Staff Experience Survey
Following the 2023 Staff Experience Survey, we took a closer look at what staff in RDM said about how the Department could improve. Find out what’s been happening as a result of your responses to the survey, and be inspired to take part in 2025. You said…
The University’s Pay and Conditions Review resulted in a package of measures to improve pay and non-pay benefits, including the introduction of the Oxford University Weighting of £1,500 a year (pro rata).
- An Oxford University weighting payment of £1,500 per year (pro-rata) for staff in Grades 1-10
- Amendments to grades 1-3
- The Associate Professor grade being uplifted by an increment
- Extending the researcher pay scale in Grades 6-10
- Enhancing Recognition payments
- The provision of free mental health training
- Reimbursement of some immigration fees for international staff
This year, the RDM Reward and Recognition Panel was pleased to make over 52 awards, including two team awards as part of the University’s Awards for Excellence Scheme and year-round Recognition Scheme, an increase on last year’s 41 awards.
The University's current Academic Career and Reward Framework project has a workstream related to improving academic reward and recognition, and creating a reward system that is clearly aligned to career pathways. Do take part when invited.
RDM's Communications Team is responsible for communications both within and outside of the Department and can help make sure people are informed about what's going on. This year the team has been conducting an internal communications review of RDM's existing channels of communication, including the Weekly Bulletin, RDM's social media channels and Departmental events. The review will help the team understand how best to ensure that RDM communications give people the information they need to do their job well, instil a sense of pride about working in RDM, and make improvements where necessary.
In an effort to provide local points of contact and arrange divisional events for matters relating to Equality, Diversity and Inclusion, we have nominated Divisional EDI Champions. Our Champions meet regularly to share ideas and best practice. They also join the RDM EDI Committee to report on what is happening within their respective divisions.
The University-wide Academic Career and Reward Framework project's dedicated workstream on academic workload aims to achieve a better balance of activities for academics, promote and encourage departments to engage with workload models, and enable appropriate reward and recognition across that balance of activities.
The University invested in an Employee Assistance Programme which allows staff to access support and benefits like counselling and legal support.
The Thriving at Oxford programme delivered a wellbeing week with a multitude of events. Survey data related to wellbeing, including mental health, provided insight that shaped the Thriving at Oxford Action Plan 2024/25 and is being used in the development of the new Work-related stress policy, which will play an important part in how we tackle workload and other causes of work-related stress
RDM has held the Head of Department Q&A event once a term, which allows staff to hear from Professor Keith Channon about developments affecting the Department. Based on further feedback, we are also looking at how we can get more senior people involved in these types of events.
You can now hear about developments from different RDM committees and RDM's senior decision makers via the RDM Blog. Keep a look out in the RDM Weekly Bulletin.
In the Medical Sciences Division, work is underway to ensure chairs, secretaries and others have support and guidelines to make meetings accessible, transparent and equitable.
MSD Board membership, which includes RDM's researcher staff representatives, has also been reformatted to ensure better staff and student representation.
We have been supporting staff to apply for the Returning Carers Fund which supports those who have taken a break for caring responsibilities, to re-establish their careers. In 2023 & 2024 seven individuals applied and were successful.
In addition, the Medical Sciences Division has put in place a 'priority lane' for those who apply to the MSD Bridging Salary Scheme who have also taken a period of any type of leave for caring responsibilities where they have been away from work for at least six calendar months.
The results from the staff survey influenced University and departmental decisions to take forward the following initiatives:
The Medical Sciences Division launched its Mediation Service in 2025. The service is open to all members of staff and students in the Medical Sciences Division who find themselves in conflict with another member of staff or student.
The Medical Sciences Division delivered neurodivergence awareness training to the HR community as a first step at making our departments more neuro-inclusive.
RDM continues to champion the RDM Respectful Behaviours Framework, which supplements University policies on anti-bullying and harassment. Work continues to further embed the Framework into the culture of RDM. This includes promoting its use as a practical tool to help RDM members recognise valued behaviours that ensure our Department is a rewarding and enjoyable place to work and study.
The results from the staff survey influenced our decision to improve our governance through new roles and revamped committees. This puts us in a strong position to take meaningful action to support staff and students in the future.
Training in leadership skills and professional / career development were highlighted as top priorities in the latest staff survey.
The results from the staff survey influenced University and departmental decisions to take forward the following initiatives:
This year, we ran the RDM Leadership Programme which provided support, guidance and resources to empower 12 individuals working in RDM to become better leaders.
As part of its commitment to the Concordat to Support the Career Development of Researchers and the University's Charter for the Career Development of Researchers, staff can now undertake a minimum of 10 days professional development pro rata per year. RDM has extended the annual allowance to professional services staff as well as academic staff, to ensure all in RDM can benefit.
A new Personal Development Review (PDR) system, for all members of RDM staff, will be launched in Spring 2025.
RDM devised a new framework for RDM Intermediate Research Fellowships to bring consistency and transparency for researchers in the process of developing their own research programmes. The new Framework aims to support talented researchers to maximise their potential.