Page 21 - Jesus College Strategic Plan 2017-21

Reward and Remuneration
We are committed to ensuring that all staff are appropriately rewarded.The nancial pressures of living in or near Oxford are well known.To address this, we will:
Continue to pay at least the Living Wage, as we have done since it was introduced. Our commitment to this has been reinforced recently by our decision to become an accredited Living Wage employer, which we will work towards over the coming months; Institute a wide-ranging review of remuneration for Fellows and staff by
the College’s independent Remuneration Committee.The review will recognise that
it is the duty of Governing BodyTrustees to ensure that the College has the best people to carry out its teaching, research and allied functions and that to this end we must
ensure that we offer competitive and realistic remuneration packages consistent with their needs and the College’s objectives;
Further develop our approach to reward
and recognition to ensure it is exible and
fair whilst supporting the achievement of the College’s strategic goals; and
Ensure that our performance management processes identify and reward the achievement of our staff, and provide development and enhancement opportunities wherever possible within the constraints of the College’s size.
Leadership and management
In recent years, the College has done much to strengthen its leadership and management processes but there is more we can do.This includes:
Developing management ability within our teams to deliver the bene ts of effective leadership to the College;
Collaborating with other colleges and
the University to learn from best practice employers in the higher education sector, adapting our approach to leadership and management as a result;
Developing succession plans to replenish and refresh our staf ng pro le when required; and Continually supporting our academic staff in their managerial responsibilities and providing appropriate induction and development opportunities to all staff.
Working environment
The College has a strong commitment to the well-being of its Fellows and staff. It must be a progressive, collaborative and inclusive place of work in which all feel valued, respected and part of the College community.We will:
Actively support the health, well-being and safety of our staff by encouraging leaders and managers to promote these proactively within their teams;
When implementing change, ensure we support our staff throughout while being mindful of our culture and heritage as a College when change is required;
Continue and increase the number of social events open to Fellows and staff, creating a Fellows/staff newsletter;
Develop a culture and mind-set of respecting diversity in the workplace and seeking to achieve equality in all that we do;
Review the facilities and support available for working mothers in the College and members of staff returning to College for other reasons; Regularly review arrangements for disabled people to maximise their access to the College; and
Continue working to reduce the College’s carbon footprint and increase the College’s sustainability.
21