Strand C
Leeds Metropolitan University, lead HEI for the IDR project, has set up an in-house Mediation Service for its staff.
Information Leaflet (PDF Document, 1.4mb)
The objective is to try to deal with disputes at the earliest possible stage, particularly those where the problem is a breakdown of working relationships.
Twelve staff have been trained to work within this service as in-house mediators, and one of them has been appointed to act as the Mediation Service Co-ordinator. This means that when a member of staff contacts the service through the telephone or email provided, the Co-ordinator allocates the mediators to the case. In the initial meetings the mediators assess if mediation is appropriate. There may be occasions when it is more appropriate to use an external mediator of appropriate experience. For example if the case is considered to be particularly complex or involves senior managers.
We are keen to invite input from other HEIs on a number of points so that we can create a forum for comparison and share good practice.
REFERENCE TO COMMERCIAL PROVIDERS OF MEDIATION TRAINING IS MADE SOLELY FOR PURPOSES OF OPEN DISCUSSION OF THE FUTURE NEEDS TO BE MET BY MEDIATION TRAINING PROVISION. IT DOES NOT IMPLY PROJECT APPROVAL
1. What 'trainers' have you used?
Leeds Metropolitan University’s team of in-house mediators have been trained by Conflict Management Plus Ltd. The feedback from those who attended the training has been excellent. Another twelve staff are being trained in April 2008.
Conflict Management Plus Ltd mention that they have provided training for staff from other HEI’s. Nottingham Trent University, Birmingham University, Sunderland University, the University of Northampton, the University of Gloucester, Nottingham University, Manchester University, Warwick University and others.
We should be glad to hear from these HEIs about the effectiveness of the mediation service or system they are operating and how well the training has met their needs.
We should also like to hear from HEIs which have used other external trainers, so that we can establish what is on offer from commercial training providers.
Those HEIs which are already using mediation are particularly welcome to send in comments on the points below, or any other aspect, which we can post on the website.
2. What level of 'qualification' are you aiming to offer your in-house mediators?
Conflict Management Plus Ltd. offers a 'nationally accredited certificate in mediation skills and practice'. The 'accreditation' comes from OCR (Oxford, Cambridge and RSA Examinations). It is not a tertiary-level qualification and the 'Quality Assurance' of the course does not sit under the umbrella of the Quality Assurance Agency. Staff taking this course do not therefore gain transferable credits.
OCR explains that it accredits the provider not the course. It is Conflict Management Plus Ltd which is 'nationally accredited' in this sense, not its courses, and the QCA has no control over content.
Questions
i. How far do you believe your staff or student union officers would be willing to give time to working towards a professional qualification at tertiary level and carrying a corresponding professional status?
ii. Would they feel differently about this if they could undertake a training which would give them transferable credits?
iii. If you have a Law or Business Studies course, does either include a mediation module or element?
iv. If so, could staff development make use of this course-provision in any way in training staff to act as mediators within your institution?
3. Further questions
i. Have you created practical aids, for example a standard letter for the in-house co-coordinator to send to the parties? If so, may we have a copy for the website?
ii. Would you favour the creation of a register of experienced mediators prepared to work locally or nationally, to whom more complex disputes could be referred and also those in which the parties may not be willing to 'trust' an in-house system? What qualifications would you look for in such mediators?