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What is needed to ensure that these awards are inclusive and generate interest and action amongst colleagues?

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What is needed to ensure that these awards are inclusive and generate interest and action amongst colleagues?

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What barriers does SDG need to remove to enable this initiative to work effectively?

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What barriers does SDG need to remove to enable this initiative to work effectively?

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Will need careful consideration - should not be the only award

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Making sure that the criteria for the award is inclusive of both academic and PS staff

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Do we suggest to THE awards that they introduce a specific category for projects that have improved efficiency or cost savings that other HEIs could learn from.

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Some ideas might be great, but at a level of complexity or scale which means it can't be implemented quickly - and that idea may not therefore be recognised

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Unintended consequences of focussing on efficiencies

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Unintended consequences of focussing on efficiencies

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Boils people's value down to cost which may backfire.

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Is it like Strathclyde's award: https://www.strath.ac.uk/whystrathclyde/innovationforum/

Or about recognising staff for going above and beyond?

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Being innovative is one of our core values that underpin the way we work, our strategic Vision for 2025 and our People Strategy. When coupled with us being people-oriented, ambitious, collaborative and bold, there is an opportunity to harness the creative power of the people in our University to drive us forward confidently as an institution whilst addressing the challenges faced by society at large.

The Strathclyde Innovation Forum will enhance and formalise our approach to innovation, in a way that benefits and engages the whole University community. The Forum aims to encourage all University staff, regardless of staff category or job type, to communicate and share our innovative ideas and new and different thinking to make our work more efficient, our jobs more enjoyable and, ultimately, our University more successful to the benefit of us all.

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Innovation Forum | University of Strathclyde

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Being innovative is one of our core values that underpin the way we work, our strategic Vision for 2025 and our People Strategy. When coupled with us being people-oriented, ambitious, collaborative and bold, there is an opportunity to harness the creative power of the people in our University to drive us forward confidently as an institution whilst addressing the challenges faced by society at large.

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Is this intended to reward ideas outwith JD and if so who decides whether within or outwith JD?

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Readiness and resource for innovation and implementation

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Readiness and resource for innovation and implementation

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Would need to institutionally be ready to support implementation of ideas

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Marketing of the scheme. Needs to widely publicised on and off line so all staff are aware of its existence. Message needs to be clear about why it exists.

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Get staff to vote on it - voted on by peers.

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Clarity of what is expected

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Importance of sitting this alongside other recognition schemes, particularly where this award may be less applicable to some colleagues/areas

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Provide a worked example so staff can see what is expected

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Continuous improvement knowledge and skill is variable across university

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Continuous improvement knowledge and skill is variable across university

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Would to have a suitable framework (based on Continuous Improvement approach used in BTPO) to make sure things are captured and any that have resource implications are discussed at the right level?

What can happen within a unit? What needs to be considered across/between units?

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Needs to cater for all staff i.e. analogue and digital!!

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Personal reward is not necessarily the right 'carrot'

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Personal reward is not necessarily the right 'carrot'

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Developmental support and resource is what is needed.

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If based on financial outcome, is that recurring / one-off in year? When do you decide to measure and reward - may be some years down the line until comes to full fruition, especially income generation ideas.

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Is it about the idea itself? Or about what the idea achieves? Does it need to have been implemented and proven to ahve worked? how will the idea be measured?

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Feedback loop critical for success so need a mechanism to consider and process all submissions.

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Ways to recognise individuals, but particularly encouraging team working/cross unit working

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Capacity for innovation may be hampered - not just time, but appetite and resilience.

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How do you make it fair and transparent when PS roles and functions are very different? E.g. cost savings in Estates are likely to amount to a greater total £ than cost savings in the Chaplaincy.

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Create and then publish shortlisted ideas. Being shortlisted is nice even if you don't win.

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We are already spread thin - without careful filters this will spread us thinner.

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Fear of coming across stupid may be a barrier to some staff submitting ideas. Could therefore offer an anonymous route but without any reward benefit.

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Capacity and knowledge to evaluate and assess

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Capacity and knowledge to evaluate and assess

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Who? How frequently? Is it a panel? What makes something a great idea? How do we measure the impact of the idea?

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Innovative ideas can need some expert input to be demonstrably viable.

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Some ideas need only a tiny amount of seed funding to get them off the ground.

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Is finance the correct incentive or is it divisive?

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Not looking for a business case template, but staff to be given guidance on how to consider, generate, define outputs, etc.

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Are we sure who came up with the kernel of the idea?

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Is the person who came up with the idea involved in its development?

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Allows you to recognise multiple people

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Awards for exceptional student experience

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How do you ensure that everyone involved in the idea is recgnised and that no one is left out, overlooked, or experiencing someone else taking credit?

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Different teams / roleholders may have more opportunity to focus on one rather than the other, so it would be a barrier to only recognise one kind of idea.

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How fully formed does an idea have to be before it is considered?

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Some routes/committees already exist for idea generation, discussion, and prioritisation of projects - are there links or gaps?

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Is seen as a Research/Academic resource

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Can we agree on meeting-free time, development time, dedicated ideas-generation workshops, etc., that (a) upskill people in how to do this, and (b) allow people to carve out space to set aside the day-to-day and think about it?

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Does this risk encouraging colleagues to focus too much on what is not in their normal job description in order to focus on generating wider ideas which may or may not be viable.

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Could we just have categories of Profession Service Excellence Awards

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Could we just have categories of Profession Service Excellence Awards

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efficiency ideas

income generation

just generally being a great colleague

Rather than only focussing on one thing, and not recognising the people that get on with doing their jobs, and do them really well.

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Balancing impact on efficiency, cost savings with the impact on BAU (in unit or in another area of the University)

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We don't think we're keen on financial rewards

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We don't think we're keen on financial rewards

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Doesn't encourage collegiality?

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If measuring once the initiative is completed then it is not one person's input but a team who delivered it to be rewarded...is financial reward right? And is that within JD anyway?

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1. need to make clear this particular award is about recognising an innovation that has realised brilliant outcomes/benefits

2. will need to be clear what type of outcomes/benefits recognition is focused on, if indeed it is focused on any in particular. so for example are we as interested in revenue generation as we are in improved student satisfaction?

3. key things to consider:

1. how do you compare across projects and also staff involved, recognising that innovation is seldom a one person process?

2. how do you publish and promote?Could you use case studies on previous winners? maybe make sure you celebrate runners up.

3. how do you rank? how do you measure and compare outcomes/benefits realised? could asking for votes from colleagues or students help?  Needs to be fair and transparent.

4. is financial reward required? Or is it about other recognition? could financial reward encourage behaviour or culture that we don't want?