UCL HR Excellence Action Plan for 2017

Transcription

1 UCL HR Excellence Action Plan for This document proposes the actions that UCL will undertake to support the development of our research staff and to fully meet the multi faceted roles which they perform within the university and the broader society. UCL aims to provide our research staff with a comprehensive, world leading development programme, with the specialist knowledge and skills required to succeed in their research roles and with the generic career knowledge and skills to encourage their independence and agency to transit to a future role, whether within Higher Education or another sector. By fulfilling our actions, researchers will feel supported, developed and enabled to explore and achieve their aspirations and to develop the knowledge, skills, leadership behaviours and networks to do so, whilst also maintaining their desired work balance, feel listened to, valued and invested in by the university. Listed below are the actions planned by UCL in , mapped against the principles of the UK Concordat to Support the Career Development of Researchers. Objectives Lead Actions Success measure Timescale Recognition of the importance of recruiting, selecting and retaining researchers with the highest potential to achieve excellence in research Concordat principle 1 HR OD Introduction of a new HR Strategy Introduce an institutional Aug , with a focus on approach to the recruitment attracting and retaining high of researchers that takes potential researchers account of local requirements Review institutional recruitment and selection processes, including talent retention Review institutional approaches to talent attraction and retention, including researchers Implementation of an institutional approach to attracting and retaining talented researchers Aug

2 Objectives Lead Actions Success measure Timescale HR Policy Review effectiveness of redeployment process to retain research expertise within UCL Increase number of redeployed researchers who use the redeployment process by 10% (in there were 64 redeployed researchers) Sep 2018/Annually HR Reward Improve guidance and publish information on how to use the new Academic Career Framework (ACF) which was launched early % increase from the 2015 Staff Survey (30% of researchers said that UCL s promotion s criteria are clear) Publish and disseminate guidance documents Feb 2018 Researchers are recognised and valued by their employing organisation as an essential part of their organisation s human resources and a key component of their overall strategy to develop and deliver world class research Concordat principle 2 Recognise and value researchers as an essential component of the overall strategy HR OD Introduce the new UCL Research Staff Development Strategy, recognising the role of researchers and researcher development in achieving UCL s strategy Strategy sign off by Senior Management Team November

3 Work with Principal Investigators (PIs) and other senior research staff, to engage them in developing their Early Career Researchers HR OD HR OD RSCG Promote the UCL Research Staff Development Strategy Introduce the Code of Practice for Research Staff stating expectations of researchers and their PIs Agree researcher development KPIs with Faculties Vice Deans Research Publication on website and UCL wide promotion of the new Strategy and Code of Practice Annual review of KPIs with Faculties Vice Deans and submission of annual reports to RSCG 2nd term Start 2 nd term and then annually Objectives Lead Actions Success measure Timescale Increase researchers satisfaction with the appraisal process as a vehicle for identifying career development opportunities HR OD Faculty Vice Deans Research Launch and promote the new Online Appraisal Training it will emphasize the importance of career development and the use of the new Academic Career Framework Engage UCL Vice Deans Research in communicating with PIs and researchers 10% improvement from 2015 Staff Survey (47% said that appraisals helped identify opportunities for career development) 10% increase of researchers who ve had appraisals (CROS % of researchers said they have had an appraisal in the past two years) Annual review of KPIs with Faculties Vice Deans and submission of annual report to RSCG Feb nd term 2019 Start 2 nd term and then annually 3

4 Researchers are equipped and supported to be adaptable and flexible in an increasingly diverse, mobile, global research environment Concordat principle 3 Design a Global Competency Framework capable of supporting UCL staff, including researchers, develop international partnerships and to work in an increasingly global research community UCL HR OD Introduction and launch of UCL Global Competency Framework Framework launched and embedded in key policies and processes October 2018 Objectives Lead Actions Success measure Timescale Work with PIs to further develop their leadership skills in managing and leading their research teams HR OD PIs included in refreshed UCL Leadership Development Framework and which will underpin UCL s future approach to providing leadership development programmes and activity Introduction of new leadership development event(s) suitable for PIs 1st Term UCL Arena Expand scope of new online Supervisors Programme to include awareness raising of the Concordat Launch new online programme in October 2018 Centrally run appraisal training for PIs to include use of new Academic Career Framework Appraisal training run once a month throughout the year Monthly 4

5 Raise PIs awareness of the bespoke opportunities available for their development and their researchers HR OD Develop a communications campaign to promote the existing PI related workshops on the Research Staff Development Programme through Faculty Vice Deans Research to enable further engagement Newsletter sent monthly Bi annual promotion of the workshops to the Vice Deans Research Annually review the effectiveness of the communications campaign with the Vice Deans (Research) and take action as required. Monthly Dec 2017 & March 2018 Annually The importance of researchers personal and career development, and lifelong learning, is clearly recognised and promoted at all stages of their career Concordat Principle 4 Further expand the personal and professional development for HR OD Continue to expand the RSDP to provide a wider range of development activity supportive of researcher s career aspirations Increase number of events (currently 130 per year) and levels of participation (currently 60%) October 2019; review annually Objectives Lead Actions Success measure Timescale researchers currently supported though the Research Staff Development Programme (RSDP) Work with the Research Networks to ensure a comprehensive central and local development provision supportive of researchers requirements Regular meetings with the ECNs chairs to monitor requirements, engagement and progress against action plan scheduled to take place every six months Meetings booked every six months 5

6 Develop relationships UCL Careers with industry and other sectors to provide internships, secondments and public engagement opportunities for Early Career Researchers and to provide experience in alternative career routes for research staff UCL Careers enhanced industry liaison through employer networking events and opportunities offered through the UCL Talent Bank (a targeted recruitment shortlisting service) Promote available career development support from the start of researchers career at UCL to encourage career planning from the beginning (currently most career support is accessed towards the end of the research contract) Engagement with employer networking events and increase by 10 % (140 research staff attended employer led events and fora in 2016/17) 20% increase in those who initiated an application through Talent Bank (in , 34 researchers shortlisted through Talent Bank out of 54 researcher specific posts advertised) Use of Target Connect, an online data collection booking system for research staff to capture biographical data and career support access periods End of year review: Sept 2018/2019 End of year review Sept 2018/2019 Public Engagement Unit (PEU) Increase ECR engagement with UCL Culture and the Public Engagement Unit 15% increase of ECR led public engagement related projects through PEU (in , 17 Objectives Lead Actions Success measure Timescale ECRS have been involved in public engagement projects) 6

7 Individual researchers share the responsibility for and need to pro actively engage in their own personal and career development, and lifelong learning Concordat Principle 5 Ensure central support for Early Career Network events, including funding to deliver locallyidentified development needs UCL HR OD Continue to develop strong links with the UCL Research Domains ECNs and other researcher led networks Post doctoral staff to apply to central fund to deliver local events as part of their networks, i.e. writing retreats, inviting external speakers, external coaching, day long events etc. Regular meetings with the ECNs chairs to monitor engagement and progress against action plan scheduled to take place every six months 10,000 funding on offer; if successful increase by 10% each year. Number of funding applications will be monitored and used as a success measure. Meeting booked every six months Scheduled to take place annually Invite research staff to apply for funding to design and deliver workshops as part of the UCL s OD Research Staff Development Programme A gradual annual increase (1 2) of proposed programmes; currently one programme of nine workshops ECRdesigned and ECR delivered and funded through the RSDP. May

8 Objectives Lead Actions Success measure Timescale HR OD Offer accredited coaching Accredited Coaching Annual; ongoing programmes to research staff Programme for researchers Increase the number of qualified forms part of the RSDP coaches available to coach Early 18 accredited research staff March 2018 Career Researchers coaches to join the wider UCL Develop local mentoring Coaching Network capability and training support 55 coaching engagements per March 2019 Develop coaching skills of line year for the new pool of managers/pis research coaches October 2018 Build specialist coaching and mentoring capability and capacity to facilitate researchers pro active participation in their own development Continue to increase the available learning and development provision and opportunities for researchers in support of the Vitae Researcher Development HR OD Expand the provision of courses/workshops through the Research Staff Development Programme (RSDP) Expand the leadership and management development Delivering local mentoring sessions for researchers included UCL s Coaching and Mentoring Framework; two events planned termly Coaching skills for line managers, including PIs, incorporated into both the UCL Coaching and Mentoring Framework and also the UCL Leadership and Management Development Framework and embedded in future leadership development programmes. Increase by 10% the number of places available on researcher development courses ( , RSDP offered 130 courses with around 3,000 places) Increase by 10% the number of places on programmes October 2018 Annually reviewed at start of term; next one in Sept

9 Objectives Lead Actions Success measure Timescale Framework and the Concordat UCL Careers provision for PIs through the RSDP Expand UCL Careers provision for research staff aimed at PIs ( , 15 courses offered through RSDP with 350 places for PIs) Increase by 15% the number of researchers undertaking career support per year through UCL Careers (in around 1,148 research staff appointments/course places were accessed via UCL Careers provision) UCL Arena Increase Higher Education Academy fellowships among research staff Increase by 20% the number of research staff holding HEA fellowships (currently 351) By Nov 2019; reviewed annually Review equality and diversity data for researchers and include disability section in Athena SWAN reporting Improve data on researchers reporting bullying and harassment at work in Athena SWAN reporting Diversity and equality must be promoted in all aspects of the recruitment and career management of researchers Concordat Principle 6 HR Equality, Apply to the Business Disability Obtain Disability Standard Aug 2018 Diversity and Forum for the Disability Standard Inclusion charter mark, in support of which a cross institutional project team had been formed HR Equality, Diversity and Inclusion A number of actions have been included within the Athena SWAN and Race charter marks relating to reporting discrimination, bullying and harassment Institutional Silver Athena SWAN success Bi annual institutional EDI reporting, leading to a greater awareness of the situation and facilitating corrective action Sep

10 Objectives Lead Actions Success measure Timescale Develop the B Mentor cross institutional London wide mentoring scheme for academic and research staff from Black and Minority Ethnic (BME) backgrounds HR Equality, Diversity and Inclusion Promote and develop the scheme at UCL Develop an Inclusive Advocacy sponsorship scheme for Early Career BME Researchers The scheme enables UCL to meet its commitment to increase the net diversity of senior staff in grades 9 and 10 at UCL primarily looking at disability, gender and race to achieve a 5% increase by 2019 Deliver workshops for sponsors in February 2018 and launch scheme in May 2018 By Sep 2019 May 2018 The sector and all stakeholders will undertake regular and collective review of their progress in strengthening the attractiveness and sustainability of research careers in the UK. Concordat Principle 7 Continue to surveys and monitor researcher s views on their career development, to inform our future provision Engage with the Faculties and the researcher community to fulfil the HRERA Action Plan requirements HR OD RSCG RSCG Vice Deans Research Increase participation of researchers in development surveys Obtain researcher specific feedback from the 2017 UCL Staff Survey Take steps to increase participation levels from ECRs and PIs in all surveys Distribute the HRERA Action Plan to Academic Faculties Annual Review by the RSCG of the researcher development KPIs with each Vice Dean Research 10% increased response rates CROS 2017 n=368 (14%) PIRLS 2017 n=313 (8.5%) 2019 January 2018 Through Annual Reporting March 2018; monitored annually through the RSCG 10

11 Objectives Lead Actions Success measure Timescale UCL will continue to liaise with Vitae and other institutions and organisations to share, publicise, and implement practices to support individual researchers development and the overall sustainability of UK research careers HR RSCG Support the 2017 Research Councils UK review of the Concordat to Support Researcher Career Development through input from Prof David Bogle, chair of the group. Publication of information and Aug 2018 UCL wide promotion of the new Concordat Glossary of terms and links: (ECR) Early Career Researcher (ECN) Early Career Networks (BME) Black and Minority Ethnic (CROS) Careers in Research Online Survey (HRERA) HR Excellence in Research Award (PIRLS) Principal Investigators and Research Leaders Survey (RSCG) Research Staff Consultative Group (VDR) Vice Deans Research 11

12 UCL 2034: UCL Arena Two: learning/professional development/arena two UCL Academic Careers Framework: UCL Careers Researchers: UCL Early Career Networks: medicine/ecn UCL Equality, Diversity and Inclusion Strategy: FINAL.pdf UCL Grand Challenges: challenges UCL Public Engagement Strategy: engagement/public engagement strategy 0 UCL Research Staff Development Programme: UCL Research Staff Hub: hub UCL Wellbeing Strategy: UK Concordat to Support the Career Development of Researchers: to support the career development ofresearchers 12