2014 Activity Plan/Staff: Difference between revisions
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WMUK does not foresee any increases in staffing in the next financial year. We aim to remain at our current level of 9 FTE including one person, our Wales Manager, on a 12 month contract and one person sponsored by the Foundation working on Wikimania liaison. | |||
All staff resources are [[:Commons:File:Wikimedia UK 2013 Q2 QFMR - Staff Allocations.pdf|assigned to programme work]] in a quarterly exercise to determine the monetary value of staffing allocated to our seven programme areas. | |||
We are awarding staff a 3% salary increase to reflect the UK’s cost of living increases. There will also be a further £3,000 to be used as needed to reflect changes in staff duties. | |||
The staff organogram can be seen [[:WMUK:Staff#Hierarchy|here]]. | |||
;Timelines - i.e. what happens quarter by quarter | ;Timelines - i.e. what happens quarter by quarter | ||
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*All staff receive one to one meetings with their manager at least every six weeks and an annual review (gdoc) | |||
*We aim to ensure staff continue their personal development through regular recorded training (on training sheets) | |||
*We aim for all staff to take their annual leave within the year that leave is earned (on leave sheets) | |||
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Revision as of 10:44, 18 December 2013
- Lead member of staff
Jon Davies
- Budget amount
330,712
- Description and overall rationale
WMUK does not foresee any increases in staffing in the next financial year. We aim to remain at our current level of 9 FTE including one person, our Wales Manager, on a 12 month contract and one person sponsored by the Foundation working on Wikimania liaison.
All staff resources are assigned to programme work in a quarterly exercise to determine the monetary value of staffing allocated to our seven programme areas.
We are awarding staff a 3% salary increase to reflect the UK’s cost of living increases. There will also be a further £3,000 to be used as needed to reflect changes in staff duties. The staff organogram can be seen here.
- Timelines - i.e. what happens quarter by quarter
- Success criteria and Metrics - overall and quarter by quarter breakdown if relevant
Goals
- All staff receive one to one meetings with their manager at least every six weeks and an annual review (gdoc)
- We aim to ensure staff continue their personal development through regular recorded training (on training sheets)
- We aim for all staff to take their annual leave within the year that leave is earned (on leave sheets)
- Risks