Sector Benchmarking Assessment

Transcription

1 ARCHIVE University of East London Sector Benchmarking Assessment To support the gap analysis and action plan development in relation to the implementation of Concordat to Support the Career Development of Researchers

2 University of East London is fully committed to implementing the principles of the Concordat to Support the Career Development of Researchers. The benchmarking exercise was undertaken in July 2013 by Over Arup & Partners to assess other HEIs activities and strategies in respect of the career development of researchers against concordats seven principles. The outputs of the benchmarking study are presented in this document and used for the gap analysis that was undertaken in July-August 2013 to compare current UEL practice and ongoing developments in relation to the above concordat. Concordat for Career Development of Researchers A # Principles/ Core Elements University Examples Greenwich Bournemouth Ulster Sheffield Hallam Northumbria Open Warwick Anglia Ruskin RECRUITEMENT and SELECTION Recognition of the importance of recruiting, selecting and retaining researchers with the highest potential to achieve excellence in research. 1.1 Human Resource management in research. All members of the UK research community should understand that researchers are chosen primarily for their ability to advance research. 1.2 Recruitment and selection procedures should be informative, transparent and open to all qualified applicants regardless of background. Clear specifications for all roles; Recruitment guidelines in place; Recruitment and selection training compulsory for all engaged; Update requirement guidelines and make them available to staff on the university intranet. Appointment of Staff Regulations (October 2010); e-recruitment system; Job Description / Person Specification and selection criteria for each role; Recruitment and selection training is mandatory for all recruiting managers and panel members. University's Strategic Plan (Recruit, retain, recognise & develop); Recruitment and Selection Policy and Procedures; All selection panels chaired by someone who has undertaken mandatory recruitment & selection training, delivered by Human Resources and Org. Development. University's Strategic Plan ; Annual BU Equality and Diversity Report (part of the BU Annual Review); Achieved Disability Two Ticks Status/ The Disability Two Tick symbol appears on the Job vacancies website and publications; Posts are advertised with comprehensive job descriptions; All jobs are reviewed and Policy on Recruiting and Selecting Employees 'Focused Research Excellence and Innovation (Corporate Plan 2011/12 to 2015/16). Policy on Recruiting and Selecting Employees On-line application process. Applications are issued and received via the on-line recruitment website; University s Organisational Development Strategy (2011/ /16); Wide range of selection techniques including psychometric testing, assessment centres, specific job-related tests, Robust policies, practices and processes supported and promoted by the HR Directorate; Academic benchmark role profiles are based on the JNCHES nationally agreed profiles; Guidelines on the constitution of all appointment panels; Unsuccessful candidates are offered feedback; Research posts are graded in accordance with the pay and grading structure, with HR guidance. New Vision 2025 university strategy; More specific support for the career development of researchers is set out in the University s Corporate Strategy with its five core principles and values: academic excellence, community, inclusivity, integrity, professionalism; Corporate Strategy sets up specific objective to support and promote career development for researchers; All new staff attend halfday University induction, that includes presentations on research and support provided for research and innovation; In addition local induction are organised for the effective integration of new staff into the organisation; Graduate Tutor Scheme was established in 2005 to develop talented individuals with potential to become academic staff. In 2007 the scheme was shortlisted for the Times Higher Education Supplement award for outstanding support to early career researchers; Priority Mandate: research and Scholarship part of the OU Strategic plan; CoP for Research; Disseminate revised CoP for Research to the OU research community through relevant committees & faculty leads. University s Priority Mandate for Research & Scholarship; University s Effective Recruitment and Selection Guide 4 - recruitment and selection procedures (including person and vacancy specifications); Terms and Conditions of Service for Research Staff. Recruitment and selection policies; University Strategy; Institute of Advanced Study operates across the full range of university departments, schools and research centres. It supports Visiting Fellowship programme, innovative research initiatives and a range of early career activities and schemes; IAS Early career fellowship is to support doctoral candidates; Redeployment guidelines to support employees in redundancy situation. University Corporate Plan/ Objectives for research; Research and Scholarship strategy; Reports to Board of Governors, VC, CMT; Research concordat is standing item on Research Committee's agenda; Dissemination: direct contact with Principle Investigators and Research Managers, Bulletin articles, Research Student Conference, VC. Away days for senior managers and leader. A copy of the concordat is being circulated to all Prince Investigators, Research Managers, Research staff and HR staff. Double-tick Positive about Disabled People symbol users, members of Mindful Employer and a members of the Stonewall s Diversity Champions programme; Equality policies links on the Jobs webpage; Comprehensive equality monitoring at the application stage; Up-to-date job descriptions and person specifications, to ensure consistency across the institution; 2

3 graded by Human Resources and Organisational Development prior to advertising the vacancy; Grade descriptions BU Framework Agreement; presentations, assessed public lectures and unseen presentations. CMT staffing group consider each vacancy as they arise and approve to recruit; Annually HRS collect and publish data on the diversity of applicants; 1.3 Research posts should only be advertised as a fixed -term post where there is a recorded and justify able reason. Fixed Term Contracts and Externally Funded Appointments of a Limited Duration procedure; e-recruitment system records the details of any external funding and the duration. Working for BU area on the website. Code of Practice Use of Fixed-Term Contracts Only advertised as fixedterm where there is a recorded and justifiable reason. Fixed Term Contract policy; Procedure for converting Fixed Term Appointments to Permanent; Redundancy Consultation Procedure for FTCs Renewal or Termination Procedure for FTCs; Each Recruitment Panel Chair has undertaken the required training prior to recruiting. Fixed Term Employment Policy and Procedure; HR Managers meetings with Deans/Directors re fixed team contracts. Fixed term policy group with the University and College Union (UCU), this group meets quarterly; Monthly consultation by University management with UCU. 3

4 1.4 Assure fairness, consistency and the best assessment of the candidates potential, recruitment and progression panels should reflect diversity as well as a range of experience and expertise. To promote these values individuals who are members of recruitment and promotion panels should have received relevant recent training. Equal Opportunities employer; Ref. 1.2 Grading Review and Assessment Procedure; Involved in the GRAP process are experienced senior academic staff as well as HR professionals; Feedback mechanism Recruitment and selection training is mandatory for those who chair interview panels and is strongly advised for those who sit on panels; Panel composition for Researcher, Lecturer and Senior Lecturer includes the Dean of the School and a member of the Professoriate; Candidates receive feedback from the chair of the panel; PIRLS submission; Raise awareness with line managers of the importance of panel diversity and the benefits to recruitment and selection All PIs must attend University Recruitment/Selection Training Course (at least every 5 years); Guidance Notes for Principal Investigators are in place and are available on the HR website; Employment vacancies are advertised in media that are accessible to all sections of our diverse society. Compulsory HR Recruitment and Selection on-line training module for Individuals serving on recruitment panels; Effective Recruitment and Selection Guide; Candidates short-listed for a post are offered feedback; Internal advice on recruitment and selection; Criteria and guidance for promotions to senior lecturer/senior research fellow and to readership or chair; Secretary to the Academic Staff Promotions Committee (ASPC) and Chair and Readership Subcommittee briefs all new committee members on an individual basis; Academic and research staff undergo annual appraisal; Online module for line managers Career Development and Staff; Recruitment and Selection Policy reviewed; Constitution of Appointment Panels document for guidance on the composition of recruitment panels; Feedback to unsuccessful applicants; Mandatory training for chairs of selection panels is formally embedded; Compulsory Induction Conference, which includes general Equality & Diversity training; Feedback forms from the Induction Conference are routinely collated and analysed; Managers required to complete our online diversity module; People Strategy incl satisfaction targets re recruitment; Recruitment Team has KPIs on service delivery and customer service. Specific guidance on the CDSA process for fixed term, contract research staff; Consultation with the research managers (RMs) and (PIs) on their training needs re the management and progression of research staff Appraisal (CDSA); Research Environment Survey. 4

5 1.5 Level of pay or grade for researchers should be determined according to the requirements of the post, consistent with the pay and grading arrangements Single pay spine as part of the National Framework Agreement; Researchers are paid on the single pay spine with the appropriate grade being determined by the HERA job evaluation scheme. Researchers paid on the BU National Single Spine scale, entitled to in-scale incremental salary progression; Salary scale revisions are applied to all staff; All posts are graded using the Hay job evaluation scheme; Pay and grading structures are in line with the National Framework Agreement (NFA); Generic Role Profiles (GRP s) had been developed and agreed at a national level for Research staff at the outset of the NFA. New single pay spine on the basis of closest comparable pay points; Information is available to all staff through the HR intranet web pages; Role outlines for Research Assistants and Associates, Fellows and Senior Fellows were reviewed. Pay and grading structure in place (result of the implementation of our Collective Agreement for Modernisation of Pay Structures). Grading of role profiles is undertaken only by trained staff in Human Resources and Organisational Development; Researchers are eligible to be considered for promotion and merit pay. 5

6 Concordat for Career Development of Researchers B # Principles/ Core Elements University Examples Greenwich Bournemouth Ulster Sheffield Hallam Northumbria Open Warwick Anglia Ruskin RECOGNITION and VALUE Researchers are recognised and valued by their employing organisations 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. 2.1 Employer value and afford equal treatment to all researchers. Ensure that the development of researchers is not undermined by instability of employment. 2.2 Commitment to improving the stability of employment conditions for researchers and implementing and abiding by the principles and terms laid down in the Fixed Term Employees (Prevention of Less Favourable Treatment) Regulations (2002) and Joint Negotiating Committee for Higher Education Staff (JNCHES) Provision for training and development are not differentiated between fixed terms and on-going staff employed contacts; Fixed-term contracts have a separate appraisal procedure; Staff redeployment policy; Partial fee exemption fee scheme for staff to study for further qualifications; Learning and Development Policy. Ref.p.1.3 Researchers are entitled to the same conditions as other staff (hrs, a. leave, leave for long service, staff pension scheme, disciplinary & grievance, union representation, sick leave, sick pay maternity and paternity leave); BU Research Excellence Framework 2014 Code of Practice; Staff Development and the Research and Knowledge Exchange Office; All staff are required to undertake online e-learning module on equality and diversity (Marshall's ACM) when join; Outcomes of the surveys suggest actions for improvement - finding new ways of engaging with researched as a group to optimise development and provide a forum to express their views. BU Code of Practice - Use of Fixed -term contracts; Redeployment register by HR and Org Development; Actions based on the outcomes of the survey - to reduce casual/ hourly paid contracts for the long period of time, to provide a clear advice to line managers Guidance notes for Consultation on Fixed term contracts which are due to end, and Redeployment; University s Code of Practice in the Selection of Staff for REF2014; All staff development activities, which are related to research skills and knowledge attainment, are openly advertised to all research active staff. Redeployment register; Regularly consults with researchers whose contracts are due to end; Researchers have access to the redeployment section of the e- recruitment website. Annual appraisal, appraisals will review performance, set out clear objectives and a future development plan; Research staff the appraisal should have an overview of the Faculty's plans and priorities; Appraisal workshops for both appraisees and appraisers are available; Managers are encouraged to use bridging funds between funding sources to support researchers; Fixed-term research staff are excluded from redeployment periods following expiration of contract; Redeployment register; Pay progression can be achieved by annual increments on the single pay spine, in accordance with the Framework Agreement; Movement between roles and career paths is encouraged across the institution; All role profiles, including generic role profiles for research posts, are published on the intranet and clearly state the expectations; No automatic progression for researchers through the pay scales. A more structured and monitored approach is now being taken to staff appraisal after the University-wide Staff Survey in 2011 found appraisal take -up was lower than expected Priority Mandate - operational plan for research and scholarship includes a commitment to implement the Principles of the Concordat. - Concordat Implementation Group to receive and consider regular information on researchers perceptions Research colleagues are employed on fixed term contracts in accordance with established University policies: Fixed Term Contract Policy/ Redundancy Consultation Procedure for fixed Term Contracts/ Procedure for Converting Fixed Term Appointments to Permanent/ Renewal or Termination Procure for fixed Term contracts; Monitoring the use of fixedterm contracts for Research Staff; University s strategy (strategic objectives); T&C for Academic, Research only and Teaching only; REF Code of Practice (CoP) on preparing submissions; LDC works collaboratively with the Library and RSS; Programme is clearly mapped against the Researcher Development Framework; Learning and Development Adviser is dedicated to delivering development; LDC has developed a web resource which signposts researchers to the information; University s Roberts Funding till 2012; Faculty and department networking opportunities, a monthly LDC e-newsletter and a researcher website. Research Team Leaders programme for early career researchers); Range of development workshops; Case studies on good practice received from researcher published on the research web pages; University hosts a number of centres and units that offer early and mid-career researchers opportunities. PIRLS 2011 feedback revised our appraisal scheme, to be evaluated re range of training that is open to all research staff; Training Plan; Specific funding opportunities for the development of research staff; Feedback from CROS 2011; Report available to the Research Committee. Staff on fixed term contracts are offered the same support as those on permanent contacts in relation to induction, probation and appraisal; Fixed Term Employment Procedures on web; Monthly meetings between Deans and HRMs Regular consultation meetings are held with 6

7 UCU over the use of fixed term contracts; Bridging scheme, which enables bridging between funded fixed term contracts. 2.3 Research managers should be required to participate in active performance management, including career development guidance, and supervision of those who work in their teams. On-line and face-to-face equality and diversity training; Comprehensive Induction programme provide key information re roles, responsibilities and sources of support for new staff. A Project initiation meeting is held for all projects with researchers involved, followed by regular meeting between academy research managers and their researchers to discuss the development needs and progress; Managers are expected to provide guidance & advice re development, pportunities & performance; Tailored appraisal forms; Line managers are to contribute to the identification of training needs and encourage participation in CPD activities; RI Directors provided with equality training. Policy of active performance management and annual appraisal; Line managers of academic and research staff are required to complete an on-line module on Career Development and Staff Appraisal (CDSA); Code of Practice for the Management of Research; Mandatory Corporate Induction; All staff undertake a probationary, staff are supported by a mentor throughout their probationary period; HRS runs a range of Management Development and Performance Management training courses; Annual appraisal cycle is to identify long term needs. It s monitored at regular meetings between managers & researchers; Staff Development & Leadership Programmes, researchers with management responsibilities are encouraged to attend; Audit of Research, and individuals responses to the Research Environment Survey; Induction programme for PIs and RMs. New development opportunities are being provided at external events; Research Supervisors Conference with a focus on Research Leadership. HR sessions on bullying & harassment, managing conflicts, recruitment & selection; Online resources to support Leadership development (Good Practice Toolkit); Research and Knowledge Exchange Office regular promote Vitae's Leadership Development for Principal Investigators; BY Grans Academy Scheme provide postaward support for those with limited experience; Mentees are required to complete Vitae online resource and discuss progress with the mentor; PIRLS submitting. 7

8 2.4 Organisational systems must be capable of supporting continuity of employment for researchers, such as funding between grants, other schemes for supporting time between grant funding, or systems for redeploying researchers within organisations where resources allow. Redeployment procedures; Fixed Term Contracts; Externally funded appointments. Support and lead provided by the academic research managers; Redeployment register; Central advice and guidance on how to manage situations to ensure consistency and fairness to researchers on Fixed contracts. CRS Line Managers and PIs are encouraged to plan ahead and seek further funding in the end of the project; Internal training course on writing grant applications; RIs receive a copy of the Research Fortnightly magazine. Redeployment register, a priority application process, and a bridging policy that can bridge between contracts for up to 6month; HR Development offer dedicated career advice; Monthly consultation by University management with UCU re the use of fixed term contracts. Provide continuity of employment for researchers between funding grants (Deans and Directors of Research Institutes); RDCS offers a range of support and training, including funding opportunities; HR Managers to monitor the continuing employment. 2.5 Pay progression for researchers should be transparent and in accordance with procedures agreed between the relevant trade unions and the employers nationally and locally. HEI - the pay progression will be in accordance with the Framework Agreement, though recognising the flexibility that institutions have in implementing the Framework Pay progressions for researchers on the single spine, equal for other staff groups; Pay and grading structure. Pay progression guidelines, including criteria; In accordance with the NJCHES National Pay Framework Agreement. Ref. p.1.5 Progressed automatically in compliance with the Framework within their grade; Staff at the University are subject to a single spine pay scale and standard terms and conditions. Transparent procedures for progression within the pay framework have been agreed with the relevant trade unions (Clear criteria and timescale); Separate briefing sessions on progression opportunities and the pay framework for researchers. 2.6 Promotion opportunities should be transparent, effectively communicated and open to all staff. (It is helpful) clear career frameworks for early stage researchers are outlined in organisational HR strategies No differentiation between researchers and other members of staff re training and development opportunities; Promotion takes place through re-grading (1.4); Career management mechanism for research staff is to be developed. Opportunities and promotions are advertised on the BU's website and open to all staff; Career progression for researchers frameworks; Promotion to the managers and researchers; Raise awareness of opportunities via ECR Forum meetings and BU Research Blog. CRS website publish examples /case studies on or have been active in commercializing their research or commercialized their research; Annual Review (AR) process, annual Development Appraisal Review meeting includes a section on Strategic Career Action Planning; Regular Consultation Meetings are held with RI Directors, HR Business Partners and researchers to ensure researchers understand potential for moving between roles. Annual appraisal process; Researchers are made aware, through relevant University websites, of advertised posts and the skills they are required to demonstrate; The Research Career Development (RCD) Team and HR Development offer Induction programmes and career development workshops for early career researchers; Adoption of the Integrated Career Development Strategy and Framework; On-line Research Profile System (introduced February 2012) collects information on research activity and achievements an individual level; Staff development events (promoted via HR Online and in Bulletin); Bursaries currently provide opportunities for researcher career development; People Strategy ; Professors and Readers group meeting annual grading review procedure Researcher-specific sessions; Information for students and staff on the Research Development Framework is available on the RDCS Research Support website; PIRLS 2011; Epigeum online courses on Professional Skills for Research Leaders Automated Learning Management System records individuals CPD activity. 8

9 Concordat for Career Development of Researchers # Principles/ Core Elements C University Examples Greenwich Bournemouth Ulster Sheffield Hallam Northumbria Open Warwick Anglia Ruskin SUPPORT and CAREER DEVELOPMENT Researchers are equipped and supported to be adaptable and flexible in an increasingly diverse, mobile, global research environment. 3.1 Provide career development which is comparable to, and competitive with other employment sectors 3.2 Ensure that the culture supports a broad-minded approach to researcher careers and that all career paths are valued equally. Induction and mentoring of new staff and appraisal processes; Researchers should benchmark themselves against the Researcher Development Framework (RDF); Line managers/supervisors support them to map out possible career pathways/ skills/ etc.; Mentoring and appraisal sessions. All university posts are advertised internally to internal staff as a matter of policy - work will be undertaken to define and align a career path for researchers with that of academic staff Researchers also have access to careers support and guidance provided by the University s Graduate Employment Service/ oneto-one meetings with qualified Careers Adviser; Annual appraisal cycle; Specialist, dedicated training programme for researchers (for example, Marie Curie Fellowships), developed when required; Dedicated training programme in place for researchers funded via certain grants, such as Marie Curie Fellowships access to a wide range of resources and advice from the Graduate Employment Service - attend the regular ECR Forum meetings where they meet with a group of experienced academics - Advice and guidance on a one-to-one basis by their academic research manager Vitae s Researcher Development Framework has been embedded in the training postgraduate researchers by the Graduate School (version for researchers) - Staff Mobility and Networking Fund Generic Role Profiles are issued to all research staff; Access to transferable professional development program provided by Staff Development on the internal intranet webpage; Initial & Continuing Professional Development for Research Staff Working Group established; Researcher CPD Framework was approved by the Research & Innovation Committee. Range of internal development opportunities available to staff and students; Encouraged to identify the training, development and support that will best help achieve the roles objectives; Broad spectrum of courses is available in the University, covering personal and professional development, research and knowledge transfer skills; HR Directorate: supports professional and personal development; Student and: Learning Services supports professional development and CPD for academic and learning support staff; Research and Innovation Office: supports research and knowledge transfer skills 2.6/3.4 Postgraduate Certificate in Research Career Number of good practice research guides are Development Support programme; available; New post of Research Training and Development Advisor to provide additional support in researcher development; Graduate Studies Team: researchers and supervisor skills training; Facilities Directorate: training and developing people in order to meet business objectives and as a recognised Investor in People (IiP); University provides an extensive staff training and development programme, and encourages and supports all employees to achieve their current and future career aspirations; Research Training and Development programme as part of its broader People Development Service (a variety of sessions not specific to any discipline for all levels of academic and support staff involved in research and consultancy); Courses provided centrally are complemented by more discipline-specific training provided within the Faculties; Members of the Policy and Development Team within Research and Business Services attend events organised by Vitae and other bodies as appropriate; Higher Education Practice (PG HEP) introduced in as a development programme in higher education teaching and research practice for new academic and research staff, and represents a major upgrading of the research component of the professional development offered; As a result of a very positive response to the PG HEP workshop on bidding for funding, this session has already been made available more widely, and the University is in the process of 60K from RCUK (Roberts funding) and invested an equivalent sum to develop institutional career development and transferable skills programmes for PGRs, early and mid-career research and academic staff; Vice Chancellor s Executive agreed a business plan to sustain the programmes post- Roberts; Research Environment 2012 Survey PRES 2011 and institutional feedback on PGR transferable skills training; Invested in a Virtual Research Environment (VRE). This will provide a web-based portal for all doctoral research students and supervisors. Broadening Horizons workshops; Integrated Career Development Strategy and Framework; One-to-one and website specialist career advice is available for PGRs; PRES survey LDC offers a range of personal and professional development opportunities for research staff (Career Planning for Early Career Researchers Making Successful Grant Applications Making an Impact in Job Applications Interview Success Presenting to different audiences Relating your research skills to employer needs Academic writing Being a Research Team Leader) - coaching and careers guidance for researchers in collaboration with Student Careers and Skills - networked and linked in a holistic framework - Library s Wolfson Special Interest Groups (SIGs) are made up of researchers - encourage more postdocs to get involved or to lead projects - attending conferences - annual fund has therefore been established to assist with payments of extra childcare arrangements for individuals attending conferences/workshops - University nursery if support to a parent needs cover to attend a conference and their child does not usually use the facilities -Staff on Fixed Term Contracts should also receive career review meetings Researcher Development working Group established, feed back to Research Committee; Sabbatical provision/ Annual university wide scheme; Opportunities to be seconded to Research Institute; Wide range of training by HRS/ RDCS; Fee waver scheme, locally founded doctorate; Research staff mail base to inform researchers of development and other opportunities; Communication through the research supervisors mail base. Cross-wide networking encouraged; Career development discussed during inductions; Cross faculty initiatives; Pay Framework to reflect career paths Job Family book available online on HR. 9

10 - University s EU Networking Fund to establish links with peers in other academic institutions - localised incentive schemes for academics and researchers (scheme that rewards). Development opportunities within Faculties. exploring ways of coordinating better the training provided between the PG HEP and the general Research Staff Training and Development Programme. 3.3 Recognise that researchers need to develop transferable skills, delivered through embedded training. Support to develop the communication and other professional skills that they will need to be both effective researchers and highly-skilled professionals Ref Broad based programme of generic, and more focussed research and enterprise specific development opportunities; Inclusion of early career research (ECR) staff in the university the focussed Early Career Researcher initiative; University s annual appraisal system. Grants Academy development scheme; Localised programmes for researcher development, for example the Compendium of Scholarly Mentorship programme. Researchers are encouraged to participate in all relevant training and development activities; First Steps to Teaching and/or Post Graduate Certificate in Higher Education Practice (PGCHEP) programme. First leads to Associate Fellowship of the Higher Education Academy (AFHEA) whilst the (PGCHEP) leads to Fellowship of the HEA; Ref. p.3.1 Integrated Career Development Strategy and Framework; New Research Communications Strategy; Programme of events aimed at engaging researchers with research communication methodologies, including specific events on media training; Dedicated research leadership and management training into the RCD programme. Ref.p.3.1 HRS offer a wide range of development opportunities/ Research Training; Personal Development: Career & CV reviews appraisal system RDCS and HRS offer a wide range of development and funding opportunities; Feedback from CROS and PIRLS surveys and from training events, appraisals and the staff opinion survey. 3.4 Review how their staff can access professional, independent advice on career management New HR Strategy supporting the university s Strategic Plan ; Broaden out the existing GOLD (Greenwich Opportunities for Learning and Development) framework launched for academic staff; Coaching and mentoring networks; Career management framework for research staff planned. Ref. p.3.2 Dedicated liaison for researchers has been set up with the Employability and Careers Development Centre; Employability and Careers Development Centre representative is a permanent member on the RCSG; Employability and Careers Development Centre representative is a permanent member on the RCSG via lists (updates & notifications). Development opportunities are advertised on a central HR Development web site; Broadening Horizons workshops; Regular (quarterly) career development workshops and one-to-one independent advice on employability; University Careers Advisory Service also offers on-line support; Research Staff and PGRs are encouraged to engage with career development opportunities offered by Vitae and other external organisations. Advice for researchers on career management includes internal opportunities; Encourage cross-faculty working; Raising awareness of other fields and sectors via series of events at corporate, faculty and research institute level. 10

11 3.5 Systems in place to help researchers to plan their career development. Assist researchers to make informed choices about their career progression. 1.4,3.1,3.4 ECR Forum - Graduate Employment Service offers impartial advice and guidance regarding careers - Processes for promotion and reward are available from Human Resources and Organisational Development. 2.3/2.6/3.4 CDSA process provides a tool for the discussion of career plans and the identification of required development needs - 1.4/2.3/2.6 Appraisal 2012 is aligned to our Research & Scholarship Strategy; Annual opportunity to apply for re-grading; Implemented the Researcher Development Framework; Appraisal Working Group to address required improvements; External opportunities are available, working in collaboration with other HEIs. 3.6 Planned induction programme for researchers. On appointment to a research post, to ensure early effectiveness through the understanding of the organisation and its policies and procedures Comprehensive induction programme; Researchers Induction day. Inductions to the workplace are organised locally by the Academic Schools; Annual appraisal cycle; Developing a Personal and Professional Development Plan. Initial & Continuing Professional Development for Research Staff Working Group was established to develop a Researcher CPD Framework; CROS Survey 2011 Staff Development induction programmes; Each newly-appointed staff member, wishing to enhance research and innovation skills, is assigned a research and/or innovation mentor (normally Professorial level); RIDs annual away day, chaired by the PVC Research and Innovation, issues relating to Research Culture are discussed and each RID reports. New staff to attend induction events organised by the HR; Research Career Development team arranges a dedicated induction event annually for researchers; Faculties, research centres and research teams implement local induction initiatives; Research Environment Survey Mandatory Corporate Induction Conference, supported by local inductions; CROS/ PIRLS surveys, monitor and act on responses; RDCS works closely with each Faculty Director of Research in providing up-todate information and development opportunities. Twice yearly meetings; Funding opportunities are available for Early Career Researchers; Continuous liaison with Directors of Research on a regular basis; Appraisal Evaluation; Internal funding opportunities for early career researchers; RDCS and HRS continue to work closely, through joint involvement in the Researcher Development Working Group and the Research Committee. 11

12 3.7 Consider articulating the skills that should be developed at each stage of their staff development frameworks and should encourage researchers to acquire and practise those skills induction and appraisal; Development Framework (RDF) is highlighted as a guide to the range of skills; RDF 'Lenses'; Principal investigators are encouraged to present researchers with appropriate development opportunities and responsibilities; Early career researchers are encouraged to join supervisory teams for postgraduate research students. Ref.p.3.3 Researcher Development Framework is currently being established; Sessions which focus on developing the skills required; Documentation on Academic Career Pathways, to include specific Researcher Career Pathways, as part of the HR&OD Delivery Plan for the academic year. Development Appraisal process; Encourage researchers to become more active in the management of their research projects several have participated in specialist courses Each ECR is assigned a mentor; Comply with University s Code of Practice for Professional Integrity in the conduct of Research; Short online course on research integrity. Currently setting role expectations for all academic staff on all career paths Job Families Booklet; Heated membership for technical staff (evaluate the benefits); Research staff (e.g. through the research staff and supervisors mail bases) are aware of training opportunities; Details of RDCS training opportunities are available on the RDCS website; Postdoctoral researchers are encouraged to join a supervisory team; Communication has been enhanced through the establishment of supervisor briefings; Skills development for research leadership and are members of the Epigeum Development Group for online courses on Professional Skills for Research Leaders; Assess training needs using CROS and PIRLS Provide a specific career development strategy for researchers at all stages of their career, regardless of their contractual situation Specific career development strategies for researchers are achieved as part of formal induction and appraisal processes; Academic Workload mode. Specific code of practice for the employment and career development of research staff; Mentoring/buddy scheme for academics and researchers; Grants Academy or the EU Academic Development Scheme - link mentors with researchers and academics on the scheme; Access to career development activities is open to all researchers; Research Continuing Professional Development Working Group facilitates the implementation of a comprehensive Initial and Continuing Professional Development Framework for Research Staff. Audit of Research 2010 and Research Environment Survey 2012; Integrated Framework for Academic Development; Institutional submission for Athena Swan (Bronze) - Athena Swan recommendation. Range of mentoring schemes open to all staff; Appraisal scheme; CROS survey feedback Annual grading review procedure. Academic Mentor Database. 12

13 3.9 Actively encourage researchers to undertake Continuing Professional Development (CPD) activity Induction, mentoring and appraisal processes. Attend CPD sessions by their academic research managers and the Research and Knowledge Exchange Office and opportunities are promoted via the BU Research Blog, Staff Intranet and ECR Forums; Annual appraisal cycle. Researchers are supported to attend conferences and participate in other networking activities; RIs are expected to operate a mentoring scheme for Early Career Researchers (ECRs). Annual CDSA appraisal process; Terms and Conditions of Service: Research Staff2; Researchers are encouraged to write for publication and to use the Open University's Open Access repository of research publications Attend meetings, conferences and symposia, three times a year; Faculties provide resources to assist members; Awarded RCUK Catalyst funding for a three-year project to embed public engagement (PE) with research at all levels. Ref..3.3 New appraisal scheme (CPD targets (5 days per year) are now embedded; All appraisers and appraises have undergone further training; Development is encouraged and monitored as part of the induction, probation and appraisal processes; Training, provided by RDCS/HRS and within faculties, is available to research staff; Development opportunities are open and promoted either directly or via HR Online and in Bulletin; Training, provided by RDCS/HRS and within faculties, is available to research staff; HRS offer Personal Development: Career and CV review opportunities; Mentoring scheme and work shadowing opportunities; Briefing sessions and support will be provided for PIs/managers. 13

14 Concordat for Career Development of Researchers # Principles/ Core Elements C University Examples Greenwich Bournemouth Ulster Sheffield Hallam Northumbria Open Warwick Anglia Ruskin SUPPORT and CAREER DEVELOPMENT The importance of researchers personal and career development, and lifelong learning, is clearly recognised and promoted at all stages of their career Personal development plan. Appraisal systems for all researchers for assessing their professional performance Ref.p.3.1 Induction and appraisal processes. Annual appraisal followed by several review meetings during the year; Graduate Employment Service provides impartial advice and guidance. Aim 2 of the Research and Innovation Strategy; Information about potential career development routes is communicated to all research staff in a number of ways including at the local and role specific induction sessions; More tailored CRS Performance Management system has been developed to better monitor and manage the career development needs of CRS. University's appraisal guidance; University Executive Group monitor appraisals progress; The Student and Learning Services Directorate works in partnership with Faculties and Directorates to deliver a CPD scheme; UK Professional Standards Framework and other standards; Guidance and information are available on how staff can achieve professional recognition; Representation on research governance committees: Research and Knowledge Transfer Committee/ Research Ethics Committee/ Research Degrees Committee; Mutual mentoring scheme that is open to leaders and managers; Research Centres assign early career researchers a more senior research mentor; Research staff are able to influence policy through key representatives (e.g. Heads of Research Centres), but importantly through active membership. New on-line tool, the Personal Research and Innovation Plan (PRIP), to support the individual planning and management of research-related activities; Data derived from the PRIP system provides a means at research group, Faculty and University levels to plan and manage research activity strategically; Local Support for Early Career Researchers and Research Staff: mentoring, funding to support bids and pilot projects, reduced teaching, peer reviewing; presenting at internal seminars, sabbaticals etc., Participation in National Surveys of Research Staff (CROS, PIRLS); Informal monthly crossdisciplinary and cross- Faculty research forums. This provides an opportunity for early career researchers to develop networks beyond their direct colleagues;; University holds an annual Northumbria Research Conference; Cross-University Early Career Researchers Forum facilitates interaction among ECRs and researchers outside their usual networks. Annual CDSA review; Vitae s 2-day Broadening Horizons: Career Management for Researchers workshops; Similar workshops are offered to full-time PGRs including the Vitae Effective Researcher workshop; The Library training site, Information Skills for Researchers (personal development planning and links to Vitae website and RDF). Ref. section 3 Appraisal system has a clear focus on performance and development; Mentoring scheme available; Researchers are encouraged to attend internal and external career development events; Encouraged to network widely to widen their horizons about opportunities in other areas; Cross-faculty initiatives are actively encouraged so; Internal funding Opportunities are available for Early Career Researchers; Researcher Development Working Group is already established; Revised generic job description and person specification for Levels 4, 5 and 6 for research staff specifically. 14

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16 4.11 Ensure that developmental activities open to researchers include preparation for academic practice. Employers should take measures to ensure broad recognition of CPD schemes from other employing organisations. Engagement in teaching and learning activities is, as appropriate, discussed at Appraisal; Preparation for academic practice takes a number of different formats at the School/Institute level; Ref.p. 4.3 Gradual adoption of the of the pan-uk Researcher Development Framework (RDF). Numerous opportunities for training and development open to researchers; Grants Academy scheme; Encouraged researchers to be involved in teaching to enhance their transferable skills and provide different experiences. Researcher Development Framework by Research Continuing Professional Development Working Group Research staff are encouraged to engage in teaching activities; Academic Development programme by the HR Institute of Educational Technology s (IET) Learning & Teaching programme of educational and professional development activities to support the University s e-learning and e-teaching strategy; IET offers a PGCE (HE) qualification; Integrated Framework for Academic Staff Development introduces accredited CPD scheme to apply for Higher Education Academy Associate Fellow or Fellow status; Access to opportunities for preparation for academic practice; Research staff are encouraged, where possible, to join supervisory teams, and undertake teaching. A suite of (non-credit bearing) continuing professional development (CPD) courses; Fee waiver on all courses and modules taught by the University Ensure that where researchers are provided with teaching and demonstrating opportunities Mandatory training programme for postgraduate research students University s Educational Excellence Programme, PG Certificate in Education Practice, and Introduction to Education Practice development programmes; Individual master classes and events. Ref.p.3.3 CRS may participate the First Steps to Teaching programme ran by Staff Development and accredited by the Higher Education Academy. Successful completion leads to Associate Status of the Higher Education Academy. Ref. pp.3.9 & 4.2 Access to the PG Cert for HE programme and the Teaching Review Scheme and other development provided by ALT Benefit from researchers' input into policy and practice Engage in local policy setting, as well as inputting into operational matters at the School level. Put into other areas of University decision-making and are welcome to attend School Academic Board meetings and School Research and Knowledge Exchange meetings; Researchers can be elected to University Senate as the academic representative Input into development of the University s Vision and Values. active participation by RI Directors and CRS in relevant University committees and working groups Research staff and PGRs, are represented on Senate, Research Committee, Research Degrees Committee and Research Career Development Advisory Group, Doctoral Training Working Group and Faculty committees ; Annual effectiveness reviews. Researcher representatives on various committees/working groups e.g. research Committee, Learning and Teaching Committee and the researcher Development working Group 16

17 4.14 Mentoring arrangements should be supported by employers Scheme for mentoring new staff, which provides a vehicle for discussing needs surrounding career development. Mentoring opportunities are available to researchers; Ref.p.3.8 Effective mentoring of newly-appointed staff 2010 Audit of Research and the 2012 Research Environment Survey; Implementation of individual research planning; Range of mentoring opportunities available; Mentoring scheme for early career researchers. Review mentoring arrangements. 17

18 Concordat for Career Development of Researchers D # Principles/ Core Elements University Examples Greenwich Bournemouth Ulster Sheffield Hallam Northumbria Open Warwick Anglia Ruskin RESEARCHERS' RESPONSIBILITIES Individual researchers share the responsibility for an need to pro-actively engage in their own personal and career development and lifelong learning. 5.1 Ownership of personal and career development 5.2 Develop their ability to transfer and exploit knowledge where appropriate and facilitate its use in policy making and the commercialisation of research. University strategy; External collaboration and networks actively encouraged; Engagement in working with Epigeum and international group of selected universities on the development of the on-line educational programme on 'Professional Skills for Research Leaders' (launched in 2014); Research & enterprise Committee to support principles of UKPIO Code of practice for research; University Research Ethics Committee. Greenwich Research & enterprise organises events and seminars to support researchers; Researchers encouraged to disseminate findings of their research; Public awareness agenda (disseminating to the communities) - open lectures, professional lectures, exhibitions, nonacademic outlets ('What's on' pages); Annual award to early Career Researchers; Media training workshops by Public Relation Office. University Strategic Plan; BU Code of Practice in Research. Moving towards an open policy to commercialisation, to support staff in creative innovations; Researchers are encouraged to undertake knowledge exchange activities alongside their research. Researcher Development Framework developed (available on their website); Research Institute Directors encourage research to participate in workshops and modules. Office for Innovation offers professional service to commercialise research outputs; Publication of the Case Studies on the research commercialisation; researchers are encouraged to attend relevant academic and practitioner conferences to present research findings Programme of CPD activities, Research and innovation Office support; Technology Support team helps to develop ideas into commercial applications; Outputs from the projects exploited through university mechanisms; Research ethics Policies and Procedures; A range of guidance document have been produced and available o the intranet: Ethical Aspect of research using Info and Comm Technology/ Research Safety/ Safeguarding Children in Research Context/ Principles of Good Research Practice/ Insider Research Guidelines/ Guiding Principles for Access to Staff and Students by External Researchers; New appraisal guidance, 1:1 meetings and mid-year review; Career and Employment Services run series of workshops to help post grads students; Career Management Skills Programme; Web course 'Career Central ; A range of Career support available via HR: career confidence course, career Review of research training provision; Research staff included in Faculty level research and innovation committees; Raining for research leaders; Programme of mandatory research ethics programme; Research Handbook to include guidance on good research practice; Research Ethics and Governance Handbook to be updated PRIP system and integrate with University s appraisal and planning processes; Currently in the early stages of developing policies and processes to support and encourage good practices in research data management Priority Mandate: Research and Scholarship Code of Practice for Research. Innovation and enterprise team to develop links with commerce and external stakeholders, promote generation, protection and use of the IP; The Office delivers sessions for PGRs on Guide to Intellectual Property Rights; Using HEIF funds, the units support Commercial Collaboration Competition open to PGRs; Supporting Knowledge Training Partnership and workshops open to the PRG; Annual Entrepreneurial Academic and Commercialisation Skills workshops. University Induction website; Some academic departments have their own induction programme/ documentation; 1:1 career counselling sessions for researchers; Commissions seminars on career development; On-line learning resources for researchers; Researchers encouraged to network by joining RSForum or a network in their department; Research Support Service provide advice and support for researchers from the start to funding application; Postdoc Newcomers Meeting established to provide links; Funding for researchers to undertake development activities (events, collaborative groups) and create series of case studies, share on the researchers website; Single Equality Scheme and Equality Objectives. Authored and co-authored outputs of researchers; Sabbatical Scheme for staff; Annual Conferences for research students, supervisors and staff; Research Development Framework introduced for research students; Appraisal Scheme complemented by 'Personal Qualities at Work' document. Grant application for third stream income generation increased; Industrial Sabbatical via Sabbatical Scheme; Guidelines for commercial exploitation of Intellectual Property; IP Subcommittee established; Epigeum online research skills training modules to developed transferable skills. 18