and study. There have been problems particularly in OU-study related Whatsapp groups where tutors are not present. I have witnessed these as a student. Mimi thought a short cartoon would be a good way to support students to recognise their impact on the learning environment. ALSPD has been consulting on how a resource could be used to support students to fulfil the values of the Student Charter and their responsibilities under the Student Social Media Policy.
I was involved in the consultation with students and ALs, along with Suki Haider (ALSPD) and Frank Foley (Student Services). Everyone we spoke to supports the idea of the cartoon and think a resource to raise the awareness of OU policies with students is necessary. Students recognise the tutor role in highlighting policies but believe that partnership is needed. Students came up with two great ideas: 1) Students are trained to be volunteer moderators of study-related social media groups. 2) As part of their studies, students are supported to communicate effectively when they disagree with the ideas expressed in the module or by their peers. A popular idea was that the cartoon could promote a traffic light system: pause and think before responding. We will continue to consult with students to co-create a cartoon script next year.
The ALs we consulted also had great ideas. For example, explaining the values of the Charter in the first tutorial of every module, thereafter reminding students that the aim of learning events is to uphold the values of the Student Charter, and that they apply to all OU-related spaces, including social media study groups. It was also suggested an icon could be created, as a reminder of the Charter, to symbolise the importance of safe spaces in social media study groups and that the OU does not tolerate harassment or discrimination.
I am thrilled to be working on this project. It is extremely beneficial for students and staff to work in partnerships to create belonging.
Samantha Morgan, ALSPD intern
|
|
|
|
| Organisational Learning Team |
|
|
|
What is a learning organisation?
You may have heard this term being used and wondered what it means, you may already have a good grasp of the concept.
This theory was developed by Peter M. Senge, who sets out that a learning organisation displays five characteristics, including systems thinking, personal mastery, mental models, shared vision, and team learning. It's important because a learning organisation helps its employees see the big picture, not just what immediately lies ahead.
We love this simple animation that gives a clear explanation of this concept The learning organisation!
|
|
|
|
|
We’re thrilled to be supporting National Apprenticeship Week (NAW) 2025!
NAW is a great opportunity to recognise and celebrate the value and positive contribution that apprenticeships bring to the University and shine a spotlight on our inspirational apprentices.
As part of NAW 2025, we are hosting an apprentices award ceremony to celebrate OU colleagues who have used or are currently using an apprenticeship to boost their careers.
The awards will be hosted by Emma Stace, Chief Digital and Information Officer (CDIO). Sign up to join us in celebrating the achievements of our apprentices and their champions!
|
|
|
|
|
Women’s Development Community – Launch of Informal Mentoring Scheme
Alison Lay in the CICS team and Ann-Marie Welham have done a great job with the Women’s Development Community mentoring scheme and have matched 32 people with a mentor! Thanks to them for their hard work helping women to feel more connected and able to access support. Thanks to members of the PS team who have offered to be mentors too! All women in PS are invited to join the community!
|
|
|
|
|
OL Winter Wellbeing Retreat
There is still time to join the over 500 colleagues who have embraced the season with the Winter Wellbeing Virtual Retreat!
This flexible learning pathway has been designed, based on colleague feedback and the listening surveys, to help you navigate the unique challenges of the colder months.
The virtual retreat is your opportunity to explore self-care, set personal goals and stay connected. Head over to the full article to find out how you can get involved.
|
|
|
|
| Colleague Experience Team |
|
|
|
| Shaping colleague experience reporting |
|
|
The Colleague Experience team, within People Services, are edging closer to launching the Colleague Experience Dashboard, which is being co-designed with colleagues and uses a new data warehousing approach that brings data from disjoined systems here at the OU into one place.
|
|
|
|
|
|
|
Luke Singleton, Senior Data and Insight Analyst, tells us more:
"We’re aiming to use colleague voice to improve colleague experience, which means ensuring that decision-makers have access to insight into colleague experience and colleague voice at the right time to make the right decisions. The value of this cannot be underestimated and this is where the Colleague Experience Dashboard come in.
"Currently, we have various data points from across our listening mechanisms. The Colleague Experience Dashboard will initially bring in data from all our surveys and generate holistic insight for decision-makers during key strategic decision points, such as Unit Business Planning. In the near future, we’ll bring in all our listening mechanisms, such as focus groups and Town Hall feedback. The overview the dashboard will give us will enable colleague voice to be even more impactful.
|
|
|
|
|
"It’s been important to us that the dashboard has been designed in collaboration with colleagues from across the OU. We needed to ensure it would be fit for purpose, easy to use and would add value to planning and decision-making. Before Christmas, we ran a series of workshops, the enthusiasm and engagement during the workshops led to rich discussion, not only about the ‘what’ and ‘how’ in serving up insight to the colleagues who need it, but also the supporting apparatus that we would need to embed the Colleague Experience Dashboard within the Unit Business and People Planning processes.
"We co-developed user stories to understand how different roles will use the dashboard, which has informed our pipeline of development. My hope is that the dashboard will continue to evolve as more colleagues use it and more insight is added.
"Right now, I’m aiming for the dashboard to be launched in Spring 2025.
"There’ll be more information coming on the launch, how to access the dashboard and associated training but in the meantime, I really encourage colleagues to keep telling us about your experience through our listening mechanisms because your voice really does matter. You can also find out more about the Colleague Experience team and our listening mechanisms on the Colleague Engagement Hub.
Colleague Experience Team
|
|
|
|
|
Pintsized Policy: Harassment and Inappropriate Language
The Policy Team is pleased to introduce the first part of a pint-sized learning series, designed to share valuable insights into recent developments in case law and employment legislation.
The Definition: The Equality Act 2010 defines ‘harassment’ as ‘unwanted conduct related to a protected characteristic,’ which has the ‘purpose or effect’ of:
- Violating the person’s dignity; or
- Creating an intimidating, hostile, degrading, humiliating, or offensive environment for them.
An Employment Tribunal (ET) must take into account:
- The complainant’s perception;
- The other circumstances surrounding the incident; and, in particular:
- Whether it is reasonable for the conduct to have the effect complained of.
This final consideration acts as a crucial ‘filter,’ preventing over-sensitive claims. However, what constitutes acceptable behaviour continues to evolve, with new boundaries being tested regularly in employment tribunals.
Recent Cases:
Recent ET decisions have shed light on how ‘harassment’ is interpreted in cases involving language and workplace banter. We have selected three key rulings for you:
- Rodgers v Ministry of Defence (August 2023):
A female employee claimed that her boss calling her ‘a clever woman’ during a critique amounted to sex discrimination and harassment. The ET rejected the claim, describing it as an example of ‘hypersensitivity.’
- Chatterton v First Travel Solutions (August 2024): In this case, a male employee referred to his female boss as a ‘dozy bint’ and ‘dumbo’ in emails to colleagues. The ET found the language both unacceptably offensive and sexually discriminatory, ruling in favour of the claimant.
- Nunns v Windermere Manor Hotel (July 2023): A manager repeatedly sang the (raunchy) lyrics from ‘Let’s Do It!’ to a gay employee, accompanied by suggestive gestures. The ET concluded that this was not harmless banter but rather unlawful harassment.
Key Takeaways:
Context and perception matter: A seemingly innocent comment may still be considered harassment depending on the circumstances and how it is received.
Reasonableness is key: The ET filter prevents frivolous claims but emphasises the need for employers to set clear behavioural standards.
Foster inclusivity: Proactively addressing inappropriate language or conduct and fostering an inclusive culture are essential in mitigating risks and ensuring a respectful environment for all colleagues.
Jana Dobiasova, Employee Relations
|
|
|
|
| Moving from Skype to Microsoft Teams |
|
|
|
|
We currently use Skype for making external calls. Some colleagues also use Skype for internal calls, online meetings, screensharing and chat.
IT colleagues are working collaboratively with Faculties, Units and Nations to create a phased rollout plan that works sensitively around periods of higher and lower incoming and outgoing calls. Details of when the rollout will take place will be available soon. The plan is to start with smaller units, working through to larger teams with more complex uses, such as our Switchboard and Contact Centre. Support and guidance will be available, both in advance and during the change, for Associate Lecturers and all colleagues who use Skype for making external calls, to ensure a smooth transition to using Teams.
Using Teams for all internal and external calls and connections will bring benefits for the OU as it is a modern system being actively developed by Microsoft, with regular new features. The change will also reduce the number of servers in the computer rooms and systems the OU needs to support, which will help us move towards our sustainability goals.
What to expect
Approximately one month before the changeover, colleagues will receive an email with details of what will happen when, what to expect, and the guidance and support available. A reminder will also be sent one week before.
When the change happens, a dial pad and the ability to make external calls will be added to Teams. Any calls or messages sent from another Skype account will be automatically sent through to Teams.
Take these steps to get ready
To help prepare for the change:
There will also be online sessions available for colleagues who are either new to Teams or want to use it in more advanced ways – keep an eye on the OU Teams Support community for details.
Many thanks to all IT colleagues who are working so hard to make this changeover possible and delivering the tools and infrastructure we need to ensure students can achieve life-changing success.
If you have any questions, please visit our Microsoft 365 Teams guidance pages, or ask our OU Teams Support community
|
|
|
|
| Jo Beach is raising money for Willen Hospice ‘EVEREST BASE CAMP |
|
|
|
|
Hi Team
I am raising money for Willen Hospice by completing Everest Base Camp in October 2025. I am planning lots of events in 2025 to raise money – ALL of which will go to the charity. I have already raised £1,265 so am halfway there!!!
|
|
|
|
|
Daytime discos
Saturday 1 March and Saturday 30 August – 12-3pm at Marsh Drive Community Centre, Great Linford, Milton Keynes. (limited spaces so please book early) £20.
Quiz night
Friday 13 June from 7pm at Astwood Village Hall, Astwood. £10.
Bring your own drinks and snacks.
JoGa Workshops
- Saturday 8 February 9:00-12:00am at Quaker Centre, Downhead Park, MK15 9BH. £20
- Sunday 23 March 10:00-12:00 at Astwood Village Hall, Astwood MK16 9JS. £20
- Sunday 27 April 10:00-12:00 at Astwood Village Hall, Astwood MK16 9JS. £20
- Thursday 10 April 6:00-9:00pm at Quaker Centre, Downhead Park, MK15 9BH. £20
- Saturday 24 May 9:00-12:00am at Quaker Centre, Downhead Park, MK15 9BH. £20
Moon Workshops
- Thursday 13 March 7:00–8:30pm at Astwood Village Hall, Astwood, MK16 9JS. £15
- Thursday 26 June 7:00-8:30pm at Astwood Village Hall, Astwood, MK16 9JS. £15
Reiki sessions
For more information email me or check out my website www.just4today.org.uk and head to the Reiki section.
Jo Beach
|
|
|
|
|
National Hug Day, celebrated on January 21st, reminding everyone of the power of a good hug. It is all about spreading warmth and joy through the simple act of hugging! Whether it's a bear hug, a side hug, or a group hug, the goal is to share positive vibes! Here's a team hug from some members of the People Services Hub 💖
PS. Not everyone is a hugger - personal space respected and consent acquired for the hug, the photo and for the post! 😉
|
|
|
|
| February Dates for your diary |
|
|
|
|
Race Equality Week - From the 3 – 9 February 2025, we will be participating in Race Equality Week. Race Equality Week (REW) is an annual UK-wide movement uniting thousands of organisations and individuals. REW is an opportunity to bring about change and keep momentum going to address the barriers to race equality in the workplace. More information can be found on the Race Equality Week website.
Professional Services Forum - Join us on Wednesday 5 February at 10:30 - 12:30, for the highly anticipated Professional Services Forum. Whether you prefer an in-person experience at The Hub Theatre, Milton Keynes Campus, or the convenience of attending online via Teams, this is an event you won't want to miss!
|
|
|
|
|
