The University recognises the crucial contributions made by research staff in achieving the objectives of the institution’s strategic and research ambitions. The University is committed to providing first class development and career support to its researchers underpinned by adoption of the Principles of the Concordat to Support the Career Development of Researchers1 in full. This ambition is made explicit in the University’s recently published Research Strategy2.
In 2010, the Associate Vice President for Research, Professor Matt Lambon Ralph, assumed leadership of the newly formed Research Staff Development Working Group (RSDWG). The Group consists of a representative from: research staff (one from each Faculty); the Faculty Researcher Development Teams; the Careers Service; the Staff Training & Development Unit; HR; and the University’s Skills Development Coordinator.
The responsibilities of the Group are to:
Its first task was to compile a formal response to Universities UK (UUK) who, in 2010, conducted a survey of HEI strategies for implementing the Concordat. The University’s survey reply cited many examples of good existing practice and policy embedded at the Institutional, Faculty and School level that align with the Principles of the Concordat. However, the survey, together with the 2009 CROS data from this University, identified areas where improvement was needed.
Before drafting a Concordat Implementation Plan, further work was undertaken and each Head of the twenty four Schools at the University was asked to provide information of local practice in relation to each of the Principles of the Concordat.
Using data from the University’s response to the UUK survey, the 2009 CROS data and the responses from Head’s of Schools, a gap analysis was undertaken to identify what the University does well in relation to The Concordat Principles and where there was room for improvement. This analysis formed the basis for drafting the University’s Concordat Implementation Plan3. Working drafts underwent extensive University – wide consultation with key stakeholders before a final version was approved by the University’s senior HR Sub Committee. Specific Key Performance Indicators have been raised against each action in the Plan and monitoring of progress will be undertaken by the RSDWG, reporting to the University’s senior management.