The University of Canterbury is a member of the Association of Commonwealth Universities (ACU). Our membership provides access to a number of exciting, interesting and challenging opportunities such as conference grants for early career academic staff, academic fellowships, and grants to support initiatives that will boost gender equity and equality.
There are opportunities to “Get Involved” – collaborations across the Commonwealth e.g. “Global challenges”, “Access and inclusion”.
There’s also a range of opportunities for our students including scholarships, summer school grants, and fellowships.
Current opportunity promoted on the ACU site
“A Queen Elizabeth Commonwealth Scholarship is a unique opportunity to study for a two-year Master’s at an ACU member institution across the Commonwealth.
Through cultural exchange and academic collaboration, Queen Elizabeth Commonwealth Scholars help bring about positive change and find solutions to the shared challenges we face – both in their home countries and those that host them. Applications are open until 15 January 2020. Find out more on our website ”
Newsletter “acu syntHEsis”.
I will endeavour to publicise opportunities as they arise but the best way for you to be sure of current rounds in a timely way would be to subscribe to their newsletter.
The newsletter is monthly. The current issue is available via the ACU Synthesis link. To subscribe and keep in touch with news and opportunities, email email@example.com.
The Association of Commonwealth Universities is an international organisation dedicated to building a better world through higher education.
International collaboration is central to this ambition: by bringing universities together from around the world – and crucially the people who study and work within them – the ACU helps to advance knowledge, promote understanding, broaden minds, and improve lives.
The ACU champions higher education as a cornerstone of stronger societies, supporting its members, partners, and stakeholders as they adapt to a changing world.” (ACU homepage).
The Identity & Access Management Programme (IAM Programme) is replacing the aging and unsupported back end solution of the current IDMS system.
When is it happening?
The new IAM platform will go live on the weekend of the 23 & 24 November, replacing the current solution.
Who is impacted?
Staff, visitors and students are impacted. Visit the IAM Project Intranet site(staff access only) to see in detail what is changing for each group.
A new password tool is coming!
Existing staff, visitors and students will use the new password tool to change their password:
The new password tool will be accessible via the ITS Website and users will be re-directed to an external site with a url name of okta.com
Existing staff can login with their current user code and password and need to enter the following:
a second personal email address (not shared with other systems),
a mobile phone number
and choose a security image
New staff, student and visitors will be send a welcome email to their nominated private email address with a link to the new password tool (okta.com) to set a password. They have to enter the same details as above.
Note: Mobile phone number in the new password tool are not shared with anyone or any other systems. They are only held for the purpose of a 2nd authentication factor (i.e. text message code).
Benefits of the new IAM solution are:
Providing single sign on capability – sign on once for multiple IT applications,
Faster provisioning of default access for new staff, visitors and students,
Enhancing Self-Service – new Assyst tiles for requesting additional access to resources,
The ability to streamline Access Management Services – get access to systems more easily with automation, which can be enhanced in future,
Better protecting identity and access information while the user experience is ensured,
More quickly synchronising password changes with downstream systems,
The solution is adaptable and can grow with the needs of UC,
Human Resources has been working on a project to replace the current UCPeople/PeopleSoft recruitment module for continuing and long term fixed term staff recruitment with new a recruitment platform.
The new recruitment platform is named ‘UC Jobs’.
Note: University of Canterbury Temporary Vacancy System (UCTV) is not affected at this stage.
This project is in line with the UC Staff Recruitment Strategy and as part of an ongoing commitment to operational excellence and continuing process improvement.
What is changing?
The new staff recruitment platform will enable process and technology improvements across UC and hiring managers will have greater control to move their candidates through the recruitment process. The recruitment business case will now be entered and approved online.
The new staff recruitment platform will go live next Wednesday 20 November 2019.
What is happening with currently advertised roles?
Current roles that we are in the process of recruiting via the UCPeople/PeopleSoft Recruitment Module are closing on Tuesday 19 November at the latest.
The old UCPeople/PeopleSoft candidate portal will close at the end of business on Tuesday 19 November. Current roles and applicants who applied via UCPeople/PeopleSoft will still be processed in the old Recruitment system.
From the 20 November all new advertised roles will be posted via the new Recruitment Platform ‘UC Jobs’.
Human Resources will work with each hiring manager individually as new roles to be advertised arise.
I am on the cusp of a week’s leave which will definitely contribute to my own wellbeing. So this is a short, but hopefully sweet, posting.
Blue CLUES and Weaving the Rope – November – Psychology of work, performance and wellbeing session – next month we are very excited to be co-hosting, along with the College of Business and Law and the College of Science, Professor Michael Leiter from Deakin University, a world-renowned expert in the psychology of work!
Combining Blue CLUES and Weaving the Rope sessions together this time has allowed us run the same one hour session twice on 7 November to give you two options of time. Attendance is limited to 100 people per session. There’s more information and registration details in this blog.
Weaving the Rope – our inaugural organisational culture sessions for all staff were held late last month. It was good to go back to basics and look at the How Culture Works Model. About 150 people attended and you can see details about what we covered on the OD website soon.
Opening up those silos – an article caught my attention this morning, especially the comments about intra-unit cooperation generally being high (we work well together) but inter-unit coordination is often seen as being problematic (they are difficult to work with).
That situation plays out in many of the culture outcomes across UC’s results. Is that your experience? If so, then the article might be worth five minutes of your time. Trying to work across silos can be frustrating and detrimental to our wellbeing at work.
“If we want to achieve great things at work, to solve challenging and meaningful problems, and to live and work in constructive cultures — we must cultivate a broader sense of We”.
Ngā mihi, Karen Mather, Organisational Development Manager