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We've responded to feedback received via this blog post on 1 May. |
During our departmental staff meeting on Monday 20th April 2020, we discussed the accountability structure for our department. A video of the meeting can be found here (password: 7R=.%+5+). The presentation can be found here and is broken down below with additional notes from the presentation.
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- We will need to fill the two vacant roles in the leadership team.
- There will be number of teaching and research meetings happening, as well as the strategy workshops coming up.
- We will be looking at our core values and how we can use them to move forward.
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The primary role of Deputy Heads of Department (DHoDs) is to deputise for the Head of Department - this might mean attending or chairing meetings, authorising financial payments, or handling personnel matters when the HoD is unavailable. They may also be asked to run discrete projects on behalf of the HoD. On a day-to-day basis, most delegation from the HoD will be to the most appropriate colleague(s) in the accountability structure. The DHoDs will usually be selected from members of the EGLT, but their Director roles should be considered separate to their role as DHoD. |
Further comments / feedback from questions
- We will be thinking about how we can best work with SEI-Y and YESI moving forward in order to maximise our potential. YESI are currently going through a transitional period due to a change in leadership; once this is in position, this might make things clearer.
- We are keen to get feedback on all aspects of the accountability structure. Following questions relating to SEI-Y and Equality, Diversity and Inclusion, Ioan will follow up with the leads in those areas. It was noted that non-EU visas will be more expensive, and it is still uncertain how EU members will be affected, so this should be considered by the EDI committee.
- In the future, we will grow our T&S team through our recruitment strategy, though we would consider moving staff to T&S contracts where they would like to do this.
- The process for filling the vacant roles will start with asking for volunteers. If there are no volunteers, the leadership team have people in mind to approach. We would like to fill these roles with people who are enthusiastic and passionate; this is a chance for career progression and to take on a leadership role. We will make sure that these fit into the workload allocation model, and may reallocate work to allow for this. To apply or find out more, please contact Roland via environment-hod@york.ac.uk.
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To allow us to collate all of your comments together in one place, please provide us feedback using this very simple Google Form. We are very keen to hear from colleagues.
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