“By creating we think, by living we learn” Patrick Geddes
| AREA | ACTION | INDICATOR | LEAD RESPONSIBILITY | TIMESCALE |
|---|---|---|---|---|
| 2.1 Recruitment | Review recruitment procedures, including advertising, application and interview processes. Pursue employer two-tick disability symbol status. | Information for prospective staff is accessible and identifies the University as a disability friendly employer that has achieved two-tick disability status. The job application process is flexible and allows alternative formats of application to be submitted. Interview arrangements anticipate the needs of disabled people and respond to individual needs. | Director of Human Resources, Human Resources Committee | By December 2008 |
| 2.2 Staff Development and Appraisal | Review range and frequency of staff development opportunities. | All staff have access to regular and accessible disability-related training opportunities. Specific training and guidance is provided to line managers and senior management to raise awareness of the Disability Equality Duty and their respective responsibilities. | Director of Academic Professional Development, Director of Management and Personal Development, Head of Disability Services | By December 2007, Ongoing |
| Raise awareness and recognition of importance of CPD activity for all staff and review staff appraisal processes. | Increase in staff uptake of disability equality-related training and requirement to evidence CPD activity is part of annual staff appraisal. | Director of Human Resources, Director of Academic Professional Development, Director of Management and Personal Development | By December 2008, Ongoing | |
| 2.3 Services | Review information and guidance on disability issues that is available for staff, including disability disclosure and Access to Work procedures. | Information is available to all staff on disclosure and Access to Work procedures. Staff are provided with repeated opportunities to disclose and this information is handled in line with data protection requirements and the University's confidentiality policies. | Director of Human Resources, Head of Safety Services (Occupational Health) , Head of Disability Services | By December 2007 |
| Review sickness absence procedures and monitor implementation across all University Colleges and Directorates. | Sickness absence procedures are consistently applied across all University Colleges and Directorates. Records are monitored to identify any patterns in absence of disabled staff. | Director of Human Resources, College Vice Principals/ Directors | By December 2008, Ongoing | |
| Review mechanisms and responsibility for identifying and resourcing adjustments for disabled staff. | Adjustments for disabled staff are identified and responded to in a timely manner. | Director of Human Resources, College Vice Principals/ Directors | By December 2007, Ongoing | |
| Monitor implementation of adjustments for disabled staff and availability of resources. | Adjustments for disabled staff are appropriate and responsive to individual needs. | Director of Human Resources, College Vice Principals/ Directors | Ongoing |
Next - Action Plan 3. - Students
Previous - Action Plan 1. - Management and Strategic Planning
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