Significant time dedicated to recruitment hiring and induction process (approx 20-30% of time)
1 month concentrated time often spent on recruitment/induction phase
Main focus in this time is to get the right balance of representation from the group being hired
Unitemps used to help with elements of the administrative side of organising (roughly 150-190 applicants per year for 10 roles)
Management and oversight for remainder of role (approx 10% of time)
Setting assignments
Monitoring hours
Main point of contact for help and guidance
Students:
Student inclusion officers are encouraged to interact with peers and use knowledge gained from personal experience, but outside of this there is no additional student involvement unless a specific project requires it.
For more details on the student inclusion officers please see our working with students tab for details.
Key Objectives
Incorporate student voice as core to approach: prioritising first-hand student experiences, diverse experiences
Input from students on what projects would/wouldn't work (and why)
Increase response to initiatives- acknowledging that students respond better to schemes or even questions coming from students and not from staff
Additional support on project work
Increased admin and other support around key events (such as the yearly conference)
Increased student awareness, and prevalence of use of student voice in Inclusion Conference
General outcomes: students have helped reduce pressure on already time constrained staff, and been a powerful positive disruptive force to help us consider what we should be prioritising.
Student workers
Recruitment:
Student channels: advertised predominantly through unitemps and on digital screens across campus
Director of Student Experience and Progression network (), and shared through Departmental heads of contacts
Induction: 2 hour session that covers getting know each other, introducing the team and an overview of the IE priorities, group activity to encourage them to start thinking about inclusivity and what to do in certain situations. Short section dedicated to housekeeping (using unitemps and giving an overview of their role).
Post type: recruited yearly, typically starting in January and ending in July
Work is often expected to pick up in term 3- which is highlighted in the advert for the role
Personal development support: reflection logs- to help support students to see how what they are doing is supportive of a wider ecosystem
