Working at Oxford Anthropology

 
 

The School strives for a culture that is transparent, inclusive and supportive for all its staff and students and we are improving our working environment in these areas. To monitor progress, every two years we conduct a staff survey.

We are in the process of applying for Bronze level Athena Swan accreditation. The award supports women in particular, but we see this as an opportunity to support all those who wish to further their careers whilst maintaining a balance with their home and family lives. We are developing the opportunities available to all our staff and encourage your feedback on how to improve.

51-53 Banbury Road
64 Banbury Road

 

 

Welcome and support for new arrivals

We recognise that Oxford can be a complicated and confusing environment particularly for new arrivals. We want to make newcomers feel comfortable as quickly as possible.

  • You will receive a copy of our School Handbook as part of your induction. Together with the information on this site and meetings with your line manager we aim to make your induction as effective as possible.
  • Where appropriate we offer mentoring for new staff. Your mentor can help with your research planning. To facilitate full integration with the School and its activities new Postdoctoral Researchers must identify a School mentor as part of their application process (see Postdoctoral Research for full details).

 

Respect

The School expects all members of our community, as well as visitors and contractors to treat each other with respect, courtesy and consideration. We are committed to fostering an inclusive culture which promotes equality, values diversity and maintains a working, learning and social environment in which the rights and dignity of all members of the School are respected. No-one should have to tolerate being harassed or observe others being harassed.
 
If you feel the we are not meeting expectation, please act!
 
You can :
  • Discourage any form of harassment you experience or witness by making it clear that such behaviour is unacceptable.
  • Contact the Harassment Advisory Service, or your local harassment advisor, for support.
  • Ask your line manager or a neutral colleague to raise the matter on your behalf.
  • Make a formal complaint under the appropriate procedure.
Further information is available. The School's full policy statement is attached and details of the School Harassment Advisers can be found on SharePoint.

 

Transparency

The School has made a commitment to improve communication, both electronic and face-to-face. The Head of School attends termly unit meetings and the School Forum to hear about issues of concern to staff and to answer queries.

  • Formal communication is through the School’s committee structure. Wherever possible agendas/papers will be made available a week before each meeting. Redacted (where necessary) minutes  will be made available to all staff. See SharePoint.
  • There is a weekly email Newsletter providing information on funding opportunities, events, policy updates etc.
  • Information is also available on this website.

 

 

 

Work - Life balance

  • We will do our best to accommodate requests for flexible or part-time working and adjustments for particular family needs – either short term or long term.
  • There is funding available to support return after caring leave.
  • There is a commitment to, wherever possible, hold School events in core hours.
  • The School does not expect staff to answer work emails and phone calls in the evenings or at weekends.
  • The School encourages all staff to make use of their annual leave entitlement.

 

Effective PDR and career development support

  • Women are encouraged to apply for positions in the knowledge that the recruitment panel will include a significant proportion of women. The chair of the panel will be trained in inclusive recruitment and all panel members will have been offered unconscious bias training.
  • We are working towards a situation where all staff have access to a Personal Development Review (PDR) including the opportunity for workload review, career planning, research planning, identification of training needs and development opportunities. There will be support to deliver the agreed plan.
  • All staff have access to training.
  • The School is implementing a process for monitoring workloads which, together with effective PDR discussions, is intended to allow staff time to develop their careers.
  • The School adheres to the Code of practice for researchers.
  • Mentors and managers are offered guidance and training.

 

 

 

 

 

 

Welcome to Oxford - general information for staff new to Oxford

Staff Handbook

Postdoctoral research

 

 

 

 

 

School of Anthropology & Museum Ethnography Statement on Harassment
 
The University does not tolerate any form of harassment or victimisation and expects all members of the University community, its visitors and contractors to treat each other with respect, courtesy and consideration. The School strives to uphold these values and is committed to fostering an inclusive culture which promotes equality, values diversity and maintains a working, learning and social environment in which the rights and dignity of all members of the School are respected. No-one should have to tolerate being harassed or observe others being harassed.
 
How do you know you are being harassed or bullied?
Harassment is unwanted and unwarranted conduct that violates another person’s dignity, or creates an intimidating, hostile, degrading, humiliating or offensive environment for another person. Vigorous academic debate will not amount to harassment when it is conducted respectfully. Bullying is a form of harassment characterized by behaviour that is offensive, intimidating,malicious or insulting, or is a misuse of power.
 
If you find yourself in either of these situations, please act!
 
You can :
• Discourage any form of harassment you experience or witness by making it clear that such behaviour is unacceptable.
• Contact the Harassment Advisory Service, or your local harassment advisor, for support.
• Ask your line manager or a neutral colleague to raise the matter on your behalf.
• Make a formal complaint under the appropriate procedure.
 
Advice and policy details can be found at http://www.admin.ox.ac.uk/eop/harassmentadvice/. The School Harassment Advisers are Mark Gunther and Laura Peers. Please feel free tocontact either should you wish to discuss anything related to this policy.
 
The School undertakes to support anyone who makes or indicates an intention to make an allegation of harassment and will investigate complaints fairly.
 
Back garden at 51
 
Weekly email Newsletter circulation list: request to be added

SharePoint (access to committee papers)

The School is managed through a committee structure that is detailed in the School's Standing Orders. The membership profile of the various committees is monitored with the intention of maintaining committee membership that represents the profile of the wider department. When vacancies arise they are communicated by email. Your Personal Development Review is an opportunity to discuss how a committee role could broaden your experience.

There are numerous opportunities to become involved with the administration of the School and the size of the tasks vary. We are gathering descriptions of each role on SharePoint would encourage staff to consider how one of these roles may contribute to their career developoment. Vacancies are circulated via email. As part of the School’s commitment to Athena Swan we particularly encourage female colleagues to apply.

Examples of academic administrative posts in the School:

  • Head of School
  • Chair of Examiners
  • Research Director
  • Harassment Advisor
  • Director of Graduate Studies
  • Doctoral Admissions and Research Convenor
  • Director of Graduate Admissions
  • Chair of the Equality & Diversity Committee
  • Director of Human Sciences
  • Director of UG Admissions
  • REF Co-ordinator
  • Members of CUREC Committee
  • Student Awards Committee member

A range of working patterns exist in the School and as a general guide staff are encouraged to limit their working time to working hours and should not feel obliged to answer emails or work-related phone calls in the evenings or at weekends. Whenever possible the School will arrange meetings and social events to avoid difficulty for those with caring responsibilities.

Though there is a procedure for requests for flexible working should you wish to formally change your working pattern or hours, the School tends to deal with most requests for flexible working, such as occasional homeworking, on an informal basis.

If at all possible, the School will meet requests for flexible or part-time working, adjustments for particular family needs – either short term or long term. Those working on fixed term externally funded contracts should note that there may be funder-imposed restrictions.

The School follows the University's provisions for family leave. Details can be found here.

The School recognises that staff with childcare responsibilities face obstacles to conducting fieldwork. We are considering ways in which we can better support our staff in this area.

 

 

University vacancies

You have the opportunity to apply for jobs advertised in the wider University. See the Jobs and Vacancies pages on the website.

 

Recognition of Distinction

For academic and senior research staff, the Recognition of Distinction can be considered a proxy. The annual ‘Recognition of Distinction’ (RoD) exercise confers the title of full Professor upon those who have demonstrated exceptional achievements in research, teaching, and citizenship. Success has no direct impact on duties, but awards a salary increase of c.£2.6k p.a. The RoD application invites disclosure of equality-related personal circumstances. The School does not have in place a formal procedure for identifying suitable applicants for RoD. However the HoD has, where appropriate, encouraged applicants.

 

Reward & Recognition

For administrative, support, research staff and Departmental Lecturers there is a Reward and Recognition process. This rewards exceptional performance significantly above what might reasonably be expected for an individual’s grade. Individuals can be nominated or self-nominate, but they must have the support of their line manager.  The scheme has two parts: an annual gathered-field review that awards incremental payments, and a recognition scheme that makes a one-off payment of £200 at any time of the year.

 

Re-grading

Where there has been an increase in the level of responsibility (ie not just the amount of work) there may be a case for requesting review of the grade of your post. If, having reviewed your job description and discussed it with your line manager, it is clear that the level of responsibility has increased you should apply for your post to be re-graded.

 

This procedure applies to administrative, support, research staff and Departmental Lecturers.

You will find details at http://www.admin.ox.ac.uk/personnel/reward/jobeval/existing/. You should discuss an application Gil before attempting to complete the paperwork. A request can be initiated by the School or an individual at any time but an application must be submitted by the School.

Although the terms ‘PDR’ and ‘appraisal’ are sometimes used interchangeably and both can cover long-term career development and expectations and targets. The School currently has compulsory five-year appraisal for all academic members of staff, and an annual personal development review (PDR) scheme for administrative, research, and support staff. The PDR scheme is aligned with university-wide principles supported by the Oxford Learning Institute (http://www.learning.ox.ac.uk/cdr/pdr/).

The School intends to review its provision in this area with the intention of moving towards a review process that ensures staff have the opportunity to review workload, discuss plans for career development, research and training needs. The PDR is an opportunity to agree a Personal Development Plan including, if appropriate, progression through administration and committee roles and School management positions. The plan should balance opportunities for experience with career aspirations, research, workload and college responsibilities.

The School has a process designed to ensure that research proposals it submits are of a consistently high standard. Early implementation of quality assurance review provides an opportunity to identify weaknesses in the case for support and to thereby improve the probability that it will receive funding approval. Applicants are strongly encouraged to consult with relevant research facilitators in their unit, the School or the Division at an early stage in the preparation of their proposals. Some funders impose restrictions on applications based on your type of contract of employment. Check that you are eligible to apply.

Full details of the Research Application Review Process are avaiable of SharePoint.

 

 

The Learning Institute supports women's progression by running the Springboard programme. The Institute also hosts the Ad Feminam mentoring scheme, intended to encourage women to explore their leadership potential within academic life, or within an administrative career, for example, as leaders of departments and divisions or taking leading roles in university governance.

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