HUMAN RESOURCES COMMITTEE Meeting of 14 March 2017 · 1 HMA RESORCES COMMITTEE Meeting of 14 March 2017 Agenda Item 2.1 Draft Minute of Meeting of 24 January 2017 The meeting commenced

Board of ManagementHUMAN RESOURCES COMMITTEE

Meeting of 14 March 2017

II

Meeting of 14 March 2017HUMAN RESOURCES COMMITTEE

Notice

NOTICE OF MEETING There will be a meeting of the Human Resources Committee on Tuesday 14 March 2017, 1130-1300 hours in Room G10 at Aberdeen City Campus.

MEMBERS OF THE BOARD OF MANAGEMENT Ms. A BellMs S CormackMr. J GallMr. I GossipMr. J HendersonMs. C Inglis (Chair)Mr. R McGregorMs. L McIntyreMr. K Milroy

IN ATTENDANCE Ms. E Hart, Vice Principal Human ResourcesMs. P May, Secretary to the Board of ManagementMs. E Reid, Senior HR Business PartnerMs. S Lawrance, Minute Secretary

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Meeting of 14 March 2017

Agenda

HUMAN RESOURCES COMMITTEE

AGENDAMeeting of 14 March 2017

1. Apologies for Absence

2. Minute of Previous Meeting2.1 Minute of 24 January 2017 (paper enclosed)

3. Matters Arising from Previous Meeting (paper enclosed)

4. Matters for Discussion4.1 StaffEqualityProfileReport2016(paperenclosed)4.2 Key HR Performance Indicators (paper enclosed)4.3 KeyHRPerformanceIndicators–AnnualReport2016(paperenclosed)4.4 Key Health and Safety Performance Indicators (paper enclosed)4.5 HR Priorities and Strategy Implementation (paper enclosed)4.6 NationalBargainingandWorkforcefortheFutureUpdate(paperenclosed)

5. Matter for Information5.1 Report on Organisational Development (paper enclosed)

6. Summation of Business and Date and Time of Next Meeting

Reserved Items of Business7 Matters for Decision

7.1 Settlement Agreement7.2 Redundancy

8. Summation of Reserved Items of Business

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HUMAN RESOURCES COMMITTEEMeeting of 14 March 2017

Agenda Item 2.1

Draft Minute of Meeting of 24 January 2017

The meeting commenced at 1130 hours.

PRESENT – A Bell, S Cormack, J Gall, I Gossip, J Henderson, C Inglis (Chair), R McGregor, L McIntyre, K MilroyIN ATTENDANCE – E Hart, P May, C Mackie, E ReidOBSERVER – S Betty

It was noted that A Bell would be joining the meeting at a later stage. Members agreed to postpone consideration of agenda item 5.1 until her arrival.

1. Apologies for AbsenceThere were no apologies received.

2. Minute of previous MeetingTheMinuteofMeetingheldon15November2016wasapproved.

3. Matters arising from previous MeetingMembers noted the matters arising report.

MrMilroycommentedontheimportanceofthelinkbetweenHealth,SafetyandWellbeingthathad been highlighted at the recent SCDI annual lecture.

FollowingashortdiscussionandintheabsenceofanyresponsefromtheHSE,theCommitteeagreed to close off the matter relating to feedback on the incident reported to the Health & Safety Executive.

It was agreed that a presentation on the College’s new intranet would be scheduled for lunchtime on the day of the March Committees.

In response to a query regarding the completion of a single set of Terms and Conditions of employment for staff, Ms Hart reported that a deadline had not been set. Ms McIntyre advised she would meet with Ms Hart to discuss the matter further.

4. Report by the PrincipalThe Committee noted a report providing information on HR PIs; Staff Dismissal; Employers’ Association Representation;LivingWageAccreditation;HRandPayrollSystemTenderingExercise;andCateringContract renewal.

The Principal welcomed feedback from the Committee on the types of items they would like to see within the Principal’s Report in the future.

MemberswereinformedofthedetailoftheletterreceivedfromMsSomerville,MinisterforFurtherEducation,HigherEducationandScience,regardingLivingWageaccreditation.

MsHartconfirmedthatappropriateworkaroundsremainedinplacetoensurethatthedelayonthe implementation of the College’s new payroll system did not cause any issues.

The Committee noted the renewal of the catering contract. Ms McIntyre advised of feedback in relation to catering which had been captured as part of the programme of College Conversations, including differences in provision and pricing of catering across campuses.

Ms McIntyre also advised of ongoing and planned dialogue in relation to the College’s external contractsandnotedthatstaffandstudentsatisfactionlevelswouldbereflecteduponasappropriate.

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Agenda Item 2.1

5. Matters for Decision5.1 Health and Safety Strategy The Committee considered a paper providing an update on progress regarding the

Health and Safety Strategy.

After some discussion it was agreed that the Strategy would be renamed the Health, SafetyandWellbeingStrategy.

It was also agreed that consideration should be given to how this Strategy, in conjunction with the HR Strategy, is operationalised to ensure wellbeing is comprehensively addressed. MembersalsorequestedthatconsiderationwasgiventothedevelopmentofaWellbeingPolicy and the associated supporting actions.

5.2 Gender Pay Gap Report TheCommitteeconsideredtheGenderPayGapReport2016,notingtheconsiderable

work undertaken to collate and analyse the required information.

Members discussed the extent of the College’s gender pay gap, noting the mean gender pay gap of 14%, the mean full time gender pay gap of 11%, and the mean part-time gender pay gap of 23%.

Members were advised that the data presented was for full-time staff only and did not include any staff engaged via the agency route.

A discussion was held on how the College and the Committee should respond to the information. It was agreed that an implementation plan should be developed. The Principal advised that the intention was for a number of staff focus groups to be facilitated to support this work.

5.3 Occupational Segregation – Gender Report 2016 NotewasmadethatNESColfiguresinrelationtooccupationalsegregationareconsistent

with wider community but that there is limited benchmarking data within the College sector.ItwasagreedthattheEqualityChallengeUnitshouldbeaskedifbenchmarkingdata is available for the English college sector and that consideration be given to other potentialbenchmarkingdatasources,suchastheNHSorlocalauthorities.Thereviewofdata from international organisations was also suggested.

ThePrincipaladvisedthatconsiderationofflexibleandfamily-friendlypolicieshadbeenidentifiedasapriorityinrelationtomitigatingtheextentofthepaygap.

It was agreed that consideration needs to be given to how best the information from the Gender Pay Gap Report and Occupational Segregation Reports is used, monitored andcommunicated.ItwasnotedthatactionsidentifiedthroughtheReportswouldbereflectedintheCollege’snewEqualityOutcomesasappropriate,andthatinformationonthenextstepstoaddressissuesidentifiedwouldbepresentedtoboththeCommitteeand the Board in due course.

The Committee noted both its and the College’s commitment to reducing the gender pay gap. It was agreed that a press article would be prepared to promote the College’s ambitions in addressing the gender pay gap ahead of the publication of sector statistics at the end of April 2017. Members commended the work undertaken to date in relation to data gathering and analysis.

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Agenda Item 2.1

5.4 Occupational Segregation – Race/Ethnicity Report 2016 The Committee considered and approved the occupational segregation report in relation

to Race/Ethnicity.

Notewasmadethat12.7%ofstaffchosenottodisclosetheirethnicityandthereforedata that can be published is limited and of limited value. The Committee were advised thatreasonsforlowdisclosurefiguresintermsofstaffprotectedcharacteristicswillbeexplored with the aim of improving disclosure rates.

5.5 Occupational Segregation – Disability Report 2016 The Committee considered and approved the occupational segregation report in relation

to disability.

Notewasmadethat14.2%ofstaffchosenottodisclosewhethertheyhadadisabilityand therefore data that can be published is limited and of limited value.

ItwasconfirmedthatasummarypaperontheOccupationalSegregationReportswillbebroughttotheBoardatitsmeetinginFebruary,withthefullReportsbeingmadeavailableonline for Board Members to view.

5.6 Equal Pay Statement and Policy 2017 The Committee considered and endorsed the College’s Equal Pay Statement and Policy

aheadofitsconsiderationbytheBoardofManagementatitsFebruarymeeting.

6. Matters for Discussion6.1 HR Priorities and Strategy Implementation The Committee noted the contents of the HR Priorities report.

It was noted that the end date for the HR and Payroll Systems Replacement Project would be amended to October 2017.

6.2 National Collective Bargaining and Workforce for the Future Update TheCommitteeconsideredthereportonNationalCollectiveBargainingandWorkforce

fortheFuture.

7. Matters for Information7.1 Report on Organisational Development Activity The Committee noted the contents of the Organisational Development Activity Report.

In relation to the Investors In People (IIP) Interim Report, particular note was made of the observation that ‘resilience in staff is being stretched’. Members were advised that an IIPAssessorwouldbevisitingtheCollegeinFebruarytohelpwiththedevelopmentofanaction plan to address the areas of improvement highlighted in the Report.

The Committee recognised and congratulated the College on the progress highlighted in comparison to the previous Report.

7.2 Key Health and Safety Performance Indicators The Committee noted the contents of the report on Key Health and Safety Performance

Indicators.

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Agenda Item 3

8. Summation of Business and date and time of next MeetingThe Secretary gave a summation of the business conducted. The next meeting of the Human Resources Committee is scheduled to take place on Tuesday 14 March 2017.

Reserved Items of Business9. Matters for Decision

9.1 Voluntary Severance Scheme 2017-18

10. Matter for Information10.1 Pension Errors

11. Summation of Reserved Items of BusinessThe Secretary gave a summation of the reserved items of business.

The meeting concluded at 1310 hours

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Agenda Item 3

Matters Arising from the Minute of the Previous Meeting

1 Introduction1.1 This paper is to update the Committee on matters arising from the minute of the meeting

of 24 January 2017.

2 Matters Arising2.1 The following provides an update on matters discussed at the last meeting of the Committee:

3 Matters Arising from the Previous Record A deadline of 30 June 2017 has been set for the completion of a single set of terms

and conditions of employment for staff.

5.1 Health and Safety Strategy The College’s Health and Safety Strategy has been renamed the Health, Safety

andWellbeingStrategy.AcopycanbeaccessedontheCollege’swebsite- http://www.nescol.ac.uk/about/strategic-planning

5.3 Occupational Segregation – Gender Report 2016 TheECUhasbeencontactedtoascertaintheavailabilityofgenderpaygap/

occupationalsegregationbenchmarkingdata.Theyhaveconfirmedthatthisdoesnot currently exist – there is no viable national sector data (for Scotland, England or elsewhere).

TheECUhaveadvisedthatthereisanoverallpaygapfigurefortheHigherEducationSector:

Overall there was a mean gender pay gap of 18.3 percentage points and a median gender pay gap of 13.7 percentage points. The overall gender pay gaps were particularly wide in Scotland (with a mean pay gap of 20.9 percentage points and amedianpaygapof18.6percentagepoints)(Source:EqualityChallengeUnit“EqualityinHigherEducation:StaffStatisticalReport2016p198)

7.1 Report on Organisational Development Activity An action plan to address the areas of improvement highlighted in the Investors

in People (IIP) Interim Report has been developed to progress actions ahead of the next IIP Interim Review in December 2017.

9.1 Voluntary Severance Scheme 2017-18 10.1 Pension Errors Letters to explain the situation were issued on 01 March 2017 to affected staff

members. All refunds and repayment plans will begin in April to coincide with the new tax year.

3 Recommendation3.1 It is recommended that the Committee note the contents of this paper.

Liz McIntyre Pauline MayPrincipal Secretary to the Board of Management

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Agenda Item 4.1

Staff Equality Profile Report 2016

1. Introduction1.1. The purpose of this report is to provide the Committee with information as to the equalities

profileofthestaffoftheCollegebyprotectedcharacteristic.

2. Background2.1 UnderthePublicSectorEqualityDuty,theCollegeisrequiredtogatherinformationeach

year on the composition of its employees with regards to their protected characteristics and publish this information every two years. This must include detailing the progress that has been made in gathering and using the data. This information will be published in the College’s Mainstreaming and Outcomes Report which must be published by April 2017.

3. The Data for North East Scotland College3.1 AttachedatAppendix1isaStaffEqualityProfileReportfor2016.

3.2 ThisreportpresentsanequalityprofileofCollegestaffasattheendofDecember2016and is compared with data as at end December 2015.

3.3 There is a detailed Executive Summary with this report, but it is worth highlighting the following:

• TheCollegeemploysmorewomen(328;56.1%in2016)thanmen(257;43.9%in2016),with more women working part-time (22.9%) than men (5.3%).

• Theageprofileofstaffhasremainedfairlyconstantwiththemajorityofstaffbeinginthe 30-44 and 45-59 groups.

• FollowingactionstakenbytheCollegetoaddressthenon-disclosureofprotectedcharacteristics by staff:

° Ethnicitynon-disclosurefellfrom13%(ofoverallheadcount)in2015to8%in2016

° Disabilitynon-disclosurefellfrom15.3%in2015to9.2%in2016

° Religion/beliefnon-disclosurefellfrom31.3%in2015to21.0%in2016

° Maritalstatusnon-disclosurefellfrom9.8%in2015to4.6%in2016

° Sexualorientationnon-disclosurefellfrom35.4%in2015to20.2%in2016.

• MorewomenlefttheCollegein2016(69.6%)thanmen(30.4%).

• As regards staff recruitment, (of those disclosing their gender) the College receives moreapplications fromwomen (62.2%) thanmen (36.6%)andboth shortlists andrecruits more women than men.

• TheCollegeappointsmorepeople (94.6%of appointments) fromaWhite ethnic

category than either apply (84.7% of applications) or are shortlisted (85.1%).

• FewerpeoplefromaBMEethniccategorywereappointed(5.4%ofappointments)than apply (12.3% of applications) or are shortlisted (12.1% of those shortlisted).

• Fewerapplicantsdisclosedtheirdisabilitystatus(14.9%ofapplicationsdidnotdisclosetheir status) than staff (9.2% of College staff did not disclose their status).

• More people in the Christian category were appointed (43.2% of appointments) than applied (32.3% of applications) or were shortlisted (30.5% of those shortlisted).

• The information gathered in this report will be used to inform an action plan.

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Agenda Item 4.1

4. Next Steps4.1 The next steps will be to formulate an action plan to cover actions arising from this report

and to tie in the Equalities Outcomes and with actions from the College’s gender pay gap report and occupational segregation analyses.

5. Recommendation5.1 It is recommended that the Committee note the contents of this report.

Liz McIntyre Elaine HartPrincipal Vice Principal – Human Resources

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Agenda Item 4.1 Appendix 1

NorthEastScotlandCollegeStaffEqualityProfile:ExecutiveSummary

AnanalysiswasconductedoftheprotectedcharacteristicsofCollegestaffatDecember2016,comparedwithDecember2015.

TheCollegeemploysmorewomen(328in2016;342in2015)thanmen(257in2016;258in2015).

TheCollegeintroduced“other”asagendercategoryinitsEqualOpportunitiesMonitoringformsin2016,butnostaffindicated“other”asagender.

Thepercentageofmalestaff(intermsofoverallheadcount)intheCollegehasrisenslightlyin2016,to43.9%,comparedwith43.1%in2015.Conversely,thepercentageoffemalestaffhasfallenslightlyto56.1%in2016,comparedwith56.9%in2015.

Therehasbeenaslightshiftintermsofthepart-timeworkinggendersplitintheCollege:in2016,oftheCollegestaffwhoworkpart-time(165),81.2%(134)arefemaleand18.8%(31)aremale.In2015,ofthe159staffworkingpart-time,83.0%(132)werewomen,comparedwith17.0%(27)beingmale.

Theageprofileofstaffhasremainedfairlyconstant,withthemajorityofCollegestaffbeinginthe30-44and45-59agegroups.

ItshouldbenotedthattherehasbeenanimprovementintheCollegestatisticsfor:ethnicity;disability;religion/belief;maritalstatus;andsexualorientation.Thisisbecausetheanalysisofthe2015staffdatarevealedthatalargenumberofstaffwereinthe“didnotindicate/prefernottosay”category.Consequently,asitisdifficulttoidentifyifthereanyissuesinaprotectedcharacteristiccategorywithouthavingappropriatedata,theCollegetookthefollowingstepstoaddressthelevelsofnon-disclosure:

• WorkedwiththeStaffEqualityGroup(includesTradeUnionEqualityrepresentative)toproduceadocumentforstaffoutliningwhyitisimportantforstafftodisclosetheirprotectedcharacteristicsandhowtheinformationwouldbestoredandused

• StaffweregivencontactdetailsforHR/StaffEqualityGroupmemberswhocouldspeaktothemindividuallyifthememberofstaffhadconcerns/wantedmoreinformation

• Giventhelowdisabilitydisclosurerates,anadditionaldocumentwasproducedandgiventoallstaff,detailingwhatconstitutedadisability–asithadappearedthat,previously,staffwerenotclearonwhatwas/wasnotadisability

• Re-issuedEqualOpportunityMonitoringformstoallstaff(withattacheddocumentsonwhydisclosurewasimportantaswellaswhatconstitutedadisability).

Theseactionshaveresultedinareductioninthepercentageofstaffinthe“notindicated/prefernotsay”categories,asfollows:

• Ethnicitynon-disclosurefellfrom13%(ofoverallheadcount)in2015to8%in2016• Disabilitynon-disclosurefellfrom15.3%in2015to9.2%in2016• Religion/beliefnon-disclosurefellfrom31.3%in2015to21.0%in2016• Maritalstatusnon-disclosurefellfrom9.8%in2015to4.6%in2016• Sexualorientationnon-disclosurefellfrom35.4%in2015to20.2%in2016

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Thishasresultedinanincreaseindisclosureacrosstheprotectedcharacteristicscategories:

Ethnicity:thelargestpercentageofstaffwereintheWhite:Scottishcategory(increasedto70.9%ofoverallheadcountin2016,comparedwith64.6%in2015);otherethnicitycategorieswerebroadlysimilar,year-on-year,inpercentageterms.

Disability:thepercentageofstaffinthe“nodisability”categoryroseto83.2%ofoverallheadcountin2016,comparedwith80.0%in2015;thepercentagestaffinthe“disability”categoryalsorose:7.5%in2016,comparedwith4.7%in2015.

Inaddition,staffweregiventheopportunitytohaveaconfidentialdiscussionwithHRaboutanydisability-relatedadjustmentstheymayrequireatwork.5membersofstaffrequested–andhad–discussions.AfurtherconsequenceoftheseactionsisthatHRwillbelookingtoimproveitscurrentvideoconferencingfacilitiesforstaffwithhearingdifficulties.

Religion/belief:thelargestcategoriesshowedanincrease.The“Christian”categoryincreasedto41.7%ofoverallheadcountin2016,comparedwith36.6%in2015;the“noreligion/belief”categoryincreasedto34.0%in2016,comparedwith30.3%in2015.Otherreligion/beliefcategorieswerebroadlysimilaryear-on-year.

Maritalstatus:thebiggestchangewasinthe“single”category,whichroseto29.1%ofoverallheadcountin2016,comparedwith25.6%in2015.Othermaritalstatuscategorieswerebroadlysimilaryear-on-year.

Sexualorientation:thebiggestchangewasinthe“heterosexual”category,whichroseto77.9%ofoverallheadcountin2016,comparedwith63.1%in2015.Othersexualorientationcategorieswerebroadlysimilar,year-on-year.

Transgenderstatisticsremainconstantin2016and2015,butduetosmallnumbers,arenotreportedincaseindividualstaffcanbeidentified.However,therewere397staff(outofaheadcountof585)whowereinthe“notindicated/prefernottosaycategory”.Giventheincreasesindisclosureforotherprotectedcharacteristics,afurtheranalysisrevealedthistobeduetoalackofclarityinthedesignoftheEqualOpportunitiesform,whichwillnowberectified.

Althoughtherehasbeenanincreaseindisclosureacrossprotectedcharacteristics,morestillneedstobedonetoencouragestafftofeelcomfortablewiththeirprotectedcharacteristicsstatus.Inrecognitionofthis,theCollegeinitsstaffdevelopmentday,setupEqualityAwareness-RaisingDiscussions:BeyondtheLabel,tofostergoodrelationsbetweenpeoplewhohaveaprotectedcharacteristicandthosewhodonot:

OntheAberdeenCampus,thefocuswasonreligionwhereindividualmembersofstaffwereavailabletohostdiscussionsandprovidesomeinsightintotheirreligionandexplainhowstereotypinganddiscriminationcanimpactonpeoplewhofollowtheirreligion.

InFraserburghasmallgroupofstaffraisedawarenessofarangeofprotectedcharacteristicsandalsodiscussedtheimpactofstereotypinganddiscrimination.

Theaimofthesediscussionswastodispelanymyths,providesomehonestanswerstoquestionsthatpeoplemayhaveandgenerallyraiseawareness.

Intermsofstaffretention,ananalysiswasconductedofthe46staffleaversin2016,byprotectedcharacteristic.ThisrevealedthattheCollegeleaverprofileisconsistentwiththestaffprofilee.g.morewomenleftthanmen.ThiswouldbeexpectedastheCollegeemploysmorewomenthan

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men.Thisisconsistentacrossmostcategories,indicatingthattheCollegeisretainingstaffproportionately.

Theonecategorywheretherewasadiscrepancywasintheagecategory30-44,whereadisproportionatenumberofstaffleftduring2016(20leaversintheagegroup).

AllflexibleworkingrequeststhatcameintoHRwereapprovedandputinplace.

Itshouldbenotedthatthevastmajorityofwomenwhogoonmaternityleave,returntoworkaftertheirmaternityleave(9returnedduring2016).Allthosethatreturnedtowork,returnedtothesamepostastheyheldbefore.Nofurtherbreakdownisgivenduetosmallnumberswhichcouldleadtostaffbeingidentified.

Asregardsstaffrecruitment,theCollegereceivesmoreapplicationsfromwomen(62.2%)thanmen(36.6%)andbothshortlistsandrecruitsmorewomenthanmen.

Itisofnotethat45.5%ofmenand50.0%ofwomenwereappointedtofull-timeposts(1persondidnotindicatetheirgender).However,intermsofpart-timeposts,80%ofappointeeswerewomenand20%weremen.

TheCollegeappointsmorepeople(94.6%ofappointments)fromaWhiteethniccategorythaneitherapply(84.7%ofapplications)orareshortlisted(85.1%).Conversely,itappointsfewerpeoplefromaBMEethniccategory(5.4%ofappointments)thanapply(12.3%ofapplications)orareshortlisted(12.1%ofthoseshortlisted).

Intermsofdisability,fewercandidatesdisclosedtheirdisabilitystatus(14.9%ofapplications)thanstaff(9.2%ofCollegestaffdidnotdisclosetheirstatus)

MorepeopleintheChristiancategorywereappointed(43.2%ofappointments)thanapplied(32.3%ofapplications)orwereshortlisted(30.5%ofthoseshortlisted).Conversely,fewerpeopleinthenoreligion/beliefcategorywereappointed(48.6%)thanapplied(52.2%ofapplications)orwereshortlisted(52.3%ofthoseshortlisted).

Asregardsmaritalstatus,morepeopleinthemarried/civilpartnershipcategorywereshortlisted(47.1%ofthoseshortlisted)andappointed(48.6%)thanapplied(39.0%ofapplications).

Intermsofage,morepeopleinthe16-24agecategorywereappointed(24.3%ofappointments),comparedwith16.2%ofapplicationsand13.2%ofthoseshortlisted.

Toaddressthemattersraisedinthisreport,theCollegewillidentifyactionswhichwillfeedintoanactionplanwithintheCollege’sEqualityOutcomesReport.

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Introduction

InordertocomplywithPublicSectorEqualityDuty(PSED),undertheEqualityAct2010,organisationsareexpectedto“gatherinformationonthecompositionofitsemployeesandontherecruitment,developmentandretentionofpeopleasemployeeswithrespectto,ineachyear,thenumberandrelevantprotectedcharacteristicsofsuchpersons”(Source:“EmployeeInformationandthePublicSectorEqualityDuty”,producedbytheEqualitiesandHumanRightsCommission,lastrevised07-2014,p13)

Anorganisationmustthenusetheinformationitgatherstoimproveitsperformanceintermsofthegeneralequalityduty.Thisreportoutlinesstaffinformationfor2016andiscomparedwith2015.ThedevelopmentofstaffiscoveredbyareportfromOrganisationalDevelopment.

StaffEqualityOverviewbyProtectedCharacteristics:2016and2015

AllfiguresrelatetoDecember2016andarecomparedwithDecember2015.

AsatDecember2016,theCollegehasaheadcountof585(FTE522),comparedwithaheadcountof601(FTE539)inDecember2015.

Genderprofile


ItshouldbenotedthatTheCollege’s2016EqualOpportunitiesForm,undertheheadingofgender,includestheoptionsof:male;female;other,butnostaffindicatedtheywereinthe“other”category.

Therefore,asatDecember2016,thegenderprofilefortheCollegeisasfollows:

Male–headcount

Male–%ofoverallHeadcount

Femalenumber

Female–%ofoverallHeadcount

OverallHeadcount

OverallStaff%

Full-time 226 38.6% 194 33.2% 420 71.8%

Part-time 31 5.3% 134 22.9% 165 28.2%

Total 257 43.9% 328 56.1% 585 100%Note:%figuresareroundedtoonedecimalplace

ThiscompareswithagenderprofilefortheCollegeinDecember2015of:

Male–headcount

Male–%ofoverallHeadcount

Femalenumber

Female–%ofoverallHeadcount

OverallHeadcount

OverallStaff%

Full-time 232 38.6% 210 34.9% 442 73.5%

Part-time 27 4.5% 132 22.0% 159 26.5%

Total 259 43.1% 342 56.9% 601 100%Note:%figuresareroundedtoonedecimalplace

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Thepercentageofmalestaff(intermsofoverallheadcount)intheCollegehasrisenslightlyin2016,to43.9%,comparedwith43.1%in2015.Conversely,thepercentageoffemalestaffhasfallenslightlyto56.1%in2016,comparedwith56.9%in2015.However,inboth2015and2016itisclearthatCollegeemploysmorefemalethanmalestaff.

TheCollegegenderbiastowardfemalestaffisgreaterthanthepercentageoffemalesinthepopulationasawhole(seefollowingtable).

ThegenderprofileforScotlandandAberdeen/shire,accordingtothe2011Census,showsthattherearemorewomenthanmeninthepopulationasawhole:

Gender Scotland%ofpopulation

Aberdeen%ofpopulation

Aberdeenshire%ofpopulation

Male 48.5 49.4 49.5Female 51.5 50.6 50.5Sources:PopulationReportCensus2011Aberdeenshire,availableonlineathttps://www.aberdeenshire.gov.uk/media/11914/populationreportcensus2011.pdf

2011CensusRelease2AberdeenCityavailableonlineat:http://www.aberdeencity.gov.uk/nmsruntime/saveasdialog.asp?lID=55102&sID=53

Intermsoftheworkingpopulation,accordingtoEqualityChallengeUnit:OccupationalsegregationinScottishhighereducationinstitutions:disability,genderandrace”June2014,p12:

“The2011ScottishCensusshowsthatahigherproportionofmen(74%)thanwomen(65%)areeconomicallyactive(seeScottishCensus2011tablesKS602SCandKS603SC).“

AccordingtotheOfficeforNationalStatistics,UKLabourMarket:November2016:Lookingatemploymentratesbysex,forJulytoSeptember2016:

• 79.2%ofmenand69.8%ofwomenagedfrom16to64wereinwork• theemploymentratesformenandwomenwerehigherthanforayearearlier

TheincreaseintheemploymentrateforwomenispartlyduetoongoingchangestotheStatePensionageforwomenresultinginfewerwomenretiringbetweentheagesof60and65.

Availableonlineat:https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/bulletins/uklabourmarket/latest#summary-of-latest-labour-market-statistics

AccessedDecember2016

Intermsoftheworkingpopulation,thesestatisticswouldindicatethattheCollegegoesagainstthesetrendsinthatitemploysahigherproportionofwomenthanmen.

AccordingtotheAnnualPopulationSurvey,resultsforyearto30June2016,publishedontheScottishGovernmentwebsite,“TheemploymentrateforwomeninScotlandduringJul’15-Jun’16decreasedovertheyearby0.2percentagepointsfrom69.7%to69.6%”

Availableonlineat:http://www.gov.scot/Resource/0050/00505538.pdf

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TheCollegereflectsthisinthatitshowsadecreaseinthenumberofwomenitemploysin2016,comparedwith2015.

Full-time/Part-timestaff,bygender

Ascanbeseenfromthefollowingchart,theoverallpictureisbroadlythesameforbothDecember2016andDecember2015,withtherebeingconsiderablymorefull-timemalestaffthanpart-timemalestaff(asapercentageofoverallheadcount)andtherebeinglessofadisparitybetweenpart-timeandfull-timefemalestaff.

AsimilarpatternisalsoseeninrecentstatisticsfromtheOfficeforNationalStatistics.

Numberofpeople(16years+)intheUKlabourmarket,JulytoSeptember2016,seasonallyadjusted(thousandsofpeople):

Source:

38.6 38.633.2 34.9

5.3 4.5

22.9 22.0

0.010.020.030.040.050.0

Dec-16 Dec-15 Dec-16 Dec-15

Male Female%ofoverallheadcount

MaleandFemaleFull-imePart-imestaff

Full-ime/Part-imestaff,bygender2106comparedwith2015

%full-ime %part-ime

14648

2270

6287

8595

0 2000 4000 6000 8000 10000 12000 14000 16000

FULL-TIMEMALE

PART-TIMEMALE

PART-TIMEFEMALE

FULL-TIMEFEMALE

'000ofpeople

Full-Xm

e/Part-Xme,bygender

Totalpeopleworkingfull-Xme/part-Xme,bygender

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OfficeforNationalStatistics,EMP01SAFull-time,part-timeandtemporaryworkers(seasonallyadjusted),16November2016,availableonlineat:

https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/datasets/fulltimeparttimeandtemporaryworkersseasonallyadjustedemp01sa


AccordingtoClosetheGap:

• 42%ofwomenemployedinScotlandworkpart-timecomparedto13%ofmenemployedinScotland.

• Womenaccountfor76%ofallpart-timeworkersinScotland.

Source:http://www.closethegap.org.uk/content/gap-statistics/

Accessed:January2017

Therehasbeenaslightshiftoverthepastyearintermsofthepart-timeworkinggendersplitintheCollege.

In2016,oftheCollegestaffwhoworkpart-time(165),81.2%(134)arefemaleand18.8%(31)aremale.In2015,ofthe159staffworkingpart-time,83.0%(132)werewomen,comparedwith17.0%(27)beingmale.

Giventhatfewermenworkpart-timethanwomen,itisworthnotingthattherehasbeenanincrease,albeitsmall,inthenumberofpart-timemalestaffintheCollege.

TheCollege’spreviousStaffDataReport2015(whichcomparedinformationasatDecember2015withApril2015)alsoidentifiedthattherehadbeenanincreaseinthenumberofpart-timemalestaff,from3.4%ofheadcountinApril2015to4.5%ofheadcountinDecember2015(inactualnumbersthisisarisefrom20to27malepart-timestaff).Giventhepredominanceoffemalepart-timestaffandthelownumberofmalepart-timestaffananalysiswasconductedtodeterminethereasonsforthisincrease.Itbecameclearthatthesmallincreaseinthenumberofpart-timemalestaffcouldbeexplainedby(pre-merger)BanffandBuchanCollegemalestaffwho,inthemain,hadbeenworkingonaflexiblehours’basis(andthereforewerenotincludedinthepreviousfigures)acceptingpermanentpart-timecontractswithNescol.Thedataanalysishasrevealedthattherewasactuallynoupwardtrendinthenumberofpart-timemalestaffbeingemployedbytheCollegeandthatactionswerestillneedtobetakentoincreasethenumberofpart-timemalestaff.Itisofnotethattherehasbeenasmallincreaseinthenumberofpart-timemalestaffin2016,comparedwith2015–andthiscannotbeattributedtopost-mergercontractharmonisation.Itcan,instead,canbelargelyexplainedbyasmallnumberofphasedretirementsandappointmentstopart-timeposts.

8

Part-timestaffprofile

5.3%oftheCollege’soverallheadcountwasaccountedforbypart-timemaleemployeesinDecember2016(4.5%inDecember2015),comparedwith38.6%beingfull-timeinDecember2016(also38.6%inDecember2015).

Anotherwayoflookingatthesefigures,istodeterminethenumberofmalepart-timestaffasapercentageofmalestaffemployedintheCollege(asopposedtotheoverallheadcount,whichincludesfemalestaff).

Thereisaslightdecreaseinthenumberoffull-timemalestaffemployedinDecember2016comparedwithDecember2015andaslightincreaseinthenumberofpart-timemalestaff.

InDecember201687.9%ofmalestaffworkedfull-time(i.e.ofthe257malestaff,226werefull-time),with12.1%(31)workingpart-time.

Thiscompareswith89.6%ofthemalestaffemployedintheCollegeworkingonafulltimebasis(i.e.ofthe259malestaff,232werefull-time)inDecember2015,with10.4%(27)beingpart-time.

Thereislessofadiscrepancybetweenthenumberoffull-timeandpart-timefemalestaff.

22.9%oftheCollege’soverallheadcountwasaccountedforbypart-timefemaleemployeesinDecember2016(22.0%inDecember2015),comparedwith33.2%beingfull-timeinDecember2016(34.9%inDecember2015).

Again,itisusefultolookatthenumberoffemalepart-timestaffasapercentageofthefemalestaffemployedintheCollege(asopposedtotheoverallheadcount):ofthe328femaleemployeesinDecember2016,59.1%(194)workedonafull-timebasis,with40.9%(134)workingpart-time.

InDecember2015,61.4%(i.e.210)workedonafull-timebasis,with38.6%(132)workingpart-time.

Thisshowsanincreaseinthenumberofwomenworkingpart-timeandadecreaseinthenumberofwomenworkingfull-time.

Thefollowingtableillustratesthelownumberofmalepart-timestaff(inpercentageterms),comparedwithfemalepart-timestaffintheCollegeinboth2016and2015.

Maleandfemalepart-timestaffprofile,December2016comparedwithDecember2016

Note:Percentagefiguresareroundedtoonedecimalplace

5.3

22.9

12.1

40.9

4.5

22.0

10.4

38.6

MALEPART-TIMESTAFFAS%OFOVERALLHEADCOUNT

FEMALEPART-TIMESTAFFAS%OFOVERALL

HEADCOUNT

MALEPART-TIMESTAFFAS%OFMALEHEADCOUNT

FEMALEPART-TIMESTAFFAS%OFFEMALE

HEADCOUNT

PERCENTAGE

MALEANDFEMALEPART-TIMESTAFF

PART-TIMESTAFF,BYGENDER2016COMPAREDWITH2015

2016 2015

9

Ageprofile

AsatDecember2016,theageprofileofstaffisasfollows:

Age TotalNumber

Total%ofoverallheadcount

MaleTotal FemaleTotal

16-29 51 8.7% 17 3430-44 184 31.5% 73 11145-59 296 50.6% 132 16460-74 54 9.2% 35 1975+ 0 0% 0 0Total 585 100% 257 328

*Note:%figuresareroundedtoonedecimalplace

ThiscompareswiththeageprofileasatDecember2015:

Age TotalNumber


MaleTotal FemaleTotal

16-29 59 9.8% 18 4130-44 193 32.1% 72 12145-59 296 49.3% 138 15860-74 53 8.8% 31 2275+ 0 0% 0 0Total 601 100% 259 342

*Note:%figuresareroundedtoonedecimalplace

Fromthesetables–andchartbelow-itisclearthatthemajorityoftheCollege’sstaffareintheagegroups30-44and45-59.Itisalsoapparentthatthe2016ageprofileisverysimilartothe2015profile,meaningthattheoverallpictureisfairlyconstant:

Ageprofileofstaffas%ofheadcount,December2016comparedwithDecember2015

Note:Percentagefiguresareroundedtoonedecimalplace

8.7

31.5 50.6

9.2

0

9.8

32.1 49.3

8.8

0

16-29 30-44 45-59 60-74 75+

PERCENTOFHEAD

COUNT

AGEOFSTAFF

AGEPROFILEOFSTAFF2016COMPAREDWITH2015

Dec-16 Dec-15

10

Accordingtothe2011Census,theagedistribution(%)inScotlandandAberdeen/shireisasfollows:

Age Scotland(%ofpopulation)

Aberdeenshire(%ofpopulation)

Aberdeen(%ofpopulation)

0-4years 5.5 6.0 5.25-15years 11.8 12.7 9.216-29years 18.5 15.2 25.630-44years 20.0 20.6 20.945-59years 21.1 22.5 19.160-74years 15.5 15.9 12.975yearsandover 7.7 7.2 7.1Sources:AberdeenshirePopulationReportCensus2011,availableonlineat:https://www.aberdeenshire.gov.uk/media/11914/populationreportcensus2011.pdf


TheCollegeisprimarilyfocussedonthelearningandteachingofstudents,sononeofitsstaffareintheage-ranges1-15years.Theageranges16-29forthegeneralpopulationwouldalsoincludepeoplewhoarestillatschoolorinfurther/highereducationandasaneducationalestablishment,NorthEastScotlandCollegewouldgenerallylooktoemploystaffoncetheyhadcompletedtheireducation.ThiswouldaccountforadifferencebetweenCollegefiguresandthoseofthegeneralpopulation.Consequently,mostoftheCollege’sstaffareintheageranges30-59years.Theagerange60-74forthegeneralpopulationwouldincludepeoplewhohaveretired.Althoughthedefaultretirementagehasbeenabolished,manypeoplestillchosetoretireatsomepointwithinthisagecategoryandthiscouldaccountforthedifferencebetweentheCollegeandgeneralstatistics.

11

Ageprofilebygender

Ascanbeseenfromthefollowingchart,intermsoftheageprofilebygender,thepictureisrelativelystable.

Staffagegroups,bygender,December2016comparedwithDecember2015(asapercentageofoverallheadcount):

Note:percentagefiguresareroundedtoonedecimalplaceandmaynotaddupto100%

Inboth2016and2015,thereisagreaterpercentageoffemalestaff,asapercentageofheadcount,inallagecategories,exceptforthe60-74agegroup.

Thisagerangewouldincludesomepeoplewhowouldbeofnormalstateretirement/pensionage.Althoughthedefaultretirementagehasbeenabolished,manypeoplestillchosetoretireatsomepointwithinthisagecategoryanduntilveryrecently,thestateretirement/pensionageforwomenwas60years(and65formen)whichcouldaccountforthegenderdifferenceinthisagecategory.

Otherwise,astheCollegeemploysmorewomenthanmen,itisnotunexpectedthatthereisagreaterpercentageofwomen(asapercentageofheadcount)intheotheragecategories.

Thegreatestgenderdiscrepancyappearstobeintheagerange30-44,whereasatDecember2015,12%ofmalestaff(asapercentageofoverallheadcount)wereinthisagerangecomparedwith20.1%offemalestaff.Thischangedto23.0%formalestaffintheagerange45-59and26.3%forfemalestaffinthisagerange.Afurtheranalysisofthesedatarevealedthatmalestaffinthe45-49agegrouphadinitiallybeenemployedinayoungeragecategory,butstayedwiththeCollegeandsubsequentlymovedintothe45-59agecategory.Soitappearsthatthedifferentialcouldbeattributedtolengthofserviceandwouldexplainwhytherearefewermalestaffinthe30-44agegroup.Thedatafor2016showasimilartrend,whichwouldbeexpected,giventhisexplanation.

2.9 5.8 3.0 6.812.5

19.0

12.0

20.122.6

28.023.0

26.3

6.0 3.2 5.2 3.7

MALE-2016 FEMALE-2016 MALE-2015 FEMALE-2015

Percentofoverallheadcount

Genderagegroups,2016comparedwith2015

Staffagegroupsbygender,2016comparedwith2015

16-29 30-44 45-59 60-74

12

Ethnicityprofile

ThetablebelowoutlinestheethnicityprofilefortheCollegeatDecember2016,comparedwithDecember2015.

ItisclearthatthelargestcategoryisWhiteScottish70.9%in2016(64.6%in2015).Overall,thepercentageofstaffinaWhiteethniccategoryis88.7%in2016.

Wheretherearefewerthan5staffinacategory,theactualnumberofstaffisnotpublished.Giventhesmallnumbersinsomecategories–andforconsistencypurposes–nofurtherbreakdownisgivenofthisprotectedcharacteristic,asindividualstaffcouldotherwisebeidentified.

Note:%figuresareroundedtoonedecimalplace,andmaynottotalto100%;N/P=notpublished

Ethnicity TotalNumber2016

Total%ofoverall

headcount2016

TotalNumber2015


2015

White:Scottish415 70.9% 388

64.6%

White:English53 9.1% 56

9.3%

White:WelshN/P N/P N/P

N/P

White:Irish N/P N/P 6 1.0% White:Other

46 7.9% 54

9.0%

Mixed N/P N/P N/P N/P Asian:Indian

5 0.9% N/P

N/P

Asian:Pakistani0 0% N/P

N/P

Asian:Bangladeshi 0 0% 0

0%

Asian:ChineseN/P N/P N/P

N/P

Asian:Other N/P N/P N/P N/P Black:Caribbean

0 0% 0

0%

Black:African5 0.9% 6

1.0%

Other N/P N/P N/P N/P Prefernottosay/Notindicated 47 8.0% 78

13.0%

13

WhenthefiguresforDecember2016arecomparedwithDecember2015figures,thereisamarkeddifferenceinthe“WhiteScottish”and“prefernottosay/notindicated”categories,whichisclearinthechartbelow.

Staffethnicityas%ofheadcount,December2016comparedwithDecember2015

(note:thischartillustratesonlytheethnicitycategorieswherenumberswerepublished)

Note:figureshavebeenroundedtoonedecimalplace;0.0%=Figurenotpublished

Thesedifferencescan,however,beexplained:

Afterconductingananalysisofthestaffdatabyprotectedcharacteristicsin2015,itwasapparentthataconsiderablenumberofstaff(78;13.0%)didnotdisclosetheirethnicity.

Inordertoaddressthis,theCollegedidthefollowing:


• StaffweregivencontactdetailsforHR/StaffEqualityGroupmemberswhocouldspeakto

themindividuallyifthememberofstaffhadconcerns/wantedmoreinformation

70.9

9.1

0.0

7.9

0.9

0.9

8.0

64.6

9.3

1.0

9.0

0.0

1.0

13.0

0.0 10.0 20.0 30.0 40.0 50.0 60.0 70.0 80.0

White:Scoosh

White:English

White:Irish

White:Other

Asian:Indian

Black:African

Notindicated

Percentofheadcount

Ethnicity

STAFFETHNICITYDEC2016COMPAREDWITHDEC2015

Dec-15 Dec-16

14

• Re-issuedEqualOpportunityMonitoringformstoallstaff(andattachedthedocumentonwhydisclosurewasimportant).

Thesemeasureshaveresultedinareductionofthenon-disclosureratefrom13.0%in2015to8%in2016.

ThemajorityofstaffwhodisclosedtheirethnicityinDecember2015wereintheWhite:Scottishcategoryandtheincreaseindisclosureratesin2016hasresultedinanincreaseinthisethniccategory.

Inspiteofthereductioninthenon-disclosureratetoasinglepercentagefigure,therearenone-the-lessstillanumberofstaffwho“didnotindicate”.However,thishavingbeensaid,theethnicprofilewithintheCollege(basedonthosestaffwhodiddisclosethisprotectedcharacteristic)appearstobeinlargelylinewithnationalandregionalstatisticsasdetailedinthefollowingtable:

EthnicityinScotlandandAberdeen/shire,accordingtothe2011Census:

Ethnicity Scotland(%ofpopulation)



White–Scottish 84.0 82.2 75.3White–OtherBritish 7.9 12.3 7.6White–Irish 1.0 0.5 1.0White–Polish 1.2 1.2 3.2White–Other 1.9 2.2 4.8Asian,AsianScottishorAsianBritish

2.7 0.8 4.3

Other 1.4 0.8 3.9Sources:AberdeenshireIdentityReportCensus,availableonlineat:https://www.aberdeenshire.gov.uk/media/11870/identityreportcensus2011.pdf


Thelargestethniccategoryis“White:Scottish”andtheCollege’sethnicprofileislargelyreflectiveofthatofthewiderpopulation.However,itisnotablethatAberdeenhasfewerpeopleinthisethniccategorythaneitherScotlandasawhole,orAberdeenshire.

TheethnicprofileoftheCollege(whichhascampusesinAberdeenandAberdeenshire)wasidentifiedasbeingmoreinlinewithAberdeenshirethanAberdeenCity.AstheCollegehasmorestaffworkinginitsAberdeencampuses,itwasoriginallythoughtthattheethnicprofileoftheCollegewouldmorecloselymatchthatofAberdeencity.However,ananalysiswasundertakenofwherestafflive,whichrevealedthatover60%ofstaffemployedbytheCollegeliveinAberdeenshire(andeithertravelintoAberdeencitycampusesand/orworkinAberdeenshirecampuses).ThiswouldthenexplainwhytheCollegeethnicityprofilemorecloselyfitswiththatofAberdeenshire.However,theCollegeshouldcontinuetomonitoritsrecruitmentpracticestoensurethatitattractsandrecruitsstafffromallethnicbackgrounds

15

Disabilityprofile

AsatDecember2016,thedisabilityprofilefortheCollegewas(outofaheadcountof585):

TotalNumber Total%ofoverallheadcount Male Female

Disabled44 7.5% 19 25

Notdisabled487 83.2% 211 276

Prefernottosay/Notindicated 54 9.2% 27 27

Note:%Figureshavebeenroundedtoonedecimalplaceandmaynotaddupto100

ThiscompareswiththedisabilityprofilefortheCollegeasatDecember2015(outofaheadcountof601):

TotalNumber Total%ofoverallheadcount Male Female

Disabled28 4.7% 14 14

Notdisabled481 80.0% 201 280

Prefernottosay/Notindicated 92 15.3% 44 48

Note:%Figureshavebeenroundedtoonedecimalplaceandmaynotaddupto100

Thefollowingchartclearlyillustratesthereductioninthepercentageofstaffwhodidnotindicate/preferrednottosaywhethertheyhadadisabilityornot(from15.3%in2015to9.2%in2016)andanincreaseinnotdisabledcategory(83.2%in2016comparedwith80.0%in2015)anddisabledcategory(7.5%in2016comparedwith4.7%in2015).

16

Staffdisabilityas%ofheadcount,December2016,comparedwithDecember2015

Note:%figureshavebeenroundedtoonedecimalplace,somaynotaddupto100%

ThereasonforthechangeinthesestatisticsisbecausetheCollegeidentifiedfromitsstaffdataanalysisin2015thattherewereasignificantnumberofstaffwhoeitherdidnotindicatewhethertheyhadadisabilityorpreferrednottosay.TheCollegethentookthefollowingactiontoaddressthesituation:


• Giventhelowdisabilitydisclosurerates,adocumentwasproducedandgiventoallstaff,detailingwhatconstitutedadisability–asithadappearedthatstaffwerenotclearonwhatwas/wasnotadisability/impairment

• OutlinedonthedisabilityinformationsheetandontheEqualOpportunitiesformthatIfamemberofstaffhadadisability,theCollegewouldworkwithOccupationalHealthwhereappropriate,toseeifitcouldmakeanyreasonableadjustmentstosupportthem.ItwasalsodetailedthatiftheywouldlikeHRtocontactthemforaconfidentialdiscussionaboutanydisability-relatedadjustments,theyshouldticktheappropriateboxontheEqualOpportunitiesform,andHRwouldcontactthem.

• Re-issuedEqualOpportunityMonitoringformstoallstaff(withattacheddocumentsonwhydisclosurewasimportantandthedocumentexplainingwhatconstitutedadisability)

Asaconsequenceoftheseactions,thepercentageofstaffdeclaringthattheyhadadisabilityincreasedfrom4.7%to7.5%.Fivemembersofstaffrequested–andhavehad-confidentialdiscussionswithHR.

AfurtheractionasaconsequenceoftheseactivitiesisthatHRwilllooktoimproveitscurrentvideoconferencingfacilitiesforstaffwithhearingdifficulties.

Intermsofstaffwithadisability,therewere31membersofstaffwhohadanabsenceinrelationtotheirdisabilityin2016with26returningtoworkduring2016.

7.583.2

9.2

4.780.0

15.3

0.0 10.0 20.0 30.0 40.0 50.0 60.0 70.0 80.0 90.0

DISABLEDNOTDISABLEDNOTINDICATED

Percentofheadcount

Disabilitystatus

StaffdisabilityprofileDec16comparedwithDec15

Dec-15 Dec-16

17

ItshouldalsobenotedtheCollegeworkscloselywithoccupationalhealthtoprovidesupportforanymemberofstaffwhohasorwhodevelopsahealthcondition/disabilitywhichmayimpactontheirabilitytodotheirjob.

During2016,occupationalhealthrecommendationsthathavebeenaccommodatedforstaff–irrespectiveofwhethertheyhaveadisability-include:phasedreturnstoworkfollowinganabsence(thisisthemostcommonrecommendation);restrictionsonmanualhandling;workstationassessments(includingprovisionofspecificequipment);accommodationsforfuturemedicalappointments;provisionoftemporaryparkingduringrehabilitationperiod.

Widerstatisticsfromthe“AnalysisofEqualityResultsfromthe2011Census”p107/108producedbytheScottishGovernment,indicatethat20%ofpeopleinScotlandreportedalimitinghealthproblemordisability(i.e.day-to-dayactivitiesbeinglimited‘alittle’or‘alot’byhealthproblems),comparedwith18%fortheUKasawhole.Fromthis,itisinferredthat80%oftheScottishpopulationdoesnothavealimitinghealthproblemordisability.

TheCollege’sstatisticsrelatetowhetherstaffconsiderthemselvestobedisabledandnotwhethertheyconsiderthemselvestohavealimitinghealthproblem,soitisdifficulttomakeexactcomparisons.However,broadlyspeaking,itwouldappearfromthestaffwhodiddeclarethisprotectedcharacteristicthattheCollegeislinewithwiderScottishstatisticsinthatthemajorityofitsstaffisinthe“notdisabled”category.

Intermsofagenderanalysisofthosestaffwithadisability,in2016therearemorefemalestaff(25outof44staffinthatcategory;56.8%)inthiscategorythanmalestaff(19outof44;43.2%).ThiswouldbeconsistentwiththeCollegeemployingmorewomen(56.1%ofoverallheadcountin2016)thanmen(43.9%).Giventhis,itisofnotethatanequalnumberofmalestaff(27)andfemalestaff(27)preferrednottosay/didnotindicate.

Thegenderanalysisofstaffinthe“prefernottosay/didnotindicate”categoryinDecember2015showedthat47.8%weremen(44outof92inthatcategory)and52.2%werewomen(48outof92).Thiscomparedwith43.1%oftheCollege’soverallheadcountbeingmaleand56.9%beingfemale.

18

ReligionorBeliefprofile(includingnobelief)

Thefollowingtableoutlinesthereligionorbelief(includingnobelief)profilefortheCollegeatDecember2016,comparedwithDecember2015.

Wheretherearefewerthan5staffinacategory,theactualnumberofstaffisnotpublished.Giventhesmallnumbersinsomecategories–andforconsistencypurposes–nofurtherbreakoutisgivenofthisprotectedcharacteristic,asindividualstaffcouldotherwisebeidentified.

Religion TotalNumber2016

Total%ofoverall

headcount2016

TotalNumber2015

Total%ofoverall

headcount2015

Christian 244 41.7% 220 36.6% Buddhist N/P N/P N/P N/P Hindu N/P N/P N/P N/P Jewish N/P N/P N/P N/P Muslim N/P N/P N/P N/P Atheist N/P N/P - - Other 5 0.9% N/P N/P No

Religion/Belief199 34.0% 182

30.3%

Prefernottosay/

Notindicated 123 21.0% 188

31.3%

Note:%figuresareroundedtoonedecimalplace;N/P=Notpublished;Atheistcategorywasnotusedin2015

Staffreligionorbeliefprofile,as%ofheadcount,December2016comparedwithDecember2015

(note:thischartonlyillustratescategorieswherefigureswerepublished)

Note:%figuresarerounded;0=figurenotpublishedin2015

41.7

34

21

0.9

36.6

30.3

31.3

0

0 5 10 15 20 25 30 35 40 45

Chrisian

Noreligion/belief

Notindicated

Other

%ofheadcount

Rejigion/belief

Religion/beliefstaffprofileDec2016comparedwithDec2015

Dec-15 Dec-16

19

Thechartaboveclearlyillustratesthereductioninthepercentageofstaffwhodidnotindicate/preferrednottosaywhetherornottheyhadareligion/belief(from31.3%in2015to21.0%in2016)andanincreaseintheChristiancategory(41.7%in2016comparedwith36.6%in2015)andnoreligion/beliefcategory(34.0%in2016comparedwith30.3%in2015).

Thesedifferencescan,however,beexplained:

Afterconductingananalysisofthestaffdatabyprotectedcharacteristicsin2015,itwasapparentthataconsiderablenumberofstaff(188;31.3%)didnotdisclosetheirreligion/beliefcategory.

Asoutlinedearlierinthisreport,theCollegetookanumberofstepstoencouragestafftodisclosetheirprotectedcharacteristics,byexplainingwhyitwasimportantandhowthedatawouldbeused.

Thesemeasureshaveresultedinareductionofthenon-disclosureratefrom31.3%in2015to21.0%in2016.

However,caremustbetakenwhendrawingconclusionsfromtheresultsas–inspiteoftheincreaseddisclosure-therearestillquiteanumberofstaffwho“didnotindicate”.ThisindicatesthatfurtherworkshouldbeundertakenbytheCollegetoincreasethedisclosureratefurther.Inrecognitionofthis,theCollegeinitsstaffdevelopmentdaysetupthefollowing,tofostergoodrelationsbetweenpeoplewhohaveaprotectedcharacteristicandthosewhodonot:

EqualityAwarenessRaisingDiscussions:BeyondtheLabel

AspartoftheProfessionalDevelopmentDay,wehavearrangedanumberofEqualityAwarenessRaisingdiscussions.OntheAberdeenCampus,thefocuswillbeonreligionwhereindividualmembersofstaffwillhostdiscussionsandprovidesomeinsightintotheirreligionandexplainhowstereotypinganddiscriminationcanimpactonpeoplewhofollowthisreligion.

InFraserburghasmallgroupofstaffwillraiseawarenessofarangeofprotectedcharacteristicsandalsodiscusstheimpactofstereotypinganddiscrimination.

Theaimofthesediscussionswillbetodispelanymyths,providesomehonestanswerstoquestionsthatpeoplemayhaveandgenerallyraiseawareness.

Intermsofthosestaffwhodiddisclosethisprotectedcharacteristic,thereligion/beliefprofileoftheCollegeislargelyinlinewithwiderScottishstatisticsinthatthelargestcategoriesare“noreligion/belief”and“Christian.”

Accordingtothe“AnalysisofEqualityResultsfromthe2011Census”p69producedbytheScottishGovernment,Noreligionisrepresentedby37%ofthepopulation;combinedChristiandenominationsrepresented54%;Muslim1%;otherreligionsrepresented1%;7%didnotstatetheirreligion.

20

Religion/beliefprofileforScotland&Aberdeen/shire,accordingtothe2011Census:

Religion Scotland(%ofpopulation)



ChurchofScotland 32.4 36.3 25.3RomanCatholic 15.9 4.8 8.9OtherChristian 5.5 7.6 6.7Muslim 1.4 0.3 1.9Otherreligion 1.1 0.6 1.9Noreligion 36.7 42.8 48.1Notstated 7.0 7.6 7.2Sources:AberdeenshireIdentityReportCensus2011,availableonlineat:https://www.aberdeenshire.gov.uk/media/11870/identityreportcensus2011.pdf


MaritalStatus

ThefollowingtablesandchartsdetailthemaritalstatusprofilefortheCollegeatDecember2016,comparedwithDecember2015:

MaritalStatus TotalNumberofStaff2016


2016

TotalNumberofStaff2015


2015

Married/CivilPartnership 338 57.8% 344

57.2%

Single/Cohabiting 170 29.1% 154 25.6%

Separated/Divorced 39 6.7% 36 6.0%

Prefernottosay/Notindicated 27 4.6% 59

9.8%

Widowed 11 1.9% 8 1.3% Note:%figuresareroundedtoonedecimalplaceandmaynottotalto100%

21

Staffmaritalstatusasapercentageofheadcount,December2016comparedwithDecember2015

Note:%figuresareroundedtoonedecimalplaceandmaynotaddupto100%

Thechartaboveclearlyillustratesthereductioninthepercentageofstaffwhodidnotindicate/preferrednottosaytowhichmaritalstatuscategorytheybelonged(from9.8%in2015to4.6%in2016).ItalsoshowsanincreaseintheSingle/Co-habitingcategory(29.1%in2016comparedwith25.6%in2015).Othercategoriesshowslightfluctuationscomparedwiththepreviousyear,indicatingarelativelystablemaritalstatusprofilefortheCollege.

ThesedifferencescanonceagainbeexplainedbytheCollegetakingsteps–identifiedearlierinthisreport-toencouragestafftodisclosetheirprotectedcharacteristics,byexplainingwhyitwasimportantandhowthedatawouldbeused.

Thesemeasureshaveresultedinareductionofthenon-disclosureratefrom9.8%in2015to4.6%in2016.

Accordingtothe2011Census,themaritalstatusprofileforScotlandisasfollows:

Maritalstatus %ofScottishpopulation%Single 35.4%Marriedorinregisteredsame-sexcivilpartnership 45.4%Separated 3.2%Divorcedorinsame-sexcivilpartnershipwhichisnowdissolved 8.2%Widowedorsurvivingpartnerfromsamesexcivilpartnership 7.8Source:AberdeenCityCouncil2011CensusRelease2:AberdeenCity,availableonlineat:

http://www.aberdeencity.gov.uk/nmsruntime/saveasdialog.asp?lID=55102&sID=53

Whenthe2011CensusfiguresforScotlandarecomparedwiththefiguresforAberdeenCityandAberdeenshire,itcanbeseenthattherearedifferences,notablyinthe“married”and“single”categoriesasdetailedbelow:

57.8

29.1

6.7

1.9

4.6

57.2

25.6

6.0

1.3

9.8

0.0 10.0 20.0 30.0 40.0 50.0 60.0 70.0

MARRIED/CIVILPARTNERSHIP

SINGLE/COHABITING

SEPARATED/DIVORCED

WIDOWED

PREFERNOTTOSAY/NOTINDICATED

%ofheadcount

Maritalstatus

StaffmaritalstatusDec2016comparedwithDec2015

Dec-15 Dec-16

22

Maritalstatus Aberdeen(%) Aberdeenshire(%)Single 42.7 27.3Marriedorinregisteredsamesexcivilpartnership

40.5 56

Source:2011CensusRelease2AberdeenCity;availableonlineat:http://www.aberdeencity.gov.uk/nmsruntime/saveasdialog.asp?lID=55102&sID=53

PopulationReportCensus2011Aberdeenshire,availableonlineathttps://www.aberdeenshire.gov.uk/media/11914/populationreportcensus2011.pdf

TheCollege’sstatisticsaremorecloselyalignedwiththoseofAberdeenshirethanAberdeen.Asoutlinedearlierinthisreport,ananalysiswasundertakenofwherestafflive,whichrevealedthatover60%ofstaffemployedbytheCollegeliveinAberdeenshire(andeithertravelintoAberdeencitycampusesand/orworkinAberdeenshirecampuses).ThiswouldthenexplainwhytheCollegemaritalstatusprofilemorecloselyfitswiththatofAberdeenshire.

PregnancyandMaternity

Thefollowingsectiondetailsthenumberofpregnancies/maternityleavesfor2016and2015.However,wheretherearefewerthan5staff,theinformationisnotpublishedasstaffcouldotherwisebeidentified.

Ofthe9womenwhowereonmaternityleaveinDecember2015,8returnedtoworkin2016.

In2016,atotalof9womencametoworkafterhavingbeenonmaternityleaveatsomepointduring2016.

Ofthe9membersofstaffreturningtoworkduring2016,aftermaternityleave:

Allcamebacktothesamepostastheyheldbefore

Allflexibleworkingrequeststoreduceworkinghoursweregranted

Sexualorientation

ThesexualorientationprofileoftheCollegefor2016and2015isdetailedinthefollowingtableandchart:

Wheretherearefewerthan5staffinacategory,thenumberofstaffisnotpublished.Giventhesmallnumbersinsomecategories–andforconsistencypurposes–nofurtherbreakoutisgivenofthisprotectedcharacteristic,asindividualstaffcouldotherwisebeidentified.

SexualOrientationTotalnumber Total Total

22


40.5 56











Sexualorientation




23

ofstaff %ofoverallheadcount

2016

%ofoverallheadcount

2015Heterosexual

456

77.9% 63.1%

BisexualN/P

N/P N/P

LesbianN/P

N/P0.2%

Gay 5 0.9% 1.0% Prefernottosay/NotIndicated 118

20.2% 35.4%

Note:%figuresarerounded;N/P=notpublished

Sexualorientation,asapercentofheadcount,December2016comparedwithDecember2015

(note:thechartonlyillustratesthecategorieswherenumberswerepublished)

Thechartaboveclearlyillustratesthereductioninthepercentageofstaffwhodidnotindicate/preferrednottosaytowhichsexualorientationcategorytheybelonged(from35.4%in2015to20.2%in2016).Italsoshowsanincreaseintheheterosexualcategory(77.9%in2016comparedwith63.1%in2015).Othercategoriesareverysimilarwhencomparedwiththepreviousyear.

ThesedifferencescanonceagainbeexplainedbytheCollegetakingsteps–identifiedearlierinthisreport-toencouragestafftodisclosetheirprotectedcharacteristics,byexplainingwhyitwasimportantandhowthedatawouldbeused.

Thesemeasureshaveresultedinareductionofthenon-disclosureratefrom35.4%in2015to20.2%in2016.However,itisnotedthat,althoughthereisadecreaseinthepercentageofstaffinthe“prefernottosay/notindicated”category,anumberofstaffstillchosenottodisclosethisprotectedcharacteristic.ThisindicatesthatfurtherworkshouldbeundertakenbytheCollegetoincreasethedisclosureratefurther.Asoutlinedearlier,inrecognitionofthis,aspartofstaffdevelopmentday,theCollegehassetupEqualityAwareness-RaisingDiscussions.

77.9

0.9

20.2

63.1

1

35.4

HETEROSEXUAL GAY NOTINDICATED

%OFHEAD

COUNT

SEXUALORIENTATION

SEXUALORIENTATIONDEC2016VSDEC2015

Dec-16 Dec-15

22


40.5 56











Sexualorientation




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Statistics,astheyrelatetotheUK,givesomeperspectivetothesefigures.

AccordingtotheOfficeforNationalStatistics:SexualIdentity,UK:2015,released5October2016(availableonlineat:https://www.ons.gov.uk/releases/sexualidentityuk2015):

“In 2015, the majority (93.7%) of the UK population identified themselves as heterosexual or straight…..” “In 2015, 1.7% of the UK population identified themselves as lesbian, gay or bisexual (LGB). 1.1% who identified themselves as gay or lesbian 0.6% who identified themselves as bisexual More males (2.0%) than females (1.5%) identified themselves as LGB in 2015

A further 0.4% of the population identified themselves as “Other” which means that they did not consider themselves to fit into the heterosexual or straight, bisexual, gay or lesbian categories. A larger group, 4.1%, refused or didn’t know how to identify themselves.

Within the countries of the UK, Northern Ireland had the highest percentage of the population identifying as LGB (1.9%), this was closely followed by England with 1.8% of the population. Scotland and Wales both had the lowest percentage (1.6%) identifying as LGB.”

CaremuststillbetakenwhendrawingconclusionsfromtheCollegeresults,asinspiteoftheimproveddisclosureratetherearestillanumberofstaffwho“didnotindicate”.However,ofthosestaffwhodiddisclosethisprotectedcharacteristic,itwouldappearthattheoverallCollegeprofileisbroadlyinlinewiththatoftheUK,inthatthevastmajorityareinthe“heterosexual/straight”category.TheLGBprofilefortheCollegeisbroadlyinlinewiththatoftheUKasawhole.

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Transgender/Genderreassignment

Therearethesamenumberofstaffin2016and2015whodisclosedthattheyaretransgender.However,astherearefewerthan5staffinthetransgendercategory,theactualnumberisnotreported.

In2016,187indicatedtheydidnotchangegender/haddifferentgenderthatthatassignedatbirth;397wereintheNotindicated/prefernottosaycategory.

Thismeansthatthelargestcategoryis“notindicated/prefernottosay”(67.9%ofstaff).

Giventhatsomanystaffwereinthiscategory–andofalltheprotectedcharacteristics,thiswastheonewithgreatestnumberofnumberofstaffnotdisclosing–furtheranalysiswasundertaken.Fromthis,itappearsthatitisduetothewaytheEqualOpportunitiesformwasdesigned:

GENDER (please tick the relevant box)

Female Male Other Prefer not to say

Do you now, or have you in the past, considered yourself to be transgender?

Yes No Prefer not to say

Moststaff(asoutlinedearlierinthisreport)completedthegenderquestion,butomittedthetransgenderquestion,asitappearstobeasub-set,whichdidnotrequireafurtherresponse.

Itissuggestedthatthenextformshouldbere-designedtomake“Transgender”aheadinginownright.

AccordingtotheEqualityChallengeUnit“TransStaffandStudentsinHEandColleges:ImprovingExperiences”,November2016p9:“DataonthetranscommunityintheUKislimitedandestimatesofthesizeofthecommunityareprimarilybasedonthenumberofpeopleseekingmedicalassistancetotransition.Thismeansthattranspeoplewhoarenotmedicallytransitioningareoftennotincludedinestimatesofthesizeofthetranscommunity.”

AccordingtoTransInfo,thenumberofpeopleengagingwithgenderidentityservicesUKasatendOctober2015isasfollows:

GenderIdentityClinic Patients LastQuarter %changeVslastqtr

AberdeenClinic 42 118 64%decreaseChalmersClinic,Edinburgh

397 328 21%increase

InvernessClinic - 28 -SandyfordClinic,Glasgow 914 373 145%increase

SandyfordGIDS,Glasgow 195 - -

ScottishGrandTotal 1548 - -

UK-wideadulttotal 12680 10550 20%increaseUK-wideGrandtotal 14674 - -

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Source:TransInfo“CurrentWaitingTimes&PatientPopulationforGenderIdentityClinicsintheUK”,containinginformationforAugust-October2015,updatedinJanuary2016,p11

TheECU“TransStaffandStudentsinHEandColleges:ImprovingExperiences”,November2016goesontostateonp10:“TheEqualityandHumanRightsCommission(EHRC)commissionedresearchthatsuggestsapproximately1percent(650,000)oftheUKpopulationexperiencessomedegreeofgendervariance(EHRC,2012)”.

Giventhis,theresomestepstheCollegecouldtaketoeliminateanyinadvertentdiscriminationandencouragetransstafftofeelmorecomfortableintheirworkingenvironment:

• changesomeoftheuseofpronounsinourdocumentsegusehe/she/they…andnotjusthe/she

• changeuseofterminologyegustermssuchasparents/siblingsinsteadofgenderedtermssuchasmother/fatherorbrother/sister

• eitheravoidtitlesentirelysuchasMr/MrsetcoraddintheoptionofusingMx• havegenderneutraltoiletsinallcampuses

Conclusion:StaffEqualityProfile


TheCollegeintroduced“other”asagendercategoryinitsEqualOpportunitiesMonitoringformsin2016,butnostaffindicated“other”asagender.

Thepercentageofmalestaff(intermsofoverallheadcount)intheCollegehasrisenslightlyin2016,to43.9%,comparedwith43.1%in2015.Conversely,thepercentageoffemalestaffhasfallenslightlyto56.1%in2016,comparedwith56.9%in2015.

Therehasbeenaslightshiftintermsofthepart-timeworkinggendersplitintheCollege:in2016,oftheCollegestaffwhoworkpart-time(165),81.2%(134)arefemaleand18.8%(31)aremale.In2015,ofthe159staffworkingpart-time,83.0%(132)werewomen,comparedwith17.0%(27)beingmale.

Theageprofileofstaffhasremainedfairlyconstant,withthemajorityofCollegestaffbeinginthe30-44and45-59agegroups.

ItshouldbenotedthattherehasbeenanimprovementintheCollegestatistics,followingare-issuingoftheEqualOpportunitiesform,butthistimewithfurtherexplanationsregardinghowthedatawouldbeused.Thishasledtoareductioninthepercentageofstaffinthe“notindicated/prefernotsay”categories,asfollows:

• Ethnicitynon-disclosurefellfrom13%(ofoverallheadcount)in2015to8%in2016• Disabilitynon-disclosurefellfrom15.3%in2015to9.2%in2016• Religion/beliefnon-disclosurefellfrom31.3%in2015to21.0%in2016• Maritalstatusnon-disclosurefellfrom9.8%in2015to4.6%in2016• Sexualorientationnon-disclosurefellfrom35.4%in2015to20.2%in2016

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Thishasresultedinanincreaseindisclosureacrosstheprotectedcharacteristicscategories:

Ethnicity:thelargestpercentageofstaffwereintheWhite:Scottishcategory(increasedto70.9%ofoverallheadcountin2016,comparedwith64.6%in2015);otherethnicitycategorieswerebroadlysimilar,year-on-year,inpercentageterms.

Disability:thepercentageofstaffinthe“nodisability”categoryroseto83.2%ofoverallheadcountin2016,comparedwith80.0%in2015;thepercentagestaffinthe“disability”categoryalsorose:7.5%in2016,comparedwith4.7%in2015.

Religion/belief:thelargestcategoriesshowedanincrease.The“Christian”categoryincreasedto41.7%ofoverallheadcountin2016,comparedwith36.6%in2015;the“noreligion/belief”categoryincreasedto34.0%in2016,comparedwith30.3%in2015.Otherreligion/beliefcategorieswerebroadlysimilaryear-on-year.

Maritalstatus:thebiggestchangewasinthe“single”category,whichroseto29.1%ofoverallheadcountin2016,comparedwith25.6%in2015.Othermaritalstatuscategorieswerebroadlysimilaryear-on-year.

Sexualorientation:thebiggestchangewasinthe“heterosexual”category,whichroseto77.9%ofoverallheadcountin2016,comparedwith63.1%in2015.Othersexualorientationcategorieswerebroadlysimilar,year-on-year.

Transgenderstatisticsremainconstantin2016and2015,butduetosmallnumbers,arenotreportedincaseindividualstaffcanbeidentified.However,therewere397staff(outofaheadcountof585)whowereinthe“notindicated/prefernottosaycategory”.Giventheincreasesindisclosureforotherprotectedcharacteristics,afurtheranalysisrevealedthistobeduetoalackofclarityinthedesignoftheEqualOpportunitiesform,whichwillnowberectified.

Althoughtherehasbeenanincreaseindisclosureacrossprotectedcharacteristics,morestillneedtobedonetoencouragestafftofeelcomfortablewiththeirprotectedcharacteristicsstatus.

TheCollegewillnowidentifyactionswhichwillfeedintoanactionplanwithintheCollege’sEqualityOutcomesReport.

RetentionofStaff

During2016,46stafflefttheCollege,equatingtoaturnoverof7.8%.In2015,therewere68leavers,representingaturnoverof11.4%.

In2016,ananalysiswascarriedoutonthereasonsforstaffleaving(pleasenotethatsamedatawasnotavailablefor2015,soacomparisoncannotbemade)toidentifyiftherewereanyissuesaroundparticularprotectedcharacteristics.

Gender:

MorewomenlefttheCollegein2016(69.6%)thanmen(30.4%)

OfthestaffwholefttheCollegeduring2016:

32werefemale(ofwhom14workedonapart-timebasis)

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14weremale(ofwhomnoneworkedonapart-timebasis)

GiventhattheCollegeemploysmorewomenthanmen(328womenatDecember2016,comparedwith257men),itwouldbeexpectedthattherearemorewomenthanmenleavers.Thesameappliestopart-timestaff.Morewomenworkpart-time(134atDecember2016)thanmen(31atDecember2016),soagainitistobeexpectedthatmorefemalepart-timestaffareleaversthanmen.

Age:

Thetablebelowdetailstheageprofileofstaff,comparedwithageprofileofstaffwholefttheCollegeduring2016aswellasthemainreasonforleaving:

Agegroup Numberofstaff(atDec2016)

Numberofleaversduring2016

Mainreasonforleaving

16-29 51 7 Newjob30-44 184 20 Newjob45-59 296 8 Newjob60-74 54 11 Retirement

Thisillustratesthatthefewestleaversareintheagegroups16-29and45-59andthegreatestnumberofleaversareinthe30-44and60-74agegroups

Withregardstothe60-74agegroup,thisisperhapsnotsurprisinggiventhatthemajorityofstaffinthisageprofileleftduetoretirement.Staffretentionappearstobegreatestinthe45-49agegroup.However,itappearsthatadisproportionatenumberofstaffinthe30-44agegroupareleavingtheCollege–themajorityofwhomareleavingtomovetoanewjob.TheCollegeshouldinvestigatethisfurther.

Maritalstatus:

Themaritalstatusprofileofleaversisconsistentwiththewiderstaffprofile,inthatthemajorityofleaverswereinthemarriedcategory(27)andthemajorityofstaffarealsointhemarriedcategory(338asatDecember2016).Thenextlargestcategoryisthesinglecategory(13leavers;170staffasatDecember2016).Othercategorieshavefewerthan5staffandsoarenotreported,butareinlinewiththewiderstaffmaritalstatusprofile.

SexualOrientation

Thesexualorientationprofileofleaversisalsoconsistentwiththewiderstaffprofileinthatthemajorityofleaverswereinthe“heterosexual”category(33)asarethemajorityofstaff(456asatDecember2016).Thenextlargestcategorywas“notindicated”(12leavers;118staff).Othercategoriesarenotreportedduetosmallnumbersbutareinlinewithwiderstaffstatistics.

Transgender

Leaverswereinthe“notindicated”category,whichisconsistentwithwiderstaffprofilewherethemajorityofstaffwerealsointhiscategory.

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Ethnicity

Theethnicityofleaversisinlinewiththewiderstaffprofile,inthatthemajorityareinawhiteethniccategory(41leavers;519staffasatDecember2016).Othercategoriesarenotreportedduetosmallnumbersbutareinlinewithwiderstaffstatistics.

Religion/Belief

Thereligion/beliefprofileofleaversisbroadlysimilartothewiderstaffprofile,althoughslightlymorepeopleinthe“noreligion/belief”categorylefttheCollege(18)with199staffbeinginthiscategoryasatDecember2016,comparedwith16leaversinthe“Christian”category(244staffasatDecember2016).11leaverswereinthe“notindicated”category(123staff).Othercategoriesarenotreportedduetosmallnumbersbutareinlinewithwiderstaffstatistics.

Disability:

Thedisabilityprofileofleaversisconsistentwiththewiderstaffprofileinthattheoverwhelmingmajoritydonothaveadisability(37leavers;487staffwithnodeclareddisabilityasatDecember2016).Therewerefewerthan5staffintheothercategoriessonofurtherinformationispublished.

FlexibleWorkingRequests

AllflexibleworkingrequeststhathavecometoHRhavebeenapprovedandputinplace.

Discipline/Grievance

Thenumberofdisciplinaries/grievancesin2016(thathavegonebeyondtheinvestigationstage)istoosmalltoreportasstaffcouldotherwisebeidentified.

SharedParentalleave

TheCollegehashadnorequestsforsharedparentalleave.

Conclusion:Retention

TheCollegeleaverprofileisconsistentwiththestaffprofilee.g.morewomenleftthanmen.ThiswouldbeexpectedastheCollegeemploysmorewomenthanmen.Thisisconsistentacrossmostcategories,indicatingthattheCollegeisretainingstaffproportionately.

Theonecategorywheretherewasadiscrepancywasintheagecategory30-44,whereadisproportionatenumberofstaffleftduring2016(20leaversintheagegroup).TheCollegeshould,therefore,investigatewhythisishappening.

RecruitmentofStaff

TheCollegehad37vacancieswhichwereadvertisedandfilledduring2016,viaitselectronicrecruitmentsystem“Talentlink”.Inaddition,oneSMTvacancywasadvertisedandappointedexternally–andsoisnotincludedinthesestatistics(althoughitshouldbenotedthattheagencyinvolvedwasappropriatelybriefedonequalopportunities’compliance).

Unlikeforstaffdatawhere,iftherewerefewerthan5membersofstaffinacategory,numberswerenotpublishedasstaffcouldotherwisebeidentified,attherecruitmentstage,allnumbersarereported.

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Applications:

Therewere790applicationsforthe37vacanciesadvertisedandfilledduring2016viaTalentlink.

Thegenderbreakdownofthe790applicationsisasfollows:

Gendercategory Numberofapplications %ofapplicationsMale 289 36.6%Female 491 62.2%Other 2 0.3%Prefernotsay 2 0.3%Notindicated 6 0.8%Note:%figuresareroundedandsomaynottotal100%

ThisclearlyshowsthattheCollegereceivedthegreatestnumberofapplicationsfromwomen.ThiswouldfitinwiththeCollegestaffprofileshowingthatitemploysmorefemalethanmalestaff.

Therewere22full-timevacancies,attractingatotalof466applications,ofwhich254(54.5%)wereinthefemalecategory;207(44.4%)wereinthemalecategory;2(0.4%)wereintheothercategory;and3(0.6%)preferrednottosay/didnotindicate.

Overall,therewere15part-timevacanciesadvertised,elicitingatotalof324applicationsofwhich237(73.1%)werefromwomen;82(25.3%)werefrommenand5(1.5%)didnotindicate/preferrednottosay.Thisillustratesthatmorewomenthanmenapplyforpart-timepostsattheCollege.

Thepostsattractingthegreatestnumberofapplications(i.e.over50applicationsperpost)wereforCo-Ordinator/InformationAssistantpostsi.e.administration-typeposts.Thesepostsattracted299applications,ofwhich228(76.3%)werefromwomen.

7ofthe37postswereinSTEM/technicalareasandaccountedfor82applications,where65(79.3%)applicationswerefrommen;16(19.5%)werefromwomenand1(1.2%)didnotindicate.ThisshowsamalebiastowardsmenapplyingforSTEM/technologypostsandgoesagainstthegeneraltrendfortheretobemoreapplicationsfromwomen.

4oftheseSTEM/technicalpostswerefull-time;3werepart-time.Forthe3part-timeposts,therewereatotalof21applications,with9(42.9%)beingfromwomen.Ofthe16applicationsfromwomeninSTEM/technicalareas,9(56.3%)wereapplicationsforpart-timeposts.

ThisanalysisshowsanunevengenderbalanceasregardsapplicationsforpostsattheCollegeandindicatesthattheCollegeshouldtakeactionintermsofthewayinwhichitadvertisesvacancies.

Theethnicitybreakdownofthe790applicationsisasfollows:

Ethnicitycategory Numberofapplications %ofapplicationsWhite 669 84.7%Black&EthnicMinority(BME) 97 12.3%Mixed 7 0.9%Other 15 1.9%Prefernotsay 1 0.1%Notindicated 1 0.1%Note:%figuresarerounded

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Thisillustratesthatthevastmajorityofapplicantsareinawhiteethniccategory,whichisinkeepingwiththecurrentCollegestaffprofileandbroadlyinlinewithwiderstatisticsforAberdeen/Aberdeenshire(seestaffethnicitysectioninthisreport).However,thenumberofBMEapplicantsishigherthanboththecurrentstaffCollegeprofileandthewiderAberdeen/Aberdeenshirestatisticscitedearlierinthisreport.

Thedisabilitybreakdownofthe790applicationsisasfollows:

Disabilitycategory Numberofapplications %ofapplicationsNodisability 582 73.7%Disability 73 9.2%Prefernottosay 17 2.2%Notindicated 118 14.9%Note:%figuresarerounded

Themajorityofthosewhoappliedforavacancyarenotdisabled,whichisinlinewithwiderCollegeandnationalstatisticscitedearlierinthisreport.However,itisnotablethatmoreapplicants(14.9%)didnotindicatethanstaff(9.2%).ThisindicatesthattheCollegeshoulddomoretoencouragedisclosureofdisabilitystatusattheapplicationstageandshouldinvestigatewhetherTalentlinkcanaccommodatetheCollege’sdisabilityinformationsheet(detailsofwhichareinthestaffdisabilityprofilesectionofthisreport).

Thesexualorientationbreakdownofthe790applicationsisasfollows:

Sexualorientationcategory Numberofapplications %ofapplicationsHeterosexual/straight 734 92.9%Lesbian/Gayfemale 8 1.0%Gaymale 10 1.3%Bisexual 8 1.0%Other 2 0.3%PreferNotToSay 24 3.0%Notindicated 4 0.5%Note:%figuresarerounded

Transgender

3applicantsdeclaredtheywerenottransgender;6“preferrednottosay”;theremaining781didnotindicate.

Itisclearthatthevastmajorityofapplicantsareintheheterosexual/straightcategory,whichwouldbeinlinewithwiderstaffstatisticsandnationalstatisticsdetailedinthesexualorientationsectionofthisreport.Whatisnotable,isthatthereisalowpercentageofapplicantswhodidnotindicate/preferrednottosaywhencomparedwithstaffdisclosurerates.Itisnotablethatsomanyapplicantswerepreparedtodisclosesexualorientation,butnotdisabilitystatus.

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Thereligion/beliefbreakdownofthe790applicationsisasfollows:

Religion/beliefcategory Numberofapplications %ofapplicationsChristian 255 32.3%Muslim 34 4.3%Hindu 13 1.6%Noreligion/belief 412 52.2%Other 8 1.0%PreferNottoSay 52 6.6%Notindicated 16 2.0%Note:%figuresarerounded

Thisshowsthatthelargestcategoryofapplicantis“noreligion/belief”(52.2%),followedbythe“Christian”category(32.3%).ThiscompareswiththeAberdeenshireprofileof48.7%beingChristianandthenextlargestcategorybeing“noreligion/belief”at42.8%.ForAberdeen,however,Christiancategoryaccountsfor40.9%with“noreligion/belief”accountingfor48.1%.(Seereligion/beliefsectionofthisreport)

Fromthis,itappearsthattherearefewerpeopleintheChristiancategoryapplyingforvacanciesthaninthewiderpopulation.However,therehavebeenmoreapplicationsfromMuslims(4.3%),comparedwithanAberdeenshirereligion/beliefprofileof0.6%andanAberdeenprofileof1.9%(and1.1%forScotlandasawhole).

Themaritalstatusbreakdownofthe790applicationsisasfollows:

Maritalstatuscategory Numberofapplications %ofapplicationsMarried/CivilPartnership 308 39.0%Single 342 43.3%Divorced 51 6.5%Separated 15 1.9%Widowed 7 0.9%PreferNottoSay 40 5.1%Notindicated 27 3.4%Note:%figuresareroundedandsomaynottotal100%

Thisshowsthatthelargestnumberofapplicantsareinthe“single”category(43.3%)followedbythe“married/civilpartnership”category(39.0%).ThiscompareswithanAberdeenmaritalstatusprofileof42.7%beingmarriedand40.5%beingsingle.ForAberdeenshire,theprofileis56%married,27.3%single.ForScotlandasawhole,35.4%issingle,with45.4%beingmarried(seemaritalstatussectionofthisreport).TheCollegestaffprofileismoreinwithAberdeenshirestatistics,butapplicationsappeartobemoreinlinewithAberdeen/Scottishfigures.

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Theagebreakdownofthe790applicationsisasfollows:

Agecategory Numberofapplications %ofapplications16-24 128 16.2%25-34 276 34.9%35-44 212 26.8%45-54 115 14.6%55-64 49 6.2%65+ 1 0.1%Notindicated 9 1.1%

ThisshowsthatCollegereceivesapplicationsacrossallagegroups,withthebiggestcategoriesbeing25-34yearsand35-44years.

Pregnancy/maternity

Pregnancy/maternitydataarenotcollectedduringtherecruitmentprocess.Thesedataareonlycollectedforstaffandarereportedinthestaffsectionofthisreport.

Shortlisting

Ofthe790applicationsforthe37vacancies,174candidateswereshortlisted.

Thetablesinthissectiondetailthepercentageofthe174shortlistedcandidateswhoareineachprotectedcharacteristiccategory.Forcomparativepurposes,thepercentageofthe790applicantswhoareinthesameprotectedcharacteristiccategory,isalsogiven.So,forexample,if30%ofapplicantsareinagivencategory,proportionately,onewouldexpectaround30%ofthoseshortlistedalsotobeinthatcategory.Thesetablesallowthiscomparisontobemade.

TheGenderbreakdownofthe174shortlistedcandidatesisasfollowsandiscomparedwiththepercentageofapplicantsbygender:

Gendercategory Numbershortlisted

%ofshortlisted %ofapplications

Male 62 35.6% 36.6%Female 106 60.9% 62.2%Other 1 0.6% 0.3%Prefernotsay 0 0% 0.3%Notindicated 5 2.9% 0.8%Note:percentagefiguresarerounded;

Thisillustratesthatroughlyequalpercentages,whencomparedwiththepercentageofapplicationsbygender,arebeingshortlisted.

Asregardsfull-timeposts,ofthe466applications,109candidateswereshortlisted.

34

48malecandidateswereshortlisted(44.0%,comparedwith44.4%ofmaleswhoappliedforfull-timeposts);58womenwereshortlisted(53.2%,comparedwith54.5%ofwomenwhoappliedforfull-timeposts).1candidatewasinthe“other”gendercategoryand2didnotindicate.

Thismeansthatasfarasfull-timepostsareconcerned,thepercentagesbeingshortlistedarebroadlyinlinewiththepercentagesofapplications,bygender.

Intermsofpart-timeposts,outofatotalof324applications,65wereshortlisted:

14malecandidateswereshortlisted(21.5%,comparedwith25.3%ofmalesapplyingforpart-timeposts)and48womenwereshortlisted(73.8%,comparedwith73.1%whoappliedforpart-timeposts).3candidatesdidnotindicatetheirgender.

Thiswouldshowthatslightlyfewermenarebeingshortlistedthanapplyforpart-timeposts.

Outofthe82applicationsforSTEM/technicalvacancies,therewere26candidateswhowereshortlisted,ofwhom18weremale(69.2%,comparedwithmenaccountingfor79.3%ofapplicants)and7werewomen(26.9%,comparedwithwomenaccountingfor20.0%ofapplicants).Onecandidatedidnotindicatetheirgender.

So,aslightlyhigherpercentageofwomenwereshortlistedthanappliedfortheseposts.

Withinthis,however,thereisacleargenderdivideintermsoffull-time/part-timework:Ofthe7candidatesshortlisted(outof21applications)forthepart-timeposts,5werefemale(comparedwith9applications)and2weremale(outof11applications).

Ofthe19candidatesshortlisted(outof61applications)forthefull-timevacancies,16weremale(comparedwith53applications);2werefemale(comparedwith7applications)andonedidnotindicate.

TheEthnicitybreakdownofthe174shortlistedcandidatesisasfollowsandiscomparedwiththepercentageofapplicantsbyethnicity:

Ethnicitycategory Numbershortlisted %shortlisted %ofapplicationsWhite 148 85.1% 84.7%Black&EthnicMinority(BME)

21 12.1% 12.3%

Mixed 2 1.1% 0.9%Other 2 1.1% 1.9%Prefernotsay 0 0% 0.1%Notindicated 1 0.6% 0.1%Note:%figuresarerounded

Fromthis,itappearsasimilarpercentageofcandidatesarebeingshortlistedwhencomparedwiththepercentageofapplicantsbyethnicitycategory.

TheDisabilitybreakdownofthe174shortlistedcandidatesisasfollowsandiscomparedwiththepercentageofapplicantsbydisabilitystatus:

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Disabilitycategory Numbershortlisted %shortlisted %applicantsNodisability 133 76.4% 73.7%Disability 20 11.5% 9.2%Prefernottosay 3 1.7% 2.2%Notindicated 18 10.3% 14.9%Note:%figuresarerounded

Fromthis,itappearsthattheprofileofthosebeingshortlistedisbroadlyinlinewiththeapplicantprofile.

TheSexualOrientationbreakdownofthe174shortlistedcandidatesisasfollowsandiscomparedwiththepercentageofapplicantsbysexualorientation:

Sexualorientationcategory Numbershortlisted %shortlisted %ofapplications

Heterosexual/straight 160 92.0% 92.9%Lesbian/Gayfemale 3 1.7% 1.0%Gaymale 0 0% 1.3%Bisexual 0 0% 1.0%Other 0 0% 0.3%PreferNotToSay 9 5.2% 3.0%Notindicated 2 1.1% 0.5%Note:%figuresarerounded

Thiswouldalsoindicatethatthecandidateprofileofthoseshortlistedisbroadlyinlinewithapplicantprofile.

TheReligion/beliefbreakdownofthe174shortlistedcandidatesisasfollowsandiscomparedwiththepercentageofapplicantsbyreligion/belief:

Religion/beliefcategory Numbershortlisted %shortlisted %ofapplicationsChristian 53 30.5% 32.3%Muslim 6 3.4% 4.3%Hindu 6 3.4% 1.6%Noreligion/belief 91 52.3% 52.2%Other 13 7.5% 1.0%PreferNottoSay 2 1.1% 6.6%Notindicated 3 1.7% 2.0%Note:%figuresarerounded

Again,thiswouldindicatethatthecandidateprofileofthoseshortlistedisbroadlyinlinewithapplicantprofile.

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TheMaritalStatusbreakdownofthe174shortlistedcandidatesisasfollowsandiscomparedwiththepercentageofapplicantsbymaritalstatus:

Maritalstatuscategory Numbershortlisted %shortlisted %ofapplicationsMarried/CivilPartnership

82 47.1% 39.0%

Single 67 38.5% 43.3%Divorced 9 5.2% 6.5%Separated 3 1.7% 1.9%Widowed 1 0.6% 0.9%PreferNottoSay 9 5.2% 5.1%Notindicated 3 1.7% 3.4%Note:%figuresareroundedandsomaynottotal100%

Thisanalysisshowsareversalofthe“married/civilpartnership”and“single”categoriesattheshortlistingstage,whencomparedwiththeapplicationstageandmakestheshortlistedstage.GiventhatagreaterpercentageofCollegestaffareinthe“married/civilpartnership”categorythan“single”,theCollegeshouldexamineanypossibleunconsciousbias.

TheAgebreakdownofthe174shortlistedcandidatesisasfollowsandiscomparedwiththepercentageofapplicantsbyage:

Agecategory Numbershortlisted %shortlisted %ofapplications16-24 23 13.2% 16.2%25-34 56 32.2% 34.9%35-44 49 28.2% 26.8%45-54 33 19.0% 14.6%55-64 10 5.7% 6.2%65+ 0 0% 0.1%Notindicated 3 1.7% 1.1%

Thiswouldindicatethatthecandidateprofileofthoseshortlistedisbroadlyinlinewithapplicantprofile.

Appointments

Atotalof37appointmentsweremadeviaTalentlink

Thetablesinthissectiondetailthepercentageofthe37appointmentsineachprotectedcharacteristiccategory.Forcomparativepurposes,thepercentageofthe174shortlistedcandidatesineachprotectedcharacteristiccategoryisalsogiven,asisthepercentageofthe790applicantsineachcategory.So,forexample,if30%ofapplicantsareinagivencategory,proportionately,onewouldexpectaround30%ofthoseshortlistedandaround30%ofthoseappointedalsotobeinthatcategory.Thesetablesallowthiscomparisontobemade.

TheGenderbreakdownofappointedcandidatesisasfollowsandiscomparedwiththepercentageofapplicantsaswellasthepercentageofthoseshortlisted,bygender:

37

Gendercategory Numberappointed

%ofappointments

%ofshortlisted %ofapplications

Male 13 35.1% 35.6% 36.6%Female 23 62.2% 60.9% 62.2%Other 0 0% 0.6% 0.3%Prefernotsay 0 0% 0% 0.3%Notindicated 1 2.7% 2.9% 0.8%Note:%figuresarerounded

Thisshowsabroadconsistencyfromtheapplicationstagethroughtotheappointedstage,intermsofgendercategory.

Intermsofthe22full-timeposts,10men(45.4%)wereappointed;11womenwereappointed(50.0%)and1persondidnotindicate.

Thisisbroadlyconsistentwith44.4%ofmenapplyingforfull-timepostsand44.0%ofmenwhowereshortlisted.Slightlymorewomenappliedforfull-timeposts(54.5%)andwereshortlisted(53.2%)thanwereappointed.

Intermsofthe15part-timeposts,3men(20.0%)wereappointedand12women(80%).Thisclearlyindicatesthatmorewomenthanmenarebeingappointedtopart-timeposts.

Thiscompareswith

14malecandidateswereshortlisted(21.5%,comparedwith25.3%ofmalesapplyingforpart-timeposts)and48womenwereshortlisted(73.8%,comparedwith73.1%whoappliedforpart-timeposts).3candidatesdidnotindicatetheirgender.Intermsofpart-timeposts,outofatotalof324applications,66wereshortlisted:

Asregardsthe7STEM/technicalvacancies,4menwereappointedand3women.Ofthe4men,3werefull-timeappointments;1wasapart-timeappointment.Ofthe3womenappointed,1wasafull-timeappointment;2werepart-timeappointments.

TheEthnicitybreakdownofappointedcandidatesisasfollowsandiscomparedwiththepercentageofapplicantsaswellasthepercentageofthoseshortlisted,byethnicity:

Ethnicitycategory Numberappointed %appointed %shortlisted %ofapplications

White 35 94.6% 85.1% 84.7%Black&EthnicMinority(BME)

2 5.4% 12.1% 12.3%

Mixed 0 0% 1.1% 0.9%Other 0 0% 1.1% 1.9%Prefernotsay 0 0% 0% 0.1%Notindicated 0 0% 0.6% 0.1%Note:%figuresarerounded;

ThisindicatesthatagreaterpercentageofpeopleinaWhiteethniccategoryareappointedthanapplyorareshortlistedandthatfewerBMEcandidatesareappointedthanapplyorareshortlisted.Giventhis,theCollegeshouldlookatpossibilityofunconsciousbiasinitsrecruitmentprocess.

38

TheDisabilitybreakdownofappointedcandidatesisasfollowsandiscomparedwiththepercentageofapplicantsaswellasthepercentageofthoseshortlisted,bydisabilitystatus:

Disabilitycategory Numberappointed %appointed %shortlisted %applicantsNodisability 30 81.1% 76.4% 73.7%Disability 4 10.8% 11.5% 9.2%Prefernottosay 0 0% 1.7% 2.2%Notindicated 3 8.1% 10.3% 14.9%Note:%figuresarerounded

Thisshowsthatslightlymorepeoplewithnodisabilityareappointedwhencomparedwithpercentageofpeoplewithnodisabilityattheapplicationandshortlistingstages.Aslightlygreaterpercentageofpeoplewithadisabilityareappointedthanapply,butfewerareappointedthanareshortlisted.

TheSexualOrientationbreakdownofappointedcandidatesisasfollowsandiscomparedwiththepercentageofapplicantsaswellasthepercentageofthoseshortlisted,bysexualorientation:

Sexualorientationcategory Numberappointed

%appointed %shortlisted %ofapplications

Heterosexual/straight 35 94.6% 92.0% 92.9%Lesbian/Gayfemale 1 2.7% 1.7% 1.0%Gaymale 0 0% 0% 1.3%Bisexual 0 0% 0% 1.0%Other 0 0% 0% 0.3%PreferNotToSay 1 2.7% 5.2% 3.0%Notindicated 0 0% 1.1% 0.5%Note:%figuresarerounded

Thisisbroadlyconsistentfromtheapplicationthroughtoappointmentstage,althoughslightlymorepeopleinthe“heterosexual/straight”categorywereappointed,thanapplied.

TheReligion/beliefbreakdownofappointedcandidatesisasfollowsandiscomparedwiththepercentageofapplicantsaswellasthepercentageofthoseshortlisted,byreligion/beliefcategory:

Religion/beliefcategory

Numberappointed


Christian 16 43.2% 30.5% 32.3%Muslim 0 0% 3.4% 4.3%Hindu 2 5.4% 3.4% 1.6%Noreligion/belief 18 48.6% 52.3% 52.2%Other 0 0% 7.5% 1.0%PreferNottoSay 1 2.7% 1.1% 6.6%Notindicated 0 0% 1.7% 2.0%Note:%figuresarerounded

Thisshowsthatmorepeopleinthe“Christian”categorywereappointedthanappliedorwereshortlistedandthatfewerpeoplewith“no/religion/belief”wereappointedthanappliedorwereshortlisted.

39

GiventhatmorestaffintheCollegeareinthe“Christian”category(41.7%)thanthe“noreligion/belief”category(34.0%),theCollegeshouldexaminethepossibilityofunconsciousbiasinitsrecruitmentprocess.

TheMaritalStatusbreakdownofappointedcandidatesisasfollowsandiscomparedwiththepercentageofapplicantsaswellasthepercentageofthoseshortlisted,bymaritalstatus:

Maritalstatuscategory

Numberappointed


Married/CivilPartnership

18 48.6% 47.1% 39.0%

Single 17 45.9% 38.5% 43.3%Divorced 1 2.7% 5.2% 6.5%Separated 0 0% 1.7% 1.9%Widowed 0 0% 0.6% 0.9%PreferNottoSay 1 2.7% 5.2% 5.1%Notindicated 0 0% 1.7% 3.4%Note:%figuresareroundedandsomaynottotal100%

Thepercentageofstaffappointedinthe“married/civilpartnership”categoryissimilartothepercentageshortlisted,butnottothepercentageofpeoplewhoappliedforthevacancies.Thepercentageofpeopleappointedisinlinewiththepercentageofpeoplewhoappliedforthevacancies,butnottothepercentagewhowereshortlisted.GiventhattheCollegeemploysmorepeopleinthe“married/civilpartnership”categorythanthe“single”category,itshouldexaminewhetherthereisanyunconsciousbiasintherecruitmentprocess.

TheAgebreakdownofappointedcandidatesisasfollowsandiscomparedwiththepercentageofapplicantsaswellasthepercentageofthoseshortlisted,byage:

Agecategory Numberappointed %appointed %shortlisted %ofapplications16-24 9 24.3% 13.2% 16.2%25-34 14 37.8% 32.2% 34.9%35-44 8 21.6% 28.2% 26.8%45-54 5 13.5% 19.0% 14.6%55-64 0 0% 5.7% 6.2%65+ 0 0% 0% 0.1%Notindicated 1 2.7% 1.7% 1.1%Thisindicatesthatadisproportionatepercentageofstaffinthe16-24agecategoryareappointedwhencomparedwiththeapplicationandshortlistingstages.

Intermsofthepercentageofpeopleappointedinthe45-54agegroup,thisisbroadlyconsistentwiththepercentageofapplications,butislowerthanthepercentageattheshortlistingstage.

Theseaspectsshouldbeinvestigatedfurther.

40

Conclusion:Recruitment

TheCollegereceivesmoreapplicationsfromwomen(62.2%)thanmen(36.6%)andbothshortlistsandrecruitsmorewomenthanmen.

Itisofnotethat45.5%ofmenand50.0%ofwomenwereappointedtofull-timeposts(1persondidnotindicatetheirgender).However,intermsofpart-timeposts,80%ofappointeeswerewomenand20%weremen.

TheCollegeappointsmorepeople(94.6%ofappointments)fromaWhiteethniccategorythaneitherapply(84.7%ofapplications)orareshortlisted(85.1%).Conversely,itappointsfewerpeoplefromaBMEethniccategory(5.4%ofappointments)thanapply(12.3%ofapplications)orareshortlisted(12.1%ofthoseshortlisted).

Intermsofdisability,fewercandidatesdisclosedtheirdisabilitystatus(14.9%ofapplications)thanstaff(9.2%ofCollegestaffdidnotdisclosetheirstatus)

MorepeopleintheChristiancategorywereappointed(43.2%ofappointments)thanapplied(32.3%ofapplications)orwereshortlisted(30.5%ofthoseshortlisted).Conversely,fewerpeopleinthenoreligion/beliefcategorywereappointed(48.6%)thanapplied(52.2%ofapplications)orwereshortlisted(52.3%ofthoseshortlisted).

Asregardsmaritalstatus,morepeopleinthemarried/civilpartnershipcategorywereshortlisted(47.1%ofthoseshortlisted)andappointed(48.6%)thanapplied(39.0%ofapplications).

Intermsofage,morepeopleinthe16-24agecategorywereappointed(24.3%ofappointments),comparedwith16.2%ofapplicationsand13.2%ofthoseshortlisted.

Giventhesefactors,theCollegeshouldconsiderunconsciousbiastrainingforthoseinvolvedinrecruitment.

Itshouldalsofocusonrecruitingstaffintonon-traditionalrolesandimprovestaffdiversity

o Makingjobsmoreappealingtoallprotectedcharacteristics(revisewordingtobemoregender-neutraletc)

o Revisingjobtitlestoaddressoccupationalstereotypingo Highlightingflexibleworking/disabilityconfidentemployero Assessingqualificationlevels(egisadegreereallynecessaryforapost–orwouldit

putpeopleoff,whowouldotherwisebecapable)

TheactionsidentifiedinthisreportshouldfeedintoanactionplanwithintheCollege’sEqualityOutcomes.

49


Agenda Item 4.2

Key HR Performance Indicators

1. Introduction1.1 The purpose of this report is to provide the Committee with Key Performance Indicators

(KPIs) for the period October to December (Quarter 4).

2. Quarterly Statistics2.1 AttachedatAppendix1isadetailedreportfortheperiodOctobertoDecember2016.

2.2 It is worth highlighting the following:

• Turnoverforthisquarterwas2.0%,comparedwith3.9%inQ32016.

• HeadcountandFTEroseinQ4from586(FTE522)to590(FTE526)butthiswasduetoreplacing staff who had left in the previous quarter.

• There were 7 vacancies during Q4 with 3 being teaching staff posts and 4 being support staff posts. All vacancies were in the Aberdeen City Campus.

• TheabsencerateforQ4roseto4.0%comparedwith2.5%inQ32016withtheaveragenumberofday’sabsenceperemployeerisingto2.61inQ4,comparedwith1.68inQ3. This can largely be attributed to a rise in the number of staff with: coughs, colds, flu;gastrointestinalproblems;stress/anxiety/psychiatricproblems.Itshould,however,benotedthatQ3wastheperiodoverthesummerholidaysandtheQ4figuresaremore in line with Q1 and Q2.

• 69%ofdays lostdue to sicknessabsenceweredue to long termabsence inQ4,comparedwith47%inQ32016.Themainreasonsforlongtermabsenceareanxiety/stress/other psychiatric illnesses, followed by benign and malignant tumours.

• The main reasons for short term absences are, headaches/migraines, gastrointestinal problems,followedbycolds,coughs,andinfluenza.

2.3 The HR Team with line managers and Occupational Health are closely monitoring all cases of long term absence and frequent short term absence. The disproportionate amount of long term absence due to stress is due to individual cases in various areas with differing reasons and contributors for the absences. A staff wellness survey has also been sent out to all staff by Occupational Health, the results of which will be analysed and appropriate actions taken.

3. Recommendation 3.1 It is recommended that the Committee note the contents of this report.


50


HR KPIs: Q4 October - December 2016

Headcount

The table below shows staff headcount (and FTE) on a month-by-month basis, for the period October - December 2016. The increase in this quarter is due, in particular, to lecturing staff who left in the previous quarter, being replaced.

October 2016 November 2016 December 2016 Lecturers 296 (FTE 269) 299 (FTE 272) 303 (FTE 275) Support 244 (FTE 215) 245 (FTE 216) 246 (FTE 217) Instructors 29 (FTE 22) 29 (FTE 22) 28 (FTE 22) Guidance Tutors 13 (FTE 12) 13 (FTE 12) 13 (FTE 12) Total 582 (FTE 518) 586 (FTE 522) 590 (FTE 526) Note: “Lecturers” includes un-promoted and promoted lecturers (i.e. CQMs and FMs) who are on lecturing terms and conditions; “Support” includes all staff on support staff terms and conditions (except Instructor & Guidance Tutor); Excludes Students’ Association

Note: FTE is rounded to the nearest whole number

Note: FTE for each staff category is rounded, so when added together may not equal the total FTE figure

Small fluctuations in FTE can be explained by staff changes in the number of hours worked (part-time staff) and rounding.

Leavers

The following table shows the number of leavers on a month-by-month basis as well as the total number of leavers for the quarter, with the greatest number of staff leaving in December.

October 2016 November 2016

December 2016

Total for the quarter

October - December

Lecturers 2 1 0 3 Support 1 1 6 8 Instructors 0 0 0 0 Guidance Tutors

0 0 1 1

Total 3 2 7 12

Note: “Lecturers” includes un-promoted and promoted lecturers (i.e. CQMs and FMs) who are on lecturing terms and conditions; “Support” includes all staff on support staff terms and conditions (except Instructor & Guidance Tutor); Excludes Students’ Association

This table clearly shows that it is mainly support staff who have left, around the time of the Christmas holiday period.

Turnover

As illustrated in the following table, staff turnover fell to 2.0% in Q4 2016, compared with 3.9% in Q3.

Note: These figures are expressed as % of average quarterly headcount and are rounded to one decimal place

On a month-by-month basis, turnover was highest in December.


December 2016

Turnover for the quarter October – December

Total staff turnover

0.5% 0.3% 1.2% 2.0%

Note: % figures are rounded to one decimal place

Note: Monthly staff turnover is calculated by taking the total number of leavers in the month divided by total staff headcount in that month x100

Note: Quarterly staff turnover is calculated by taking the total number of leavers in the quarter divided by average monthly staff headcount in that quarter x 100 i.e.

12 (leavers)/ 586 (average staff quarterly headcount, rounded to nearest whole number) x 100

The following table illustrates turnover by type of post


December 2016

Turnover for the quarter October-

December Lecturers 0.7% 0.3% 0% 1.0% Support 0.4% 0.4% 2.4% 3.3% Instructors 0% 0% 0% 0% Guidance Tutors

0% 0% 7.7% 7.7%

Note: “Lecturers” includes un-promoted and promoted lecturers (i.e. CQMs and FMs) who are on lecturing terms and conditions; “Support” includes all staff on support staff terms and conditions (except Instructor & Guidance Tutor); Excludes Students’ Association

Note: % figures are rounded to one decimal place

Note: Monthly lecturing (support etc) turnover is expressed as % of monthly lecturing (support etc) headcount

Note: Quarterly lecturing (support etc) turnover is expressed as % of average monthly lecturing (support etc) headcount in the quarter i.e.

3 lecturing leavers in qtr/ 299 average lecturing headcount (rounded to nearest whole number) in qtr x 100

Although the percentage turnover for Guidance Tutors appears to be particularly high, this is because of the small numbers involved i.e. 1 Guidance Tutor leaver out of a total of 13 Guidance Tutors and so care should be taken not to attribute significance to this percentage figure.

Lecturing staff turnover was 1.0% this quarter, compared with 4.9% in Q3 and support staff turnover was 3.3% this quarter, compared with 2.9% in Q3.

Note: These figures are expressed as % of average monthly headcount in the quarter and are rounded to one decimal place

Vacancies

Vacancies by campus

Type of post

Aberdeen Fraserburgh Altens Other

Teaching (Lecturer/Instructor/CQM)

3 0 0 0

Management (Inc. Head of School)

0 0 0 0

Support 4 0 0 0

Posts Withdrawn/On Hold 0 0 0 0

TOTAL 7 0 0 0

Appointments Of the 7 vacancies in this period: 6 appointments were made; 1 post is still open, no posts were withdrawn/on hold. Type of post

Number of posts filled Number of posts still open

Teaching (Lecturer/Instructor/CQM)

2 1

Management* 0 0 Support 4 0 Total

6 1

*Includes any post with “manager” in the job title

The fixed-term Lecturer in Health Care post is still open. This post was originally advertised in November. However, as the successful candidate did not accept the role, it was re-advertised in Q1 2017. Absence Quarterly overview: October – December 2016 The table below details the number of working days lost to sickness absence in the period October - December 2016, with the biggest increase being in the Aberdeen City campus in December, with the Fraserburgh campus losing more working days to absence in October:

Campus October 2016

November 2016

December 2016

Q4 2016

Aberdeen City 184 154 357 695 Fraserburgh 250 167 124 541 Altens 36 52 39 127 Total number of days of absence

470 373 520 1363

Days lost as % of days available to work

4.3% 3.2% 4.5% 4.0%

Note: % figures are rounded to one decimal place Note: % of days lost as % of days available to work is calculated as follows: October: 470 (total days lost to absence) / 10878 (FTE in Month = 518 x 21 working days in October) x 100 November: 373 (total days lost to absence) / 11484 (FTE in Month = 522 x 22 working days in November) x 100 December: 520 (total days lost to absence) / 11572 (FTE in Month = 526 x 22 working days in December) x 100 Quarter: 1363 (total days lost to absence in quarter) / 33930 (average monthly FTE in quarter = 522 x 65 total working days in quarter) x 100 The average number of days of absence per employee during this three month period rose to 2.61, compared with 1.68 days in Q3. (Calculated as the total number of working days lost in the quarter = 1363/522 i.e. the average monthly FTE in quarter) Absence by Reason Given the limitations of the sickness absence reporting available, absence by reason is broken out as follows: Episodes of absence Overall number of days lost to absence Long-term absence

69% of all days lost due to sickness absence (i.e. 938 days lost out of a total of 1363 days) was due to long-term absence, defined as an absence of 28 days or more. This compares with 47% in Q3 2016. Long-term absence The main reasons for long-term absence are given as:

Reason for (long-term) absence

Number of working days lost Q4


Anxiety/stress/other psychiatric

244 100

Benign and malignant tumours

162 *

Other Known Causes 141 79 *Note: for quarterly reports, the top 3 reasons for absence are reported. This was not a top 3 reason for long-term absence in Q3 (gastrointestinal problems accounted for greatest number of working days lost at 110 days in Q3)

This shows a clear rise in long-term absences related to stress/anxiety/psychiatric illnesses in this quarter. However, the number of days lost due to stress/anxiety/psychiatric illnesses in Q3 (100 days) was less than in Q2 (246 days) and Q1 (248 days), probably because Q3 covers the summer holiday period. This would seem to indicate that Q4 figures are more in line with the rest of the year. Cancer-related illnesses were not one of the top 3 reasons for long-term absences in Q3 but did account overall for 133 working days lost in Q3 (see table detailing overall number of days lost due to sickness). Episodes of absence In terms of number of episodes of absence, in the period October – December (Q4), the main reasons are as follows, compared with Q3: Reason Number of absences* Q4 Number of absences*

Q3 Gastrointestinal problems 64 27 Cold, cough & flu 57 21 Headache/migraine 13 8 *Number of absences is defined as the number of instances of absence for this particular reason

This illustrates a rise in the number instances of absence due to coughs/colds/flu as well as gastrointestinal problems, which is not unexpected over the start of the winter period. Q3 was also over the summer holiday period.

Overall absence

A slightly different picture emerges when the overall number of days lost due to sickness, for all absences is looked at for Q4 (and compared with Q3):

Reason for absence Number of working days Number of working

lost Q4 days lost Q3 Anxiety/stress/other psychiatric

310 129

Gastrointestinal 255 98 Benign and malignant tumours

162 133

Other Known causes 162 143

This shows a clear increase in the overall number of days lost due to anxiety/stress/other psychiatric illnesses, as well as gastrointestinal problems, although the latter is not unexpected over the start of the winter months. The number of days lost to stress/anxiety/psychiatric illnesses in Q1 were 283 and in Q2 were 262. Q3 was over the summer holiday period.

Cancer-related illnesses also account for a considerable number of overall working days lost, both in Q4 and Q3.

The large number of days lost due to ‘other known causes’ has been looked at in more detail and has been found to be due to managers not categorising staff absences appropriately. The HR team are now following up on this and are advising managers on how to categorise an absence correctly. It appears that many of the days lost due to “other know causes” are actually in relation to operations and associated recovery.

In view of the increasing absence rates, Occupational Health has just undertaken an all-staff wellbeing survey. The findings from this survey will be analysed shortly and appropriate actions will be taken.

69% of all days lost due to sickness absence (i.e. 938 days lost out of a total of 1363 days) was due to long-term absence, defined as an absence of 28 days or more. This compares with 47% in Q3 2016. Long-term absence The main reasons for long-term absence are given as:

Reason for (long-term) absence



Anxiety/stress/other psychiatric

244 100

Benign and malignant tumours

162 *

Other Known Causes 141 79 *Note: for quarterly reports, the top 3 reasons for absence are reported. This was not a top 3 reason for long-term absence in Q3 (gastrointestinal problems accounted for greatest number of working days lost at 110 days in Q3)

This shows a clear rise in long-term absences related to stress/anxiety/psychiatric illnesses in this quarter. However, the number of days lost due to stress/anxiety/psychiatric illnesses in Q3 (100 days) was less than in Q2 (246 days) and Q1 (248 days), probably because Q3 covers the summer holiday period. This would seem to indicate that Q4 figures are more in line with the rest of the year. Cancer-related illnesses were not one of the top 3 reasons for long-term absences in Q3 but did account overall for 133 working days lost in Q3 (see table detailing overall number of days lost due to sickness). Episodes of absence In terms of number of episodes of absence, in the period October – December (Q4), the main reasons are as follows, compared with Q3: Reason Number of absences* Q4 Number of absences*

Q3 Gastrointestinal problems 64 27 Cold, cough & flu 57 21 Headache/migraine 13 8 *Number of absences is defined as the number of instances of absence for this particular reason

This illustrates a rise in the number instances of absence due to coughs/colds/flu as well as gastrointestinal problems, which is not unexpected over the start of the winter period. Q3 was also over the summer holiday period.

Overall absence

A slightly different picture emerges when the overall number of days lost due to sickness, for all absences is looked at for Q4 (and compared with Q3):

Reason for absence Number of working days Number of working

Appendix 1a

Advertising of vacancies

The following is a list of posts that have been advertised in the period October – December 2016 (all post are full-time unless otherwise specified):

Support:

Assistant HR Payroll & Pensions Officer Human Resources Administrator – Organisational Development (Part Time) Schools Liaison Administrator Student Funding Assistant

Managers:

None

Teaching:

Lecturer in Health Care x 2 Lecturer in Music

58

59


Agenda Item 4.3

Key HR Performance Indicators – Annual Report 2016

1. Introduction1.1. The purpose of this report is to provide the Committee with Key Performance Indicators

(KPIs)fortheperiodJanuary–December2016.

2. Quarterly Statistics2.1 AttachedatAppendix1isadetailedreportfortheperiodJanuarytoDecember2016.

2.2 It is worth highlighting the following:

• Turnoverhasreducedto7.8%in2016,comparedwith11.4%in2015.

• Averagemonthlyheadcountfellto590in2016,comparedwith599in2015.AveragemonthlyFTEfor2016was526(noaveragemonthlyFTEfigureisavailablefor2015,dueto HR systems issues).

• Therewere40vacanciesduring2016with21beingteachingstaffposts,18beingsupport staff posts and one being an SMT vacancy. 35 of the 40 vacancies were in the Aberdeen City Campus.

• Theabsenceratefor2016hasincreasedbeing3.3%(comparedwith2.3%in2015–althoughaslightlydifferentmethodwasusedtocalculatethisfigurein2015,duetoalackofmonthlyaverageFTEfigurebeingavailableatthattime).Theaveragenumberofday’sabsenceperemployeehasincreasedto8.6in2016,comparedwith6.1in2015(althoughaslightlydifferentmethodwasusedtocalculatethisfigurein2015).This increase can largely be attributed to a rise in the number of staff on long term absence with stress/anxiety/psychiatric problems (see 2.3 below). The CIPD benchmark forpublicsectorabsenceis8.5daysperemployeein2016.

• 52%ofdayslostduetosicknessabsencewereduetolongtermabsencein2016,comparedwith46%in2015.Themainreasonsfor longtermabsenceareanxiety/stress/other psychiatric illnesses, followed by benign and malignant tumours.

• The main reasons for short term absences are, headaches/migraines, gastrointestinal problems,followedbycolds,coughs,andinfluenza.

2.3 The HR Team with line managers and Occupational Health are closely monitoring all cases of long term absence and frequent short term absence. The disproportionate amount of long term absence due to stress is due to individual cases in various areas with differing reasons and contributors for the absences. A staff wellness survey has also been sent out to all staff by Occupational Health, the results of which will be analysed and appropriate actions taken.



60


HRAnnualOverview:2016

Headcount

In2016,theaveragemonthlyheadcountwas590andaveragemonthlyFTEfortheyearwas526.Theaverageheadcountfor2015was599(note:noaverageFTEfigurewasavailablefor2015duetoissueswiththeHRsystem).

Thetablebelowshowsthatoverallstaffheadcount(594inJanuary:585inDecember)andFTE(531inJanuary:522inDecember)havereducedduring2016.

Month Lecturer Support Instructors GuidanceTutors

Total

January 304(FTE277) 250(FTE221) 27(FTE21) 13(FTE12) 594(FTE531)February 305(FTE277) 250(FTE220) 27(FTE21) 13(FTE12) 595(FTE530)March 304(FTE276) 249(FTE219) 27(FTE21) 13(FTE12) 593(FTE528)April 305(FTE277) 246(FTE216) 28(FTE22) 14(FTE13) 593(FTE528)May 304(FTE275) 245(FTE217) 29(FTE22) 14(FTE13) 591(FTE527)June 303(FTE275) 245(FTE216) 29(FTE22) 14(FTE13) 591(FTE526)July 305(FTE277) 244(FTE215) 29(FTE22) 14(FTE13) 592(FTE527)August 308(FTE280) 242(FTE214) 29(FTE22) 13(FTE12) 592(FTE528)September 299(FTE272) 245(FTE216) 29(FTE22) 13(FTE12) 586(FTE521)October 296(FTE269) 244(FTE215) 29(FTE22) 13(FTE12) 582(FTE518)November 299(FTE272) 245(FTE216) 29(FTE22) 13(FTE12) 586(FTE522)December 298(FTE273) 247(FTE217) 29(FTE22) 13(FTE12) 585(FTE522)Averagefor2016 303(FTE275) 246(FTE217) 28(FTE22) 13(FTE12) 590(FTE526)Note:LecturerincludesCQMsandFMs;Supportincludesallstaffonsupportcontracts(excludingInstructorsandGuidanceTutors)

Note:FTEisroundedtothenearestwholenumber;Averagefiguresarethesumofthemonthlyfiguresdividedby12androundedtonearestwholenumber

Slightvariationinheadcount/FTEforInstructorsinApril/Mayisduetoannualisedhours’contracts(whereheadcountincreasesbutFTEdoesnot)andminorfluctuationsinsupportstaff/lecturingFTEcanbeexplainedbychangesinthenumberofhoursbeingworkedbypart-timestaffandrounding.

Leavers

Thefollowingtablebelowshowsthatofthetotalof46leaversduring2016,withthegreatestnumberofstaff,inparticularlecturingstaff,leavingaroundthetimeofthesummerholidays/endoftheacademicyearandforsupportstaffaroundChristmas.

Thiscompareswithatotalof68leaversin2015,ofwhom30werelecturingstaffand38weresupportstaff(note:nofurtherbreakoutofsupportstaffleaverswasavailablein2015).

Month Lecturer Support Instructors GuidanceTutors

Total

January 2 1 0 0 3February 1 1 0 0 2March 0 2 0 0 2April 1 1 0 0 2May 1 0 0 0 1June 0 1 0 0 1July 3 2 0 1 6August 10 2 0 0 12September 2 3 0 0 5October 2 1 0 0 3November 1 1 0 0 2December 0 6 0 1 7Totalin2016 23 21 0 2 46Note:LecturerincludesCQMsandFMs;Supportincludesallstaffonsupportcontracts(excludingInstructorsandGuidanceTutors)

Turnover

Staffturnoverfor2016was7.8%.

(totalof46leaversin2016dividedby590i.e.theaveragemonthlystaffheadcountintheyearx100))

Thiscompareswithatotalstaffturnoverof11.4%in2015

(i.e.68leaversin2015dividedbyanaveragemonthlystaffheadcountof599x100)

AccordingtoXpertHR’s“LabourTurnoverRates2016”publication,published24October2016,theaveragetotallabourturnoverrate(allemployers)was21.5%in2015,withtheaveragetotallabourturnoverrate(publicsector)being13.6%in2015.

Turnoverfor2016bystaffcategoryisasfollows:

Staffcategory Turnoverin2016Lecturingstaff 7.6%Supportstaff(excludingGuidancetutors/Instructors)

8.5%

Instructors 0%GuidanceTutors 15.4%Calculatedasfollows:numberofleaversinthestaffcategoryin2016dividedbytheaveragemonthlyheadcountinthatstaffcategoryin2016x100

Careshouldbetakenwheninterpretingthesignificanceoftheguidancetutorturnoverfigure.Althoughtheguidancetutorturnoverseemstobehigh,thisisbecauseofthesmallnumbersinvolvedi.e.2leaversin2016outofanaveragemonthlyheadcountof13.

VacanciesTheCollegehad40vacanciesintheperiodJanuary–December2016,themajorityofwhichwereforpositionsintheAberdeenCityCampus:Vacancy

Aberdeen Fraserburgh Altens Other Total

Teaching 18 0 2 1 21Support 16 2 0 0 18Manager/SMT 1 0 0 0 1Postwithdrawn/onhold

0 0 0 0 0

Total 35 2 2 1 40ThesevacancieswereadvertisedviaTalentlink,withtheexceptionofthePrincipal’spost,whererecruitmentwasconductedviaanexternalsearchagency.AppointmentsOfthe40vacanciesintheperiodJanuary-December2016,38appointmentsweremadeand2positionswerestillopen.Vacancy NumberofappointmentsTeaching 20Support 17Manager/SMT 1Total 38Absence2016Annualoverview2016Thetablebelowdetailsariseinthenumberofdayslosttosicknessabsenceduring2016,comparedwith2015,acrossallcampuses:Campus Numberofdayslostin

2016(Averageheadcountin

2016=590)

Numberofdayslostin2015

(Averageheadcountin2015=599)

Aberdeen 2334 1789Fraserburgh 1505 1208Altens 664 590Totalnumberofdayslosttoabsence

4503 3587

Dayslostas%ofdaysavailabletowork

3.3%

2.3%**

Note:%figuresareroundedtoonedecimalplaceNote:%ofdayslostas%ofdaysavailabletoworkiscalculatedasfollows:4503(totaldayslosttoabsence)/137286(averagemonthlyFTEin2016=526x261workingdaysin2016)x100

**Notein2015,thiswascalculatedinaslightlydifferentway–i.e.overallFTEandnotaverageFTE–duetoissueswithFTEinformation.OverallFTE(of587in2015)wasthecombinedFTEofallstaffwhowereemployedbytheCollegeatsomepointduring2015InordertogivesomeperspectivetothelevelsofCollegesicknessabsence,itisusefultolookattheaveragenumberofdays’absenceperemployeeinayear:FortheCollegein2016,thiswas8.6daysperemployee(calculatedasfollows:totalnumberofworkingdayslostintheyear=4503/526(averagemonthlyFTEin2016)In2015,thisfigurewas6.1daysperCollegeemployee(althoughasoutlinedearlier,thiswascalculatedinaslightlydifferentway,usingoverallFTEin2015andnotaverageFTE).Thiscompareswithanaverageof6.3daysperemployeein2016,accordingtotheCIPDAbsenceManagementSurvey:2016(p4)and6.9daysperemployeein2015(CIPDAbsenceManagementSurvey2015,p4).Theaveragelevelofpublicsectorabsencefellslightlyto8.5daysperemployeein2016,accordingtotheCIPD’s2016AbsenceManagementSurvey:PublicSectorSummary(p2),comparedwith8.7daysin2015(CIPD2015AbsenceManagementSurvey:PublicSectorSummaryp2).Thismeansthatin2016,theCollegehadahigherrateofabsencethantheaverageabsencerateandtheslightlyhigherthantheaveragepublicsectorabsencerate(asidentifiedbytheCIPD).ReasonsforabsenceGiventhelimitationsofthesicknessabsencereportingavailable,absencebyreasonisbrokenoutinthefollowingway:

• Episodesofabsence• Overallnumberofdayslosttoabsence• Long-termabsence

Long-termabsenceIn2016,52%ofalldayslostduetosicknessabsence(i.e.days2349lostoutofatotalof4503days)wereduetolong-termabsence,definedasanabsenceof28daysormore.Thiscompareswith46%ofalldayslostbeingduetolong-termabsencein2015.Themainreasonsgivenforlong-termabsence,definedasanabsenceof28daysormore,are:Reason(long-termabsence) Numberofworkingdayslost

in2016Numberofworkingdays

lostin2015Anxiety/stress/otherpsychiatric 838 237Benignandmalignanttumours 336 472OtherKnownCauses 272 *Heart,Cardiacandcirculatory 196 50*In2015,onlythetop3reasonsforlong-termabsencewerereportedandthiswasnotoneofthemThisshowsaclearrise,inparticular,ofthenumberoflong-termabsencesduetostress/anxiety/psychiatricillnesses.Asstatedat2.3abovethisisduetoindividualcasesoflongtermstressrelatedabsencesacrossCollegedepartmentsforvaryingreasons.

AccordingtotheCIPD’sAbsenceManagementSurvey:2016(p17),stressfollowedbyacutemedicalconditions(e.g.stroke,heartattack,cancer),thenmentalhealthproblemsandmusculoskeletalinjuriesarethemajorcausesoflong-termabsence.In2015,accordingtotheCIPD’sAbsenceManagementSurvey:2015(p19),themajorcausesoflong-termabsencewere:acutemedicalconditionse.g.stroke,heartattackandcancer),stressandmentalhealthproblems.Thesewerealsomajorcausesoflong-termabsencefortheCollegein2015.EpisodesofabsenceIntermsofthenumberofepisodesofabsencesduring2016,themainreasonsareasfollowsandareverysimilartothefiguresfor2015:Reason Numberofabsencesin

2016Numberofabsencesin

2015Gastrointestinalproblems 178 176Cold,cough&flu 172 174Headache/migraine 52 55*Numberofabsencesisdefinedasthenumberofinstancesofabsenceforthisparticularreason

AccordingtotheCIPD’sAbsenceManagementSurvey:2016(p14),themostcommoncauseofshort-termabsenceisminorillness(e.g.colds/flu,stomachupsets,headaches),followedbystressandmusculoskeletalinjuries.In2015,accordingtotheCIPD’sAbsenceManagementSurvey:2015(p15),themajorcauseofshort-termabsenceis“minorillness(forexamplecolds/flu,stomachupsets,headachesandmigraines)”.TheCollegewould,therefore,appeartobeinlinewiththewiderCIPDfiguresforboth2016and2015.OverallabsenceAsregardstheoverallnumberofworkingdayslostin2016(comparedwith2015),forallabsences,themainreasonsareasfollows:Reason Numberofworkingdayslost

in2016Numberofworkingdays

lostin2015Anxiety/stress/otherpsychiatric 970 463Gastrointestinalproblems 640 384Otherknowncauses 509 **In2015,thetop3reasonsforoverallabsencewerereportedandthiswasnotoneofthemThisgivesadifferentpictureofthemainreasonsforabsence,asthistakesintoconsiderationthelengthoftimeamemberofstaffwasabsentasopposedtoan“episode”ofabsence.Again,thisshowsasignificantincreaseinthenumberofdayslosttoanxiety/stress/psychiatricillness.Intotalitaccountedfor21.7%ofallsicknessabsencein2016,withthenexthighestcategoryofabsencebeinggastrointestinalproblems,whichaccountedfor14.4%ofallsicknessabsencein2016.

AccordingtotheCIPDAbsenceManagementSurvey2016,two-fifthsoforganisationsreportedarisementalhealthproblemsoverthepastyear,withthepublicsectorbeingtwiceaslikelyastheprivatetoreportanincrease.Inordertohelpaddresstheincreaseinstaffabsencein2016,HRworkedwithOccupationalHealthtoproduceanEmployeeWellbeingSurvey.Thissurveycoveredthefollowingareas:

• Workplacepractices• Occupationalhealthandsafety• Yourhealth&wellbeing–Physicalactivity• Yourhealth&wellbeing-Mentalhealth&wellbeing• Yourhealth&wellbeing–Violenceandaggression

Asof09February2017itwasreportedthat30%ofstaffhadcompletedthesurvey.HRwillusetheinformationgatheredfromthissurveytohelpidentifyperceivedstressorswithintheworkplacealongsideanyotherareasofconcern.OncegatheredHRwillworkinconjunctionwithlinemanagersandtheOccupationalHealthteamtoaddressidentifiedissues.

67


Agenda Item 4.4

Key Health and Safety Performance Indicators

1. Introduction1.1 The purpose of this report is to provide the Committee with information on key performance

indicators relating to the College’s Health and Safety function.

2. Accident Statistics2.1 Accidentstatisticsfortheperiod01August2016to10February2017arenotedinthe

table below with comparative information for previous years:

Academic Year

2012-13 2013-14 2014-15 2015-16 2016-17

Total number of accidents NorthEastScotland College

77 of which 11 were

reported to HSE

43 of which 4 were

reported to HSE

45 of which 6were

reported to HSE

40 of which 8 were

reported to HSE

17 of which 1 was

reported to HSE

2.2 The accidents which were reported to the HSE under requirements of the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations (RIDDOR) involved:

IPwaspreppingvegetableswithaknife,handslippedandhecuthisfinger.Firstaiderdressed wound and he was referred up to local casualty to be re-dressed. Student returned toCollege(Fraserburgh).

2.3 Ananalysisoftheaccidentsintheperiod01August2016to10February2017showsthatthey involved the following:

Category Total

Students 15

School Pupils 1

Employees 1

Contractors 0

Members of the Public 0

Total 17

68


Agenda Item 4.4

2.4 The categories of accidents were as follows:

Injury Total

Cut 4

Burn 3

Eye Ingress 0

Twist 0

Fracture 2

Sprain/Strain 2

Puncture 0

Dizzy 0

Bump/Knock 0

Slip/Trip 2

Dislocation 1

Bruise 3

Total 17

Breakdown by Site Total

Aberdeen City Campus 8

Altens Campus 1

Aberdeen Sports Village 2

Craibstone Campus 1

FraserburghCampus 5

Clinterty Campus 0

Peterhead Maritime Centre 0

Ellon Campus 0

Inverurie Centre 0

Macduff Learning Centre 0

Total 17

3. Work Placement Visits3.1 The following table shows the number of visits which were undertaken in the period 01

August2016to10February2017:

Number of Visits to be undertaken in this period

% of Visits Undertaken

105 100

69


Agenda Item 4.4

4. Approved Contractor List4.1 External contractor companies must be approved by the Head of Health, Safety and

Security before carrying out work for the College. This is to ensure that all contractors comply with relevant health and safety standards and are generally a contractor the Collegeissatisfiedisofgoodstanding.

4.2 The following table provides details of the total number of companies currently approved tocarryoutworkinNorthEastScotlandCollege,andthenumberremovedfromthelistforfailingtomeetCollegesafetystandardsintheperiod01August2016to10February2017:

No. of Approved Contractors No. Removed from List

222 0

4.3 The continued low level of contractors being removed from the approved list demonstrates the initial checks are working well and only companies with a positive, healthy safety culture are approved to work on behalf of the College.

5 Workplace Dust Monitoring5.1 Under theControlof SubstancesHazardous toHealthRegulations (COSHH)aduty is

placed on employers to ensure the risk from workplace exposure to dust is removed, so far as reasonably practicable.

5.2 Checks to measure the concentration of inhalable and respirable dust in the air are undertaken by the Health and Safety Team.

5.3 All construction and joinery workshops are included in this programme.

5.4 Each workshop is sampled for respirable dust using a direct reading dust monitor; this monitor also provides the facility for inhalable and thoracic dust checks.

5.5. The following table provides details of the number of dust samples taken and the number ofanyinspectionsthatfellbelowstatutorylimitsintheperiod01August2016to10February2017:

No. of Dust Samples Required

No. of Samples Completed Results

3 3 All recorded levels were found to be below statutory limits

6. Food Hygiene Inspections6.1 InordertoensurethattheCollegecomplieswiththeFoodSafetyAct1990,theFood

LabellingRegulation1996(asamended),theGeneralFoodRegulation2004andtheFoodHygiene(Scotland)Regulations2006,theHealthandSafetyTeamcarryoutaprogrammeof kitchen inspections.

6.2 AmemberoftheHealthandSafetyTeamisaqualifiedFoodHygieneInspector.

6.3 All kitchens including training and contractor controlled areas are included in theprogramme.

70


Agenda Item 4.4

6.4 Thefollowingtableshowsdetailsofthenumberofkitchensinspectedandanythatfellbelowtherequiredstandardintheperiod01August2016to10February2017:

No. of Food Hygiene Inspections Required

No. of Inspection Completed Results

5 5 All Passed

7. OHSAS 18001 Certification Audit7.1 A 2 day audit testing the College’s health and safety management system was completed

onthe08and09February2017.

7.2 The scope of the audit related to;

• Arrangements for student placements in external providers• Emergency response arrangements and testing• Competence, training and awareness• Accident/Incident and near miss reporting system• Top management interview• Review into control of contractors• Review of policy, objectives, reporting and review• Internal audit arrangements• Campus tour and interviewing staff• Risk assessment review.

7.3 ZeroNon-conformanceswereidentified,theauditresultwasconsidered“strong”.



71


Agenda Item 4.5

HR Priorities and Strategy Implementation

1. Introduction1.1 The purpose of this paper is to update the Committee on progress regarding the key HR

priorities.

2. The HR Priorities2.1 TheHRPrioritieshavebeenupdatedtoreflectthecurrentstatusandprogresstodate-

see Appendix 1.



72

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76

77


Agenda Item 4.6

National Collective Bargaining and Workforce for the Future

1. Introduction1.1 ThepurposeofthispaperistoupdatetheCommitteeonthecurrentstatusofNational

CollectiveBargainingandWorkforcefortheFuture.Itshouldbenotedthattheinformationis subject to update and change and further information can be provided orally in the meeting.

2. Support Staff 2.1 There is an outstanding issue concerning the interpretation and implementation of the

2015-16PayAgreementwithregardtoannualleave.TheUnionsclaimthatsomecollegeshave failed to implement the agreement which stated that the minimum annual leave entitlement in the college sector will be 27 days with effect from 01 April 2015. The issue hasarisenoverhowflexibledaysandfixeddays/publicholidayshavebeenappliedacrossthesector,withtheUnionswanting27daysbasicflexibleannual leaveplus12dayspublic/fixedholidays.

2.2 This is not acceptable to the management side and work is on-going via a Sub-Committee oftheSupportStaffSideTabletofindanequitablesolution.UntilthisisresolvedtheUnionsdonotconsiderthatthe2015-16payagreementhasbeenhonouredandarerefusingto talk about annual leave entitlements going forward.

2.3 Meanwhile,followinganNJNCSupportStaffSideTableMeetingtheSupportStaffTradeUnionsremainpositiveaboutprogressinga“oneworkforce”approachandtotakingforwardtheWorkforcefortheFutureworkstreams.

3. Lecturing Staff3.1 FollowinganNJNCSideTableLecturing,theEISmaintainedtheirpositionthatpay,and

the mechanism required to move to the top of the agreed salary scale, is an entirely separate proposition to conditions of service.

3.2 The management side negotiating team stressed the Employers’ Association position that

payandtermsandconditionsare“inextricablylinked”andtheMarch2016Agreementis a total package. It has been made clear to the EIS that there will be no movement towards harmonisation of pay until such time as core terms and conditions are agreed.

3.3 The management side continue to try to explore with the EIS how a migration and harmonisation plan and mechanism for promoted and unpromoted lecturers could work.

3.4 Followingalengthymeeting,withtheEISsettinganartificialdeadline(Friday10February

2017)toreachagreementonallaspectsoftheMarch2016Agreement,theEIShavestated that the management side have acted in bad faith and declared a dispute. An indicativeballotforindustrialactionwassentouton17February2017.Therefore,thegapbetweentheemployersandtheEISremainswideanditisanticipatedthattheUnionwillballot members on industrial action in Spring 2017.

4. Workforce for the Future4.1 TheEmployers’AssociationhavedevelopedaVisionandMissionStatementforWorkforce

fortheFuture(seeAppendix1).

4.2 Workcontinuestodevelopnewcontractsandwaysofworking,however,thisisprovingextremelychallengingandtheoptionsfavouredbytheUnionscontinuetobeunaffordable.Therearecertainlydifficultchoicesandchallengesahead.

78


Agenda Item 4.6

5. Recommendation5.1 It is recommended that the Committee note the contents of this paper.


1


Workforce for the Future Tuesday 10 January 2017 – Vision and Mission Statement Context Statement The vision for the college sector is: “Scotland’s Colleges – enthusing, inspiring, educating people in all communities regardless of their educational, social or economic background to deliver skills and learning for a prosperous Scotland.” In delivering this vision, colleges play a huge role in creating our future economic workforce. It is therefore essential that our aims and ambitions for our own workforce mirror those of the sector with the primary driver being to ensure the learner journey is as effective and efficient as possible. National Bargaining is key to ensuring that this is applied in a consistent and equitable manner. Our staff are crucial to the delivery of the sector vision, and as such, we have developed a vision for the college workforce which reflects the need for ongoing development, financial sustainability, flexibility and collaborative working. Mission Statement Our staff effectively contribute to Scottish society and the economy through providing a range of learning experiences to create a highly skilled workforce. Vision for the Workforce Our staff will deliver the needs of the learners and external stakeholders by being highly skilled, motivated and empowered. Strapline Together, everyone achieves more. Strategic Principles The vision and mission statement are underpinned by five strategic principles for success and continuous improvement: 1. Excellence 2. Sustainability 3. Integration 4. Partnership 5. Adaptability.

2

In turn, these principles are supported by specific outcome statements: 1. Excellence

• We will adopt creative approaches including assessing and recognising learning which takes place at any time.

• Our students will be partners in their learning – they will receive support and interaction from a team of specialists who will help them navigate through the learner journey.

• Our staff will continue to develop their professional/subject knowledge, skills, and maximise the use of current technologies/methodologies.

• Our staff will be creative, student focused, reflective and evaluative. Staff will have outcomes and deliverables measured through professional competency mechanisms.

• Colleges will be seen as excellent places to work and learn; staff are happy and proud to work for them.

• Our staff will exemplify excellence in world class education and be recognised internationally.

• We will develop, apply, and maintain sets of professional standards at a level of excellence for staff at all levels across the workforce.

2. Sustainability

• We will ensure that delivery of the learner journey will maximise current technology and will be effective and efficient.

• The learner journey will be supported by staff across the workforce and will be delivered over a rolling annual period.

• We will develop modern employment terms and conditions which support the flexible service delivery required.

• Our staff will take ownership of operating in an efficient and effective manner, contributing to the best value of our colleges and for our learners.

3. Integration

• Staff will play a key role as active members of education partnerships at local and national levels.

• Staff will work together to provide an integrated seamless service for learners. • Staff will be ambassadors for the college sector. • Colleges will be the main destination of choice for learners.

4. Partnership

• Staff will develop and maintain strong partnerships with employers and other stakeholders to influence planning, design, and the delivery of the curriculum.

• We will have confidence in the relevance of our programmes to employers and other partners.

• We will have excellent employee relations where staff and the trade unions are an integral part of the decision making process and the day-to-day operations of the college.

• Staff will feel that they are treated equally, are highly valued for the role that they play, and are enabled to develop.

3

5. Adaptability • We will deliver an adaptable, individualised and ‘destination ready’ service for all

learners. • Our staff will be a flexible workforce who recognise and appropriately address

individual needs. • We will offer motivating and engaging learning, with more project based, independent

and group work experiences. • Staff will be equipped and supported to deal with internal and external changing

environments, enabling them to be resilient and adaptive to change.

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Agenda Item 5.1

Report on Organisational Development Activity

1. Introduction1.1 The purpose of this report is to provide the Committee with an update on the key activities

of the Organisational Development Team.

2. Professional Development Days2.1 ThefirstProfessionalDevelopmentDayofacademicyear2016-17washeldon23January

2017.37separatesessionstookplace.Thesewereattendedby236staff.

2.2 The sessions organised ranged from a variety of learning technologies events, through to equality awareness raising events. The majority of the sessions arranged were in response todirectrequestsfromstaffandalsoareasidentifiedbytheCollegeasaprioritytrainingarea,e.g.equalopportunitiesawareness.WhilstthemajorityofsessionswererunbyCollegestaff, a number of external providers were also engaged to deliver training sessions.

2.3 Internalfeedbackwaspositive.For92%ofthesessionsthatranaminimumof75%ofstaffcompleting the survey either agreed or strongly agreed that the courses meet their needs. For84%ofthecoursesaminimumof75%ofrespondentsratingthecourseasexcellentor very good.

2.4 Overall 40% of College employees engaged in the Professional Development Day. It is the aim of the Organisational Development Team to increase participation at the Professional Development events due to run in June 2017. In order to ascertain why some staff did not engage in the events and to get some more general feedback, an online survey was issued.Feedbackindicatedthattherewereavarietyofreasonsfornon-engagement.Some staff had other work commitments and were unable to attend an event. Others said that there was nothing that interested them on the programme. Some support staff felt that the sessions were more geared towards teaching staff.

2.5 As part of the survey, staff were also asked what events they would like to see in the future. There were a number of common themes arising from this question and these will be taken into consideration when arranging events for the next Professional Development Days in June.

2.6 AstherearetwoProfessionalDevelopmentDaystimetabledforJuneithasbeendecidedthat one of these will be more of an informal training day where staff can take part in events that are recreational rather than work-related and will give staff the opportunity to develop wider skills and network with colleagues from other campuses. This idea has been extremely well received. Managers have been asked to collate and feedback any suggestions to Organisational Development. Once these have been received we will look at popular themes and take into account potential costs and issues such as travel. A programme will then be developed which we aim to have out by the end of May.



HUMAN RESOURCES COMMITTEE Meeting of 14 March 2017 · 1 HMA RESORCES COMMITTEE Meeting of 14 March 2017 Agenda Item 2.1 Draft Minute of Meeting of 24 January 2017 The meeting commenced

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