Advice and support to students is offered through our Advocacy and Policy team. They run our free, independent and confidential Advice Service that all students can access. The team also run a wellbeing and retention calling project, working to call every student at least one in the academic year with wellbeing check and escalate any need for help. Finally, they also work with the University closely on policies and processes to ensure that all students can be supported whilst at university.

1) We will transform our physical and digital spaces for Advice and Retention so that students can find the support they need in a safe and accessible way.

2) We will amplify student challenges by sharing monthly trends with GSU staff and Officers so that relevant issues are heard and acted on.

3) We will support the Front of House function to undertake basic triage across the service so that students have fast and reliable answers to basic enquiries.

4) We will refocus the vision of the retention service so that we can engage and speak to students based on refreshed objectives, helping them become their best at Greenwich.

1) Utilising current measures e.g. National Student Survey (NSS), GSS, Staff Engagement Survey, MSL data, Advice Pro data, finance system data

2) Website hits, referrals through key links, National Student Survey (NSS), Digital drop-ins engagement

3) Space usage at each campus

4) Number of triages enquiries

5) Digital drop-ins engagement

Our Marketing and Communications team are there to shout about what we and our members do. They maintain our websites and social media channels, aiming to produce engaging content for everyone to read and watch to promote all our services and activities. They also work with teams within the union and produce materials to ensure that these services and activities can run successfully - from menus in our venues to leaflets about our events, information booklets for students and presentations at our celebratory awards.

1) We will develop and deliver a thematic comms plan based on the strategy that supports more structured and proactive communication from the union.

2) We will feature more student led content, tailoring to student needs, trends and achievements.

3) We will create an engagement score/s for students using data across the union to identify less engaged students to better tailor and target our communication.

4) We will shine a spotlight about environmental sustainability on a regular basis to inform and inspire our members and stakeholders to be part of change at Greenwich and beyond.

5) We will take part in University project to research and develop a student comms strategic plan to communicate to all Greenwich students.

1) Analysing comms data to see impact, such as from our website and membership management system, Google Analytics and social media, using previous years’ as a benchmark

2) Reach and engagement across social channels

3) Attendance figures and/or income

4) Utilising UTM links and analysing their performance

Our Operations team look after finance and HR at GSU. The finance part of the team run vital processes such as payroll for our career and student staff, paying suppliers for equipment and services we buy or hire, invoices clients who hire our spaces or services, and regularly checking our accounts to ensure we are financially stable as an organisation. Our HR team look after GSU employees, ensuring they have the tools, processes and support from the organisation to perform their roles.

1) We will build the Finance Team, having clear roles and a dynamic and collaborative team.

2) We will have clear and well communicated processes through our documentation and practices.

3) We will produce accurate and insightful data, working collaboratively to help departments achieve their goals.

4) We will deliver an improvement on the recent previous year’s annual external audit.

5) We will build a comprehensive organisation wide Learning & Development strategy (and amended Policy) with short, and long term goals, with initial input from GSU staff networks.

6) We will build an organisation wide Reward & Recognition strategy with short and long term goals, with initial input from GSU staff networks.

7) We will continue to create an environment with equality, diversity and inclusion at the heart so all people flourish at GSU.

8) We will build sustainability into our department, promoting and helping to track it across GSU.

1) Clear job descriptions and Team responsibilities

2) Improved knowledge across GSU/feedback from staff

3) Reasonable information provision

4) Indicative Audit Report

5) Consultation/ engagement of 90% career staff and 50% of student staff

6) Work with Unison and Staff Rep Group on drafting P&C strategy. This would include monthly meetings taking place throughout to provide updates on progress

7) 80% response rate from career staff for all surveys (Careers after Babies, pulse surveys, Equality, Diversity and Inclusion survey). 50% response rate from student staff for pulse survey.

8) Improved knowledge, metrics to record sustainability and new ways of working

Our Commercial team run our shops and venues on all three University campuses, as well as our online merchandise store, and our external hire service, Flagship Events. The whole union is not-for-profit, meaning all income our Commercial team makes goes back into the Union to contribute towards all our services and activities. They also work to ensure that our menus and products are great value for students, as well as providing a range of jobs for students to earn money and develop skills whilst they study.

1) We will ensure high-quality and consistent service across all outlets utilising accurate data, consistent procedures, and digital service delivery.

2) We will introduce digital process to enhance customer efficiency and improve the student's experience.

3) We will train and uplift our student staffs' skills, support training outside of our department and show licensed trade as a pathway to real-life employment.

4) We will increase our sustainable practices in our venues (e.g. reusable service ware) and talk more about our sustainable initiatives to our members.

5) We will continue to enlist expert support and guidelines across all our operations to decrease our footprint and increase our handprint in overall organisational sustainability efforts.

6) We will align our events to engage more with the diverse student community, increasing student satisfaction, and provide student packages to increase student use of our venues.

7) We will ensure our key events (ex. Welcome, Varsity, Balls) generate a 10% increase in revenue and student satisfaction.

1) Feedback from surveys

2) Data from NUS training portal, HR report, Staff Savvy, Staff Survey, newsletter response rates

3) Feedback, Lightspeed tell data, finance system data, survey responses

4) Data on average spend, finance system data, survey responses, native data, events conversion rate

Our Engagement and Opportunities team is one of the biggest at GSU! They run our GSUmove and Medway Move programmes, Global Greenwich, Give It A Go, and support our Clubs and Societies across all three campuses. There are parts of the team at each campus, with the team at The Hub running activity for all students at Medway including the University of Kent and Canterbury Christ Church.

1) We will ensure 75% of student leaders complete sustainability training resulting to a minimum of one event each in collaboration with activity programmes.

2) We will enhance our reward and recognition program for students through student groups and activity programs with the aim of making them life ready.

3) We will design a feedback & reporting mechanism to enhance the proactive implementation of our offer.

4) We will target students that are most at risk/least via retention project resulting in 85% of students feeling a sense of belonging within university.

1) Utilising data from content and membership management system (MSL)

2) Data from Moodle courses listed

3) Data from relevant surveys

4) Conduct focus groups for feedback

5) Utilise data from Wellbeing and Retention Project

6) Utilise data from Wonkhe

Voice and Representation at GSU covers a number of different areas: looking after our democratic systems of elections and Student Assembly; training and supporting academic representation; research into the student community at Greenwich to provide vital insight; campaigning and awareness through our Liberation Communities; and ensuring the student voice is heard at every level of the Union and University.

1) We will foster a democratic culture and dialogue across the organisation and with our students, to promote engagement.

2) We will equip students and sabbatical officers with the key skills to make change.

3) We will foster a sense of belonging to liberation communities and enhance their campaigning capabilities.

4) We will expand the role of Academic Representatives to be proactive advocates for their peers and co-create their academic experience.

5) We will cultivate skills for student leaders.

1) Increase in votes and attendees at student assembly by 10%

2) Website traffic monitoring to relevant content

3) Have Medway officer team complete at least 2 collaborative campaigns at the Medway officer check ins.

4) At least one motion per Assembly brought by Rep

5) Election data (e.g. number of votes, reduced number of complaints) for Officers and Liberation Chairs

6) Surveys to measure engagement in voice activity Have at least 10% of the Medway student population engage in voice activity

7) Four insights projects per year with one led by the Officer team and one by the Liberation chairs

8) Provide key insights regarding campaign tracking and completion to support Officers to ensure 0% of campaigns are 'Code Red' by final scrutiny

9) Have 45% of programme representative roles filled and 100% engage in training.

10) Fill 75% of SNO roles and 100% engage with training.

11) Increase in National Student Survey (NSS) score

12) 100% of Academic Society leaders engage in training.

13) 100% of training attendees report an increased understanding of the climate crisis and have confidence articulating this

14) Bespoke training for relevant roles created and delivered