Feedback and engagement
Being engaged at work is important. The more engaged employees are (i.e. involved in activities at work beyond their defined job duties), the more motivated they are, the more satisfied they are at work, and the greater their sense of wellbeing. This works for individual members of staff, and it works for our whole organisation.
In everything we do, we aim to facilitate higher levels of engagement at work. This very much includes encouraging colleagues to be engaged with their own professional and career development - an essential part of motivation and wellbeing, as well as organisational performance.
We are therefore very interested in what you think about the professional development opportunities we provide, how they can be improved and in how they have helped you to change your behaviour and improve performance. We will ask for your views and we will listen to you when you give feedback on our events or our service in general. We are open to new ideas from everyone in every part of the organisation.
Engaged employees have a lot more to offer than just the skills and experience they bring to their job, so we are very interested in your experience and ideas that may help us to improve our services and be innovative about how we work.
We welcome any constructive feedback you may have on our events, programmes, our service in general or any development needs which we do not currently meet.
How we evaluate our development activities, why do we ask for feedback, and what we do with the data we collect? This section explains the OSDS evaluation process.
The last Staff Survey took place in 2017 and included questions spanning a range of issues around working life at the University. The results were benchmarked against those from the last survey, carried out in 2015, and against external data. This provided a picture of how opinions have changed and how we compare to other institutions as a University workplace.
Please visit the Staff survey page for more information on the 2017 survey.
OSDS delivers a wide range of development activities to staff spanning the University community, including research staff, academic staff and professional staff.
These activities support a range of themes within the University Strategy and represent a significant investment by the University. It is vital, therefore that OSDS has a robust and thorough approach to the evaluation of development activities. Such an approach will help to demonstrate that the investment in learning and development delivers development activities of a high standard, resulting in observable benefits to individuals, Schools/Service Units and the University as a whole, whilst also demonstrating value for money.
For move information on the evaluation strategy, please read OSDS evaluation strategy (PDF, 181 KB)