The Annual General Meeting of UCUG will be held on Wednesday 13th June at 1.00pm – 2.00pm in Boyd Orr Lecture Theatre, A. The speaker is Terry Brotherstone and the meeting will discuss the following motions – please come along and a friend/colleague! Click here to download the full agenda AgendaAGM13_06_12
Management of Organisational change:
UCUG are alarmed at proposed changes to the current Organisational Change policy which could result in some core funded staff redundancies being decided out with the forum of Court. Transparency in decision making is at the heart of good governance and such a change would impact negatively on the University’s standing as a leading institution as well as greatly reduce staff confidence and morale. Further negotiation is required and UCUG Officers will take all necessary steps to ensure that Court recognises its role as single employer with ultimate responsibility for staff employment.
UCUG welcomes the decision of congress to back a national campaign against managerialism and misuse of performance management tools. The resesearch requested by UCU Congress will inform policy and assist in developing a P&DR framework which is focused on staff development. UCUG will use the campaign material and research findings to push University management to return to a scheme which is aligned to the framework agreement with an emphasis on developmental review. UCUG further welcomes the acknowledgement byGlasgowthat the previous year’s P&DR scheme was inconsistent and flawed in a number of areas, and will monitor the scheme for the coming year to ensure that guidelines are followed and staff not disadvantaged. Any reported inconsistencies will result in appropriate local action being taken.
UCUG are concerned to note that the university is creating targeted appointments in some subject areas, where specific individuals are approached and invited to interview. Such targeted appointments have clear equality issues in terms of career development opportunities for existing staff. UCUG also note that such tactics frequently lead to a culture of sub-prime professors who are appointed for REF/RAE. Such practices are flawed not only in terms of equality but are clearly detrimental to existing staff and erode the culture of collegiality while enforcing the top down managerialist approach which has can be highly destructive. UCUG agrees to write to the Principal with these concerns and ask what equality impact has been carried out.