Values are embedded within the recruitment and progression cycle, for example:

• To make the values visible and ensure staff and prospective staff can see our commitment to values 
• To ensure our values are understood and consistently applied throughout the recruitment process 
• To update academic promotion documents so they are aligned with and reflect our values 

Values are embedded within the employee relations (ER) cycle, for example:

• All training provided by the ER team will refer to Values
• All ER policies are updated to incorporate Values
• All hearings and meetings will be conducted with Values in mind, with respect for all parties (ongoing)

Values are embedded within the Reward, Recognition, Policy and Engagement cycle, for example:

• Use the Staff Forum to highlight and talk about the Values as they are used and demonstrated throughout Imperial
• Values are embedded into the Staff Survey when reviewing the question set
• A framework to support non-financial recognition underpinned by the Values

Values are embedded within the Equality, Diversity and Inclusion cycle, for example:

• Incorporate the values into the policies and guidance documents to reflect the behaviours and culture expected from staff/leaders at Imperial
• Use social media to message EDIC support of Imperial values and spotlight news items and links to best practice 
• Incorporate the values into programmes to ensure that participants have an opportunity to reflect on how they can incorporate the values into practice 

Values are embedded within the People and Organisational Development (POD) cycle, for example:

• To use existing comms channels to highlight values and behaviours in more detail. This provides another route for promoting values while also adding valuable and relevant content to the newsletter (Ongoing)
• To ensure that all participants receive updated materials referring to values and behaviours, providing a consistent message 
• To ensure that the POD website provides relevant content on and reference to values and behaviours, taking opportunities to highlight these wherever appropriate

Values are embedded within Performance Management, for example:

• Impactful training that equips managers and staff to take the right level of responsibility to have constructive and motivating conversations related to performance and development 
• Included is a rating related to performance that provides individuals with a clear indication of their impact and performance 
• To make the link/relationship between performance and development stronger – incorporate it into training