AUA Blog

AUA members: want to look ten years younger?

AUA has been approached by a researcher from the Channel 4 makeover show, Ten Years Younger, who are casting for the next series.  They are inviting university staff to either apply themselves, or nominate someone they know - a friend, partner, relative… colleague??

AUA members are, of course, exceptionally well-presented, but you might know just the person who would benefit from such an experience.  So, here's the blurb:

Do you know anyone who is in need of a makeover?

Channel 4 are looking for lively new applicants (especially men!) to take part in the next series of '10 Years Younger'.

We will welcome calls from anyone interested in nominating themselves, or someone they know, for one of Channel 4's leading makeover shows.

To apply, call the 10 Years Younger team NOW on:  0121 224 8381  or email 10yearsyounger@mavericktv.co.uk  to request an application form.

We are in the process of casting for a new series right now so please don't delay!

Opinions on Dyslexia: a label to get you off the hook?

I am sending a post on the blog in response to the article in last Friday's (1 June 2007) AUA News Digest on Dyslexia: a label to get you off the hook? by Pete Bee.  I found the comments by the author and subjects interviewed unfair and prejudicial.  How can this be justified?  There are a vast number of students within HE who do not receive a formal diagnosis of a disability until they start their studies and are therefore quite vulnerable.  From personal experience of living with a disability, I find that those students who declare a disability or medical condition on their UCAS application form genuinely do so because they feel that they don't want to be disadvantaged during their studies and I think this article will now see students wishing not to declare their disability upon their application.  I think the same may go for disabled administrators should they apply for positions within HE institutions.  Having not received a formal diagnosis of my disability until my teens, I can emphathise with those in a similar situation as myself who may have a condition which has gone undiagnosed.   Fortunately, this has not disadvantaged me within both my university studies and HE administrative career.  Should the student be diagnosed with or declare a disability, they are entitled to apply for Disabled Student Allowance to assist with their studies and not be placed at a disadvantage as a result of their disability.  However, students who wish to apply for this have to provide medical evidence of their disability or medical condition as part of the application process such as a report from a psychologist, psychiatrist or even evidence of Statement of Special Educational Need (England/Wales)/Record of Need (Scotland).  Therefore, how can the author justify stating that students use dyslexia as an excuse to succeed in their studies.

What the psychologist doesn't realise that there are more dyslexic people because of better diagnostic techniques, better awareness of the condition and more tactful attitudes towards disabled people.

Finally, it is ironic that this article was written by an educational psychologist, the very 'professional' who is supposed to diagnose and advise potential university students about how to handle their medical condition or special educational need.  Therefore, the author needs to get their facts straight before prejudging this.

Thank you.

 

Work space - office or open plan?

With a view to making best use of scarce office-space resources there is a proposal to move from working in individual offices to an open-plan configuration where all members of a student-facing section (except Head of Service) would be in the same space. I’m interested in finding out about the potential advantages and disadvantages of this work environment, with a view, obviously, to maximising the former and minimizing the latter.

I’m particularly interested in any research that has been carried out into the influence of layout of the work environment on staff efficiency and effectiveness and communication between staff. Perhaps colleagues in Estates or Personnel could direct me to some? Also if anyone has personal experience of such a change,  comments would be welcome.

Staff Wellbeing

I am working on a number of initiatives relating to staff wellbeing and I would be interested in any perspectives on this topic from colleagues. In particular have you developed a local staff wellbeing programme within your department/team?  How do you assess staff satisfaction within their roles?  What action do you take in respect of work-life balance considerations?  How do you address issues of equality and diversity as they relate to HR management in your local context.  I realise these are rather broad topics.  Also I am not so much interested in hearing about institutional polices so much as localised practice and action.  Any feedback, comments and information appreciated.

Andrew West, Director of Student Services, The University of Sheffield