IT Services Staff Survey Action Plan
Welcome to the IT Services Staff Survey Action Plan for 2026.
Following valuable feedback from the recent Staff Survey, the IT Business Management team initiated a series of focus groups to explore key themes raised within the ITS Staff department. These focus areas include Social Connection, Learning and Development, Leadership and Feedback & Recognition.
After thoughtful discussions, an action plan was developed, outlining specific steps and initiatives designed to address these concerns. Various actions have been assigned to individuals across the IT department to ensure measurable progress.
For a detailed summary of actions and the corresponding measurements of impact, please refer to the focus areas listed below (accordion). For live updates and ongoing tracking of our progress, please access the action plan via the linked spreadsheet below.
We are committed to continuously improving and enhancing the IT Services experience for all staff, and your feedback plays a crucial role in driving these positive changes.
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Summary of actions/mitigations relating to each key focus area including dates. |
Measures of impact including timelines | Progress to Date |
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Focus Groups are planned (PSD) and at this time this area will be updated
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Focus Group to be arranged (after start of term) |
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Summary of actions/mitigations relating to each key focus area including dates. |
Measures of impact including timelines |
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Continuation from Staff Survey Action Plan 2025
Improve communication channels between QMUL Senior Leadership and all colleagues in the ITS department, by ensuring that key messages such as the SET Read out, and updates are shared promptly across ITS through established communication channels(e.g. departmental meetings, newsletter, email updates).
Incl. ITLT read outs.
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Staff Survey 2026 shows improved awareness of senior leadership decisions and priorities.
Key updates are consistently circulated within one week of leadership meetings
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By October 2026, implement a ‘Staff Survey Said’ approach within the team, providing regular updates on staff feedback received, actions taken, and explanations where suggestions cannot be progressed. This will improve transparency, understanding of decision-making, and confidence that staff voices are heard across management boundaries.
Explore how this can be implemented
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Quarterly updates published; staff feedback logged and responded to; positive movement in pulse survey and Staff Survey questions relating to communication, transparency and feeling heard
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Summary of actions/mitigations relating to each key focus area including dates. |
Measures of impact including timelines |
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Managers to figure out how much space the teams have for learning new skills or shadowing
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All staff to have attended/completed at least one learning and development opportunity by March 2027
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To develop and communicate clear career progression pathways and development opportunities within the team to strengthen understanding of progression routes and support talent development and future capability..
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Ensure 100% of staff have access to documented progression pathways and that all staff participate in at least one development-focused conversation per year, with increased awareness of progression routes measured through staff feedback or survey results.
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Where response rates are above Queen Mary average for that factor, or results have moved +3% or more since 2025:
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Area |
Action | Measures of impact |
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Social Connection
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Establish a Working Party to explore the process of donating recycled laptops to local schools. This will involve working with local schools, community partners, Stones, and other suppliers.
Increase awareness of Social Mobility - Phillipa Lloyd, Vice-Principal to attend an upcoming All Staff meeting to speak on QMUL Social connection
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Working Party established with clear Agreement between QMUL and Partnering School
Engagement with local schools
Phillipa Lloyd attended an ITS All Staff Meeting to share the work of the Enabling Plan - Maximising Impact and Income; Leading in East London and Stratgic Employer Engagement
The visibility of the Enabling Plan will continue with links on the ITS Intranet site for staff to keep abreast of progress and developments in this area
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