When assessing submissions the panel expect to see evidence of a rigorous and thorough evaluation process. It will consider the following themes at all levels of award.
|Communication||How well are the policies and plans communicated to staff?|
|Senior or high-level commitment||Is there commitment from senior staff?
How is it communicated?
|Effective analysis of the data||What does the data show, and which actions are being taken to address the issues identified?
How will impact be measured?
|Self-reflection and honesty||The panel accepts that challenges may be faced and mistakes may be made, but these need to be recognised openly together with the steps taken to address them.|
|Engagement||Are staff at every level involved in the development, implementation and evaluation of policies?|
In reaching a decision on the appropriate level of award, panels will consider:
- the clarity of the evidence provided of what has been done and what is planned
- the rationale for what has been done and what is planned and how they link to the organisation’s strategic mission and goals
- how successful the actions taken have been, how that success was measured and evaluated and how the organisation and the individuals who work in it have benefited
- the link between the data and the action plans
- the understanding of the institutional context/local circumstances and key issues demonstrated
- the significance of any changes, programmes/initiatives in terms of their anticipated outcomes, their sustainability and the likely longer term impact on the organisation, its processes and its culture
- the level of input, investment, involvement, commitment and support from senior management, heads of departments, senior academics and research team leaders (men and women)
- consultation with input from all research academic staff (men and women), particularly encouraging women’s participation
- the extent to which what was developed and introduced was different, innovative or particularly challenging
- the suitability and sustainability of what has been developed and the ease with which changes have been or are likely to become embedded in the organisational/ departmental culture
- the extent to which activities, programmes and changes have successfully addressed perceptions and expectations that shape or constrain career choices and outcomes
- the extent to which the value of what has been done is recognised, welcomed and valued by staff generally