HR Excellence in Research Award: Strategy for Researcher Support & Development,

Transcription

1 De Montfort University Leicester HR Excellence in Research Award: Strategy for Researcher Support & Development, Action Plan, December 2014 (text in red = additions made in August 2015) 1. Preamble In the accompanying 4-Year Review, De Montfort University (DMU) described its key achievements under the HR Excellence Award revised Action Plan for Section 3 of the Review document provided evidence to show that the principal objectives that were set in 2010 and revised in 2013, have been met by mid Hence whilst each of the monitoring actions described therein will continue, we can move on with confidence, to provide a set of new objectives for the period , with a focus on academic years 2015/16 and 2016/17. This Plan is available on the DMU website at: 2. New initiatives planned for To ensure a holistic, balanced approach to the UK Concordat for Researchers, the University is proposing initiatives under each Concordat Principle in the period These are designed to add greater depth and breadth to its support for researchers. They are ambitious given the modest size and resources of the institution. Under Concordat Principle 1: Faculties will ensure that Panel Chairs offer verbal feedback to unsuccessful applicants for research staff posts. Faculties, working closely with POD, will make best endeavours to increase the number of Professors and Readers trained in Recruitment and Selection processes, to ensure panels are comprised of people with strong research credentials. POD will require recruiting managers to provide written justification for a fixed-term appointment request as part of the existing governance process, to enable challenge to take place prior to appointment. Under Concordat Principle 2: POD will monitor and report annually on take-up of Equality and Diversity training amongst the researcher community. The University will have a research staf prize and a PGR supervision prize at the annual Outstanding Service Contribution and Recognition (OSCARS) awards ceremony for staff. The Graduate School will launch a prize for the best Ph.D. thesis submitted each year. POD will offer separate induction gatherings for researchers. POD will monitor appraisal uptake for research staff and report to the University Research and Innovation Committee (URIC). POD will adapt the MyAppraisal guidance to specifically guide researchers to reference the goals of a research project as objectives within their appraisal (and the consequent development needs), to encourage supervision and support to achieve success. The Graduate School will monitor and report annually to URIC on PGR transitions into staff roles at the University. 1 P a g e

2 Under UK Concordat Principle 3: The RBI will establish a Leicestershire Researcher Training Partnership (LE-RTP) designed to facilitate the mutual opening up of career development/skills training courses for early career researchers (ECR) across DMU, Leicester and Loughborough universities (NB. all 3 institutions are located in, or within a 12-mile/19-km radius of the city of Leicester, with good transportation links between them). The LE-RTP s activities will include: the running of joint workshops, seminars and other events for ECR; removing duplication of effort, by noting which core courses for ECR are common to all 3 universities, and agreeing to offer these as joint activities in 1 location only (the location will likely rotate between the 3 institutions but the course content and trainer will be the same); agreeing where the gaps are in current provision and seeking to eliminate these, where possible using in-house trainers; and scoping the potential to bid for external funding for researcher development. The Graduate School will develop a new policy on PGR that teach, to provide development in teaching to enhance employability through experience, mentoring and development. During their induction, RBI will provide research staff and PGR with specific guidance on research ethics and integrity, including a paper copy of the University s policy on the good conduct of research. Under UK Concordat Principle 4: the creation of an Early Career Researchers Network (ECRN) at DMU to provide a framework for support, networking, and collaborations. More specifically, it will seek to provide opportunities and a supportive space for ECR across the University to meet up and share their experiences. The ECRN will offer: ECR Sessions a programme of workshops and socials designed to offer mutual support and realistic ( real-world ) advice to researchers at the beginning of their careers. There will also be an opportunity to meet others informally and share the highs and lows of getting started in academia. The Sessions will also look at careers beyond academia, to ensure that researchers are fully cognizant of the choices available to them. Updates regular bulletins on research funding news, training opportunities, etc. ECRN Web Pages with a range of information on funding and training aimed at supporting and developing ECRs at the University. ECRN Career-Builder extending DMU s existing Conference Grants scheme (for PGR only) by providing basic support for travel and subsistence, e.g. in connection with leadership development activities. ECR Ambassador (supported by RBI) a part-time secondment opportunity for a member of DMU s academic staff, funded by RBI, designed to raise the profile of ECR at DMU and explore what they need on a practical, day-to-day level. Social Media (such as Twitter) initiatives alongside the (non-virtual) formal and informal networking events noted above. Under Concordat Principle 5: POD will develop a centralised researcher mentoring scheme (the current scheme is Facultybased). POD will add to the University s Leadership and Management Development Framework a new strand specifically for research staff. POD will provide an annual networking event for research staff, with the purpose of building connections with support staff in central departments. 2 P a g e

3 Under Concordat Principle 6: The University is currently preparing to bid for renewal of its Athena SWAN Bronze Award in Following the implementation of a comprehensive Workload Monitoring System (by July 2016), POD will monitor the overall workload of research staff, identify any trends arising in relation to protected characteristics, and ask Faculties to develop an action plan. The Pro Vice-Chancellor for Teaching & Learning will launch the Universal Design for Learning initiative, designed to maximise learning opportunities for PGR with different learning styles and disabilities; and (indirectly) to improve the quality of supervision, viz. the training of research staff in best practice support for PGR. Under Concordat Principle 7: The University will participate in CROS and PRES in 2015 and It will continue its efforts to respond to researcher feedback; work with its neighbouring universities to provide highquality training and career development activities; and engage with the national and international agendas for researcher development, e.g. through personal and institutional contacts with Vitae; and attendance at Vitae, UKGCE and similar train the trainer type events. 3. Timescales, ownership and success measures In the table below, we describe how we expect each initiative to progress over the period , but provide deadlines for 2015/16 and 2016/17 only. 3 P a g e

4 Table 1: HR Excellence in Research Award Timescales, Ownership and Success Measures HR Excellence Action Owner(s) Success measures Deadline(s) Concordat Principle 1: Recruitment Panel Chair will offer verbal feedback to unsuccessful applicants for research staff posts. POD to provide written guidance to Faculties, and request confirmation from Panels of takeup of guidance. All applicants receive appropriate feedback from Panel (monitor through 'dipstick' testing). Panel members trained to understand importance of providing feedback (monitor through 'dipstick' testing) Concordat Principle 1: Increase in the number of Professors and Readers trained in Recruitment and Selection processes, to ensure panels are comprised of people with strong research credentials. POD to liaise with Faculties in order to review which senior staff have undertaken the appropriate training. Faculties to request additional staff to come forward, and include as activity identifiable in Individual Research Plans. All senior staff have undertaken training in R&S within the past 3 years, either at DMU or in their previous institution. Measure: staff training records Concordat Principle 1: Requirement for recruiting managers to provide written justification for a fixed-term appointment request, as part of the existing governance process, to enable challenge to take place prior to appointment. POD and recruiting Schools/Departments within each Faculty. All fixed-term contracts carry with them a written justification from the Faculty, that has been agreed in advance by POD. Measure: evidence recorded in personnel files P a g e

5 Concordat Principle 2: Monitor and report annually to URIC on take-up of Equality and Diversity training amongst the research community. POD. All research staff have attended the training/undertaken the online E&D course. Measure: staff training records. Annual report to URIC, presented at first meeting of new academic year (Sep/Oct). Concordat Principle 2: Have a specific research staff prize at the annual Outstanding Service Contribution and Recognition (OSCARS) awards ceremony; and a separate prize for excellence in the supervision of PGR. In addition, and unrelated to the OSCARS, a prize will be awarded annually for the best Ph.D. thesis. POD in liaison with the Graduate School and RBI. All research staff, PGR and their line managers are aware of the prizes, and names are actively put forward where the person concerned is considered to have demonstrated outstanding service or contribution to the University. Measure: number of nominations for each award. Annual OSCARS ceremony - usually held in July. Annual prize for best thesis - to be awarded in july each year. Concordat Principle 2: Offer separate induction gatherings for researchers. POD working closely with Faculties. All researchers invited to an appropriate induction gathering. Measure: researcher attendance at induction. On-going: Inductions will take place quarterly during the year, or according to demand. Concordat Principle 2: Monitor appraisal uptake for research staff and report to the University Research and Innovation Committee (URIC). POD working closely with Faculties. 100% take-up of appraisal by members of research staff. Measure: recorded in MyAppraisal system. Annual report to URIC, presented at first meeting of new academic year (Sep/Oct). 5 P a g e

6 Concordat Principle 2: Adapt the MyAppraisal guidance to specifically guide researchers to reference the goals of a research project as objectives within their appraisal (and the consequent development needs), to encourage supervision and support to achieve success. POD working closely with Faculties. Improved understanding by researchers of the purpose and value of appraisals, as identified by training needs follow-up. Measure: number of bookings on RBI and Graduate School courses. Guidance: by 1 December Concordat Principle 2: Monitor and report annually to URIC on PGR transitions into staff roles at the University. At present this is anecdotal rather than formal reporting. Graduate School and Faculties. Better understanding of nature and number of PGR transitions into staff posts at DMU. Measure: central record of PGR transitions. Annual report to URIC, presented at first meeting of new academic year (Sep/Oct). 6 P a g e

7 Concordat Principle 3: Establish and run a Leicestershire Universities Researcher Training Partnership (LE-RTP) [Mechanisms: complete ECR mapping exercise with representatives from the University of Leicester and Loughborough University; agree core provision; agree which activities will be shared events/courses; identify gaps in provision and fill these by appropriate means; agree mechanisms for on-going operation and funding of all activities badged as LE-RTP events; consider opportunities to bid for regionally-based Doctoral Training Partnerships or similar]. DMU: Dr Ray Kent (Director of RBI); Dr Elizabeth Lunt, RBI; Alistair Thomson (POD). Leicester: Drs Meera Warrier (Research Development Co-ordinator) and Naomi Irvine (RS Development Officer). Loughborough: Dr Kathryn North (Researcher Development Manager). Joint provision agreed and LE- RTP publicity available at all 3 universities in time for formal launch of the LE-RTP s first set of courses in 2015/16. Measure: LE-RTP-badged activities run for first time in 2015/16. Where appropriate, further harmonisation of provision to occur by 31 July In 2016/17, submit external funding bid to establish regional training programme modelled on White Rose partnership. Measure: bid prepared and submitted to external funding body. Mapping: by 1 May Additional courses in place by 1 October Joint bid submitted to RCUK by 30 April Concordat Principle 3: Develop a new policy on PGR that teach, to provide development in teaching to enhance employability through experience, mentoring and development. Graduate School and POD, working closely with Faculties. New policy produced and disseminated to all PGR. Policy launch 1 April P a g e

8 Concordat Principle 3: During their induction, provide research staff and PGR with specific guidance on research ethics and integrity, including a paper copy of the University s policy on the good conduct of research. RBI and Graduate School. Policy guidance provided to all new staff and PGR. Measure: checklists in place within RBI/Graduate School to ensure each researcher receives a copy of policy at their induction Concordat Principle 4: Formal launch of DMU Early Career Researchers Network (ECRN) [Mechanism: launch event with attendant publicity on web and across the DMU campus]. RDAG* plus Drs Rebecca Hames (Research Councils and Charities Officer, RBI) and Lucy Gregson- Green (Research Support Officer, RBI). High level of awareness and good attendance from ECR at launch. Target: 20% response rate from PGR and research staff, equating to 150 attendees at the Network launch. Launch by 30 October Concordat Principle 4: ECR Sessions programme established in the form of bi-monthly events, to create a stronger sense of belonging (community) at DMU [Mechanism: events programme to be launched in June 2015, with publicity campaign]. Drs Rebecca Hames (Research Councils and Charities Officer, RBI) and Elizabeth Lunt (P&D Officer, RBI); and Kerry Mason (T&D Officer, Graduate School). High and sustained levels of participation in Sessions programme. Target: 25% participation (i.e. 1 in 4 ECRs will attend at least 1 Sessions event during the year) by 31 December Aim to increase participation to 30% by 31 July Dec 2015 (first review); 31 July 2016 (second review). Thereafter annually on anniversary of second review. 8 P a g e

9 Concordat Principle 4: Updates, ECRN Web Pages, Social Media, to distribute and share information across the ECR community at DMU [Mechanism: create content for web pages, s and social media tweets ]. RDAG members with central coordination by the RBI (web editor will be based in the RBI). Measures: i) Improved levels of ECR participation in T&D programmes, MyAppraisal and mentoring schemes. Greater awareness of external funding opportunities. Greater awareness of career opportunities outside of academia. Increased number of visits to careers adviser in SAAS. ii) Improved employment statistics for doctoral graduates in both academic and commercial sectors, as evidenced by data from CRAC/Vitae PGR destination surveys. i) Annual reviews, by 31 Dec each year. First review in Dec ii) Annual reviews , following release of first destination reports. 9 P a g e

10 Concordat Principle 4: Introduce ECRN Career-Builder and ECR Ambassador scheme, to encourage take-up of leadership development activities [Mechanisms: extend existing scheme for PGR (Conference Grants fund) to include research staff. Supplement with additional funds from RBI budget, c. 10,000 p.a. (subject to budgetary bid being approved in June 2015). Ambassador: bid for funds for part-time member of staff to be seconded on 0.2 FTE basis from 1 August 2015]. Dr Elizabeth Lunt, RBI; Alistair Thomson (Head of Organisational Development, POD). A secondment opportunity may be offered on a part-time (0.2 FTE) basis to a member of academic staff to be recruited. If take-up of grants is low, RBI will launch additional publicity. Evaluate take-up after first 12 months and adjust budgetary bid for 2015/16 as appropriate. If take-up is limited, consider alternative mechanisms to aid career planning. ECR Ambassador to have regular (monthly) meetings with Dr Elizabeth Lunt, to monitor activities and progress. 31 December 2015 (Career-Builder) with further reviews (Ambassador and Career- Builder) at 31 July 2016 and annually thereafter. Concordat Principle 5: Develop a centralised researcher mentoring scheme (the current scheme is Faculty-based). POD working closely with Faculties. All research staff are offered the possibility of mentoring for a period of their time at DMU. Take-up to be monitored, with the aim of 100% take-up over 3 years Concordat Principle 5: Add to the University s Leadership and Management Development Framework a new strand specifically for research staff. POD. Measure: New research staff strand incorporated into LMDF (or whenever LMDF is finalised and rolled-out across the University). 10 P a g e

11 Concordat Principle 5: Provide an annual networking event for research staff, facilitated by POD, with the purpose of building connections with support staff in central departments. POD working closely with Faculties, the RBI and other central support departments. Measure: Annual networking event held, with feedback requested from attendees. Feedback collected is overwhelmingly positive. First event to be arranged in May Concordat Principle 6: 1) Submission of Race Equality Charter Mark application; 2) Renewal of institutional Athena SWAN Bronze Award; 3) Submission of Athena SWAN Silver Award in one or more Schools within the Faculties of Health & Life Sciences and Technology, respectively (NB. dependent on renewal of institutional Bronze Award in 2016) Academic leads in the relevant Faculties, supported by HR (Dr Christine Nightingale, Head of Equality and Diversity, POD) Measure: Awards achieved as planned, and best practice shared across the University. Additional Schools are encouraged to consider putting themselves forward for Athena SWAN awards in 2017 or ) April 2015 (RECM Award submission); 2) 30 April 2016 (Athena SWAN Bronze Award renewal); 3) 30 November 2016 or 30 April Concordat Principle 6: Following the implementation of a comprehensive Workload Monitoring System (by July 2016), we will monitor the overall workload of research staff, identify any trends arising in relation to protected characteristics, and develop an action plan. POD and Heads of School/Departments in Faculties. If any worrying trends are observed in relation to workload for those with protected characteristics, POD will work with the Faculty to create an action plan and implement this in the appropriate School/Department(s). Measure: number of action plans required each year P a g e

12 Concordat Principle 6: Launch of Universal Design for Learning initiative, in order to maximise learning opportunities for PGR with different learning styles and disabilities; and (indirectly) to improve the quality of supervision, viz. the training of research staff in best practice support for PGR. PVC for Teaching and Learning, in conjunction with Faculties. Initiative launched. Measure: extent of take-up by PGR (numbers dependent on cohort characteristics) each year. Launch early in 2015/16, on-going through to 2017/18 and beyond. Concordat Principle 7: De Montfort University will participate in CROS and PRES in 2015 and It will continue its efforts to respond to researcher feedback; work with its neighbouring universities to provide high-quality training and career development activities; and engage with the national and international agendas for researcher development, e.g. through personal and institutional contacts with Vitae. RBI and Graduate School. Target: 35% of research staff participate in CROS 2015, 2017; and 30% of PGR participate in PRES 2015, Deadlines according to CROS and PRES schedules for 2015 and 2017, respectively (surveys usually carried out in May or June each year, with feedback analysed in July). * Membership of RDAG: Faculty Heads of Research Students (x 4); Professor John Young (Graduate School); Alistair Thomson (POD); Drs Rebecca Hames and Elizabeth Lunt (RBI); and Ann Baughan (SAAS). 12 P a g e

13 Dr Ray Kent Director of Research, Business and Innovation De Montfort University 31 August P a g e