Commitment 10. To recruit and retain high calibre staff from across the world.
52. Research and teaching at the highest level require people of outstanding talent. Oxford has a vital role to play in the promotion of global mobility for academic staff. We will analyse the size and composition of applicant pools to inform a review of recruitment arrangements which ensures that we are reaching potential candidates across the globe, including those working outside the university sector. Our general salary levels will be set to support the recruitment of high calibre staff in an international market, while also providing the flexibility to use additional measures to retain staff of international repute or in areas where there are critical skills shortages. We shall ensure equity of treatment of staff through regular gathered field exercises to reward merit and contribution.
53. We will also continue to review the balance of duties between college and department for academic staff with joint appointments and their possibilities for career progression, including our use of academic titles and our approach to the recognition of distinction.
54. The number of staff in dominantly research appointments has increased substantially in the past ten years and continues to build. We will keep under review the proportions of staff in each of our academic divisions and will work to develop the integration of research staff within the collegiate University.
55. We will improve our services to ensure a smooth transition to Oxford for staff recruited from overseas. This will include ensuring that individuals, departments, and divisions are properly supported on immigration matters, and providing improved information on relocation and support for dependents. We shall continue to lobby for immigration policy which facilitates international mobility for staff and students.
Commitment 11. To work towards an increasingly diverse staffing profile.
56. The University’s pursuit of excellence in an increasingly competitive world environment makes it imperative that there should be no barriers to the identification and nurturing of talent. The University has an obligation to ensure equality of opportunity, while the broad range of cultural and other experiences a diverse workforce brings will help the University maintain and develop its international outlook. We will aim to develop an increasingly diverse staffing profile through both recruitment and career development.
57. We will strive to embed awareness of equality and diversity across all our activities. A dedicated Equality and Diversity Panel will develop and monitor policy and strategy to promote equality of opportunity in respect of both staff and students.
58. The University will ensure that all departments across the scientific disciplines engage with Athena SWAN, or equivalent initiatives, so as to enable women better to develop their careers, and to make greater contributions to all aspects of University life. The consequent changes to culture and practice will offer benefits to all staff, not least through the fostering of an improved work-life balance. Principles of good practice learned from Athena SWAN will be applied also in the humanities and social sciences to maximise the benefit to individuals and to the University.
59. The personal and professional development of under-represented groups will be supported through targeted courses and mentoring programmes. Programmes will be provided in academic and administrative leadership with a focus on increasing the involvement of staff groups currently under-represented at senior levels in the University. Attention will be paid to ensuring that those involved in University governance are as representative as possible of the full range and balance of University staff.
Commitment 12. To develop all staff to enhance their effectiveness and contribution to the University’s goals.
60. The University will strengthen support arrangements for all groups of staff, including courses for personal and professional development, mentoring and the use of regular opportunities to review progress and promote career development. We will continue to grow our provision for educational development, including study towards externally accredited teaching qualifications.
61. The University’s new priorities have been identified for the potential they have to be truly transformative. Achieving our ambition, and generating and managing the resources required will require enhanced leadership and management capability and effective succession planning. Schemes for the professional development of support staff, from apprenticeship to senior level, will be defined and implemented.