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[null,null,"HREiR Action plan template (2022-24)-update for September 2023"]
[null,null,null,"Details"]
[null,null,"Institution name:","University of Nottingham",null,null,null,"The institutional audience* for this action plan includes (only include direct beneficiaries; complete or delete, as appropriate):"]
[null,null,"Cohort number:","Cohort 4",null,null,null,"Audience (direct beneficiaries of the action plan)",null,"Number of","Comments"]
[null,null,"Date of submission:","January 2024 (update Sept 2023)",null,null,null,"Research staff",null,1148,"Primary audience of action plan"]
[null,null,"Institutional context:","The University of Nottingham employs approximately 1100 staff who fall under the Concordat definition of research-only staff ‘individuals whose primary responsibility is to conduct research and who are employed for this purpose’. At Nottingham, colleagues in this staff group would typically include job titles such as Research Assistants, Research Associates, Research Fellows, Senior Research Fellows, Principle Research Fellows and externally funded Fellows.  These 1100 research-only staff are distributed across each of the five faculties and geographically located across four main campuses in the UK and many have a hybrid working pattern including working from home, remotely, on-site (lab) or on-site (research office). The Concordat is a UK-centric document, and the Nottingham action plan and reporting consider UNUK-based researchers only. ",null,null,null,"Postgraduate researchers"]
[null,null,null,null,null,null,null,"Research and teaching staff",null,1472,"In capacity as line managers of researchers"]
[null,null,null,null,null,null,null,"Teaching-only staff",null,746,"recognising that some may be equivalent career stage as research staff and undertaking research alongside teaching role"]
[null,null,null,null,null,null,null,"Technicians",null,554,"recognising that some may be equivalent career stage as research staff and undertaking research alongside teaching role"]
[null,null,null,null,null,null,null,"Clinicians"]
[null,null,null,null,null,null,null,"Professional support staff",null,2884,"In capacity as enablers of research and some with role in line management of researchers"]
[null,null,null,null,null,null,null,"Other (please provide numbers and details):"]
[]
[null,"Complete for submission",null,null,null,null,null,null,null,"To be completed only when reporting on action plan"]
[null,null,"Obligation","Action","Carried over from previous action plan?","Deadline","Responsibility","The targeted impact of the action\n(success measure)","Comments (optional)","Progress update","The actual impact of the action (reporting against the success measure)","Outcome (ongoing/carried forward/no further action)"]
[null,"Environment and Culture"]
[null,"Awareness and engagement"]
[null,"The aims of these obligations are to work towards an open and inclusive research culture, and to ensure broad understanding and awareness of this amongst researchers."]
[null,"ECI1","Ensure all relevant staff are aware of the Concordat.","Action EC1: To enhance and develop a Research Staff communication plan, which includes communication channels for researchers and those who manage and support researchers.",null,"Mar-22\n\n\n\n\nMar-23","Researcher Academy/External Relations","Creation and implementation of a communication plan that encompasses all aspects of communciation available to use at the University\n\nResearchers and their managers report increased knowledge and engagement with the Concordat and obligations (via routes identified from action EC8: Evaluation Process)",null,"Communication with researchers includes a monthly e-newsletter for research-only staff and supervisors of researchers, this includes a tailored editorial, and news from across the university including academic faculties, Researcher Academy and other Professional Services. A weekly all-staff e-newsletter provides news for all staff with items that are also relevant to research-only staff. 4/5 Academic Faculties have a Digital Hub, which includes sections for each staff group with news items and funding calls relevant to the discipline. The 5 Faculty has school-specific SharePoint pages with a similar format. These SharePoint pages are maintained and updated to provide current affairs.","Clear and regular communication routes exist at both institutional and faculty levels for dissemination of key information to researchers.\n\nCEDARS 23 was not run and hence no specific question on the Concordat has been surveyed. However, communication drive across all Faculties has taken place in 22/23. Recommend to include action in 22/27 action plan for RC pulse survey  ","No further action"]
[null,"ECI2","Ensure institutional policies and practices relevant to researchers are inclusive, equitable and transparent, and are well-communicated to researchers and their managers.","Action EC2: Appointment of Research Staff Champions in all schools. Formal role to include advocacy for Research Staff and communication of Concordat",null,"June-22\n\nCEDARS: March/April-23\nAnalysis: Sept-23","RAFL","All Schools to have a Research Staff Champion, noting exceptions where there are less than 5 research-only staff. Research Staff Champion to be a formalised role in workload model.\nSchools with small cohorts of research staff to ensure adequate representation on committees ",null,"Faculty best practice: \nFoS- all 7 Schools have a Research Staff Champion. Champions came together to run a Researcher Networking event focused on the Concordat in July 2022. Attended by 65 people including presentations on the Concordat, EDI (PVC EDI) and Research Integrity. FPVCKE has disseminated a series of communications about Concordat from RAFL to the whole Faculty (April-June). RAFL contributing to School level staff meetings to promote Concordat awareness.\nFoSS: Champions meet regularly with actions assigned for implementation. Group co-created a response and action plan directly informed from a Research Staff representative-led survey (2021) and a follow-on focus group (2022).  \nFoA: Research Staff Steering Committee model initiated due to <30 researchers in Facutly\nFMHS: Champions appointed, input to 10 days cpd guidance project and Faculty action plan.\nFoE - Our Research Staff Champions are part of the Engineering Research Futures Network, which includes a representation of our researchers in each research group. Research Staff Champions and deputy Research Champion established. , working with the ERF we have compiled a FoE Concordat Action Plan available here https://www.nottingham.ac.uk/engineering/documents/2023-feb-engineering-researcher-concordat-final.pdf. This was launched at the Engineering Researchers Day, 2023 which was held on 27th Jun in the ESLC. It has been agreed to run this as an annual event. The attendees were around 40 people - a mix of researchers, Apm and academic staff. An update was provided in our faculty newsletter 06/07/2023 sent out by Sam Kingman FPVC. In addition an email was sent to all heads of research group on 27/06/2023 by Daniel Green, People Services Manager, with the statement \"Following the launch of the Faculty’s concordat implementation plan, can we also ensure that all researchers are being engaged in discussions around their allocated 10 days pro rata, per year,  to engage with professional development, supporting researchers to balance  the delivery of their research and their own professional development.","Processes and role profiles in place to ensure schools have a Research Staff Champion in role. The role is a School-appointment and hence responsbility with Head of School/Director of Research and supported by Researcher Academy Faculty Lead. ","No further action"]
[null,"ECI6","Regularly review and report on the quality of the research environment and culture, including seeking feedback from researchers, and using the outcomes to improve institutional practices.","Action EC8: Development of a University-wide process to collate, review, analyse and report on the wealth of information available to gather feedback on, monitor completion/uptake and evaluate the engagement of researchers, and their managers, with the obligations of the Concordat. A Working Group will be convened to address and develop a process to ensure a wealth of quantitative and qualitative information can be gathered and appropriately analysed.\nAction EC9: Feeding into action EC8, the use of internal and sector-wide surveys to evaluate perceptions of good research environment and culture across the University. Utilising data to evidence to support requirements for improvements and evaluate effectiveness. By\n(i) Ensuring future University wide staff surveys include questions relating to research environment and culture \n(ii) Participant's Job Family question is asked in surveys to allow disaggregation of data in institutional surveys \n(ii) Participate in CEDARS\n(iv) Exit survey for Research-only Staff include questions relating to research environment and culture and flagging issues of conflict \n(iv) Research-only Staff open meetings/town halls\nAction EC10: RSG to request reports on key questions from relevant surveys (CEDARS, Athena SWAN, Pulse Surveys). Ensure that surveys include question of job family and level to allow disaggregation of data\nAction EC11: To have clear reporting structures for all surveys to feed into RSG, undertake a campaign to raise the profile of research staff representatives, Research Staff Champions and RAFLs amongst researchers and their line managers\nAction EC12: Piloted in summer 2020, the new exit survey (MS Forms) to receive sign off by data protection team before official launch in 2021. Review of exit survey within 12 months to be undertaken and analysis shared to Faculties. (also AS AS31)",null,"EC8:\nApril-August 22\n\nEC9:\nMarch/April 2023\nAugust 2023\nJanuary 2024\n\nEC10:\nOctober 2022 for inclusion in 2023 surveys\n\nEC11:\nJune 2022\n\nCEDARS: March/April 2023\nAnalysis: September 2023\n\nEC12:\nDec 2022","EC8:\nRSG\nWorking Group\n\nEC9:\nResearcher Academy\n\nEC10:\nRSG\n\nEC11:\nFaculties/ \nResearcher Academy\n\n\nEC12:\nHR\n\n","EC8: Working group convened. Concordat engagement and impact evaluation process identified and rolled out to ensure any actions that require evaluation data (qualitative and quantitative) have necessary data in a timely manner to ensure successful evaluation/review of impact.\nEC9: CEDARS 2023 with a response rate of at least 40%\nInclusion of question on environment and culture in research-only staff Exit Survey\nIncrease in participation of Exit survey and interview by researchers. Schools report flagging concerns/development areas\nAnalysis of the 2021 Athena SWAN survey and issues arising identified and relevant reported to Research Staff Committee for attention\nEC10: To make informed actions and priorities for the RSG based on feedback from surveys, research staff open meetings, research staff reps and research staff champions\nEC11: Implementation of transparent and visible communication channels between RSG and the existing staff networks and researcher groups.\n50% respondents to CEDARS report they know who and how to communicate with their school representative \"\nEC12: Launch of exit survey. Exit survey data provides intelligence that can inform practices and policies related to Research-only staff where appropriate. Emerging areas reported to Research Staff Group for actioning.\n",null,"EC8: Institutional Research Culture 2022 survey analysis was undertaken by external consultancy and reported to to the Culture Advocacy and Advisory Board.  Working groups for the Research Culture project tasked with activities responding to key areas.  \nIntersectional working group meets quarterly to feed into Athena SWAN, Research Culture, RD Concordat and Teachnicians Agreement with appropriate actions feeding into action planning and progress updates. Surveys include questions for disaggregation and respective survey analysis feeds into this group.\nEC9: Research Culture work that has taken place over the reporting period has encompassed and surpassed this action. -No further action required\nAthena SWAN survey 2021 included questions to allow disaggregation by research-only staff, academics, and other key staffing groups. The Research Culture Survey undertaken in 2022 included questions allowing data disaggregation; response rate was 11% for research-focussed staff and 22% for academic staff.  In 2023, the People and Culture Survey analysis still underway and has been shared with schools and at the faculty level, who are evaluating this information for consideration within relevant local-level initiatives and action plans. \nEC10: Data from relevant surveys can be disaggregated to identify responses from key staff groups. Complete\nAreas of interest from the Athena SWAN survey are flagged within faculty initiatives and panels. The Research Culture survey (2022) was used to inform Town Hall meetings in 2022 and the institutional Culture project with working groups addressing key issues arising from the survey.  \nEC11: The Research Staff newsletter campaign included editorials on the Research Staff Champion role and RAFLs. Dedicated pages on Researcher Academy SharePoint with information on these roles and key contacts. The monthly RA newsletter provides reminders and links to SharePoint. Research er Academy Faculty Leads have undertaken publicity campaigns within schools and faculty to raise awareness throughout 2022 on both the Concordat and representative roles and the Researcher Academy. Links to the Researcher Academy webpages and SharePoint are included extensively on Faculty and School Digital Hubs.\nFoE - ERKE worked with 'Then Somehow' to deliver Research Culture Workshops. Results were presented along with the Researcher Concordat Action plan launched in 2023. Further activities related to the staff survey and raising awareness of the RSG/Researcher Champions will also be carried out later this year as part of a researcher-focused townhall.\nEC12: A new exit survey was launched in January 2022. It is anticipated that we will be able to report results for the first year of data from January 2023.",null,"EC8: No further action required\n\nEC9: No further action required\n\nEC10:  No further action required\n\nEC11: No further action required\n\nEC12:  No further action required"]
[null,"ECR1","Encourage researchers to actively contribute to the development and maintenance of a supportive, fair and inclusive research culture and be a supportive colleague, particularly to newer researchers and students.","Action EC15: Transparent and improved mechanisms for the role researchers play in doctoral supervision through increased awareness and appointment to 'Assistant Supervisor' role. To include guidance and standardised template for HoS to appoint researchers to the role.",null,"March 2022\n\nMarch 2023","RA\n\n\nFaculties/RA","Creation of guidance notes and appointment letter template\n\nIncreased number of Assistant Supervisor roles formally appointed (new role in 2021, no benchmark figure currently available). ",null,"Assistant Supervisor' seminar delivered as part of the Supervisor seminar series in 2021, with recording available on Sharepoint includes guidance on what to expect from the role and how to consider the scope of the role within the supervisory team. https://uniofnottm.sharepoint.com/sites/RA-ResearchSupervisors/SitePages/Supervisor-Seminar-Resources-supervisory-practice.aspx#the-assistant-supervisor-role-taking-your-initial-steps-into-doctoral-supervision (internal view only)\n\nThe role is a school-based appointment and currently no centralised process for monitoring Assistant Supervisor role. New Digital Core system training record may be able to record. Role recorded in individuals ADC and would contribute to 10 days cpd (link to associated actions on ADC and 10 days cpd). Future action to include compilation of best practice in Faculties for appointment letters and guidance notes (RA)","40 research-focussed staff attended the live session. \n\nResources available on SharePoint for on demand watching.","Carried forward"]
[null,"Wellbeing and mental health"]
[null,"The aims of these obligations are to champion positive wellbeing amongst researchers, both through appropriate training and enabling new ways of working."]
[null,"ECI3","Promote good mental health and wellbeing through the effective management of workloads and people.","Policies and practices in place for bullying and harassment and discrimination in place.\n\nAction EC4:  Phase 1-To hold a series of focus groups with research only staff to explore volume of issues and identify any new/emergent concerns impacting researchers regarding workload. \nPhase 2: identify were remedial action may need to be taken and launch of a 'You Said, We did campaign' to flag relevant policy and support mechanisms arising from phase 1. To be piloted 2022 in Faculty of Medicine and Health Sciences.",null,"April 2023 (original Sept 2022)","RAFL MHS","Pilot MHS 'You said, we did'\nFocus groups/Pulse Surveys run in MHS Faculty amongst researchers and managers of researchers. Flagging were changes to policy/guidance may be required. Dissemination of information via 'You said, we did' campaign.",null,"Delayed and redefined following discussions with FMHS Research Staff steering group. New campaign scope Perceptions of researcher workload (part of improving research culture). To run focus groups (Spring 2023) with research-only staff to understand staff activity and identify any new/emergent concerns impacting researchers regarding workload. Launch of a 'You Said, we did campaign' in Autumn 2023.  Due to significant changes within one of the schools in the Faculty this has been postponed. However, a Research Culture event was run in July 2023 that included gathering of 'You said' suggestions from attendees. \n\nWorkforce planning and organisational design form part of the People and Culture Strategic Delivery Plan 2023-26. Actions will be defined over the coming months. \nWork related stress survey cycle UoN wide. Pilot survey was available to research staff in humanities. New work related stress policy published in 2023, to be rolled out with associated training to embed. \nHR transformation and associated People and Culture SDP – infrastructure now in place/being built. \nAccess-able improving physical work environment to be more inclusive ","Carry forward to 2024-27 action plan","Carried forward"]
[null,"ECI4","Ensure managers of researchers are effectively trained in relation to wellbeing and mental health.","Action EC5: Following the review of support for Disabled Staff (2019) and launch of a managers toolkit, including guidance on reasonable adjustments (Wellbeing delivery plan 2020). To review engagement and evaluate perceived usefulness of the resource by managers.",null,"2022-09-01","RA","Research Managers report positive response in their ability to support their staff (via routes identified from action EC8: Evaluation Process)",null,"A toolkit for supporting disabled staff has been created and launched. The toolkit includes an introduction, mandatory training on staff equality, case studies, and guidance and support on how to make reasonable adjustments. The toolkit and guidance are available:  \nhttps://www.nottingham.ac.uk/edi/characteristics/disability.aspx\nGuidance has been developed and action to deliver is with the Researcher Academy. HR is aware of the broader need to support managers in having effective reasonable adjustment conversations and this will be picked up as part of the HR Strategy (under development).","RC survey: to the statement 'My mental health is supported' 51% of ECR responders agreed and to the statement 'ADC cares about my wellbeing' 69% of respondents agreed.","No further action "]
[null,"ECM3","Ensure managers promote a healthy working environment that supports researchers' wellbeing and mental health.","Action EC14: Implementation of the institutional Wellbeing Delivery Plan (https://www.nottingham.ac.uk/hr/documents/staff-wellbeing-delivery-plan-2020.pdf)\n\n(see also Action EC4 and EC5)",null,"Various 2022-24\n\n\n\n\n\nSurvey analysis 2022/2023","HR\n\n\n\n\n\n\nHR and RA","Implementation of an array of interventions as outlined in the delivery plan. Recognition that researchers are key users/beneficiaries and stakeholders in the SDP and should be considered as such in the implementation of the plan\n\nPositive reporting in Athena SWAN survey (2021 benchmark) and CEDARS.\nResearch managers report good knowledge of policies, resources and guidance (via routes identified from action EC8: Evaluation Process)",null,"In line with the university’s commitment in the Staff Wellbeing Delivery Plan 2020 to future proof its recommendations, a gap analysis exercise was conducted in Autumn 2021 to identify any potential ongoing gaps in wellbeing provision. \nAn action plan was agreed from this and outstanding actions are now fed into the People SDP 23-26. \nManagers annual programme of L&D support: LMA bitesize essential skills workshop provision, LMA leadership programmes and coaching and mentoring support. \nLeading Mental Health and wellbeing for Line Managers workshops – led by our partner organisation MyMynd","My Line Manager treats me fairly and with respect - +20 from 2019 survey for research job family.  \nNo direct comparison for wellbeing questions – now have benchmark data for these.  \nOver 240 line managers have undertaken the Leading Mental Health Workshops. ","No further action "]
[null,"ECM4","Ensure managers consider fully flexible working requests and other appropriate arrangements to support researchers.","see Action EC5\nPolicies and practices in place",null,"As per survey deadlines","RSG","Positive reporting in anonymised surveys (Athena SWAN 2021 as benchmark and next CEDARS) that staff feel confident a request is taken seriously within the institution."]
[null,"ECR3","Ensure researchers take positive action towards maintaining their wellbeing and mental health.","See Action EC4 and EC14",null,"AS Survey March 2022 \n\nAugust 2022","RSG","Positive reporting in Athena SWAN survey (2021 benchmark) and CEDARS.\n\nResearch managers report good knowledge of policies, resources and guidance (via routes identified from action EC8: Evaluation Process)",null,"Improved comms around wellbeing provision to all staff. Including: \n-updating of Wellbeing Hub \n-Wellbeing News SharePoint site \n-wellbeing newsletter distributed university wide \n-Review of HR wellbeing webpages (still to be published) \n-OD attendance at Research Culture Conference.  \n-OD team attended Research and Innovation “Reset, Refresh and Re-engage” conference Jan 23 to present on UoN wellbeing   \n-Mental Health Awareness Week photography exhibition and associated signposting/ sharing of resources around anxiety in particular – collaboration between HR and EDI \n-Reproductive & Gynaecological Health task and finish groups – making recommendations Nov 23 to enhance support to staff  \n-International women’s day 23 – toolkit of resources produced to share with those attending the key note event. \n-Staff Active champions overseen by UoN Sport  \n-Extension of staff networks to Parenting and The Haven \nTo be improved with the delivery of the People & Culture Strategic Delivery Plan and the development of a revised wellbeing strategy and mental health framework by 2025. The university has committed to aim for university mental health charter accreditation by 2025. ","People and Culture Survey 2023: Of the respondents, 54% of research staff felt that they know where to access support needed to proactively manage mental health and wellbeing.  \n67% feel that the university takes their H&S seriously – 2023 baseline research specific data to work from "]
[null,"Bullying and harassment"]
[null,"The aims of these obligations are to eliminate bullying and harassment in the research system, tackled through progressive policies and secure mechanisms to address incidents."]
[null,"ECI3","Promote a healthy working environment through effective policies and practice for tackling discrimination, bullying and harassment, including providing appropriate support for those reporting issues.","Policies and practices in place for bullying and harassment and discrimination in place.\n\nAction EC4:  Phase 1-To hold a series of focus groups with research only staff to explore volume of issues and identify any new/emergent concerns impacting researchers regarding workload. \nPhase 2: identify were remedial action may need to be taken and launch of a 'You Said, We did campaign' to flag relevant policy and support mechanisms arising from phase 1. To be piloted 2022 in Faculty of Medicine and Health Sciences.",null,"April 2023 (original Sept 2022)","RAFL MHS","Pilot MHS 'You said, we did'\nFocus groups/Pulse Surveys run in MHS Faculty amongst researchers and managers of researchers. Flagging were changes to policy/guidance may be required. Dissemination of information via 'You said, we did' campaign.",null,"Delayed and redefined following discussions with FMHS Research Staff steering group. New campaign scope Perceptions of researcher workload (part of improving research culture). Action to be revised and carried forward (Action Ecx, AP 24-27 and FMHS Action Plan)",null,"Carried forward"]
[null,"ECM3","Ensure managers encourage reporting and addressing incidents of discrimination, bullying and harassment.","Action EC14: Implementation of the institutional Wellbeing Delivery Plan (https://www.nottingham.ac.uk/hr/documents/staff-wellbeing-delivery-plan-2020.pdf)\n\n(see also Action EC4 and EC5)",null,"Various 2022-24\n\n\n\n\n\nSurvey analysis 2022/2023","HR\n\n\n\n\n\n\nHR and RA","Implementation of an array of interventions as outlined in the delivery plan. Recognition that researchers are key users/beneficiaries and stakeholders in the SDP and should be considered as such in the implementation of the plan\n\nPositive reporting in Athena SWAN survey (2021 benchmark) and CEDARS.\nResearch managers report good knowledge of policies, resources and guidance (via routes identified from action EC8: Evaluation Process)",null,"\nIn line with the Wellbeing Delivery Plan, a Wellbeing Gap analysis survey was undertaken and results were reported to P&HR and EDI Committee. A Wellbeing Steering Sub-Group has been set up and is currently focusing on the need to better sign-post and communicate provisions available - this feeds off the results of the gap analysis which indicates that staff are happy with the level of provision available but weren't necessarily aware of them. Communication and promotion are therefore the current focus. \n\nResearch Culture working group (phase 1) looking at work/life balance. Outputs expected in early 2023","Inclusion of researchers within Wellbeing Delivery Plan activities\nSee EC12\n","No further action"]
[null,"ECR4","Ensure researchers use available mechanisms to report staff who fail to meet the expected standards of behaviour in relation to discrimination, harassment and bullying.","Policy in place, monitored regularly. No further actions required at current time\n(See also Action EC2 and EC6)\n(See also AP19-21,update Dec 21 -ECR4)"]
[null,"Equality, diversity and inclusion"]
[null,"The aims of these obligations are to ensure managers and researchers are trained in-, aware of- and adopt practices enhancing equality, diversity and inclusion."]
[null,"ECI4 / ECM1","Ensure managers undertake relevant training and development opportunities related to equality, diversity and inclusion, and put this into practice in their work.","EC13: Monitor engagement by managers of researchers with EDI training as outlined in Athena SWAN and REC action plans. (For example, Anti-racism training (REC 8B and 8C))\nSee also Actions EC5 and EC3 \n",null,"June-22\n\n\n\n\nSept-22","HR \nPD Team Lead","AS Survey 2021 results used as a benchmark regarding Q 21 with the majority of respondents report SA/A to 'Spend the time that feels right to me on EDI activities'\n\nResearch managers report good knowledge of policies, resources and guidance (via routes identified from action EC8: Evaluation Process)",null,"Athena Swan survey 2021 data reported for post-doctoral researchers/research fellows and research staff': In responding to the statement: 'I am able to spend the time that feels right to me on EDI activities' : 34% strongly agreed/agreed with 30% indicating they a strongly disagreed/disagreed with the statement. \n\nResearch Culture working group (phase 1) looking at inclusivity.\nExamples of initiatives:\nResearch Leadership Programmes (Researcher academy) now have EDI in Research Leadership included within the programme. Knowledge Exchange Sharepoint includes dedicated EDI in Research section\nFoS- anti-racism training to be rolled out","New EDI activities and initiatives available and rolled out in 2023. Areas of best practice in faculty and Researcher Academy training programmes for line managers. \nContinue to monitor through use of benchmark data from surveys to monitor future impact. Aim to see an increase (50%) report agree and reduce (<20%) disagree.  ","No further action "]
[null,"ECR2","Ensure researchers act in accordance with employer and funder policies related to equality, diversity and inclusion.","See Action EC6",null,"AS Survey March 2022 \n\nAugust 2022","RSG","Positive reporting in Athena SWAN survey (2021 benchmark) and CEDARS.\n\nResearch managers report good knowledge of policies, resources and guidance (via routes identified from action EC8: Evaluation Process)",null,"Athena SWAN 2021 survey data indicates that of the research staff respondents, in responding to the statement: 'I am able to spend the time that feels right to me on EDI activities': 34% strongly agreed/agreed and 30% strongly disagreed/disagreed. \n\nCurrent projects that may support improvements include the Research Culture project working group focussed on Inclusivity, phase 1 outputs from the project due shortly."]
[null,"Research Integrity"]
[null,"The aims of these obligations are to ensure managers and researchers are trained in-, aware of- and maintain high standards of research integrity, and are able to report infringements or misconduct."]
[null,"ECI5 / ECM2","Ensure researchers and their managers are aware of, and act in accordance with, the highest standards of research integrity and professional conduct.","Action EC6: Explore mandating current Research Integrity training for all new members of staff engaged in research and managers who are new to research line management",null,"2022-10-01","University Research Integrity and Research Ethics Committee","Recommendation to Research Committee that Research Integrity training becomes mandatory part of the induction for new research staff starters",null,"The University's Code of Research Conduct and Research Ethics was updated to note \"All new research students and staff are expected to undertake training in Research Integrity\" it also notes \"URIEC requires all staff involved in research to undertake Research Integrity Training on regular bases to refresh their knowledge of developments in their field and the wider research integrity landscape.\"\n\nAlthough this is now completed and noted in the Code of Research Conduct and Research Ethics. URIEC has not yet implemented any processes to measure and monitor this.  The introduction of Research Integrity Advisors and Research Integrity and Ethics Champions across the faculties and schools will play an important role in promoting and monitoring this for new staff. ","Research Integrity training included • Introduction to the Code of Research Conduct and Research Ethics (5 sessions)\n• Introduction to the ethics review - for new ethics officers and panel members (4 sessions)\n• Introduction to the Nagoya Protocol and Access and Benefit Sharing (4 sessions)\n• Research Ethics for Researchers (5 sessions)\nwhich were attended by 390 attendees in addition to the RI Comprehensive and RI Concise online where 505 staff and students enrolled.\nThe University of Nottingham's Research Integrity Week ran from 19-23 June 2023 and saw an increase in the number of registrants to 990.  This demonstrates the increase in awareness of the importance of research integrity across the board. \nalso see the University's 2022 (https://www.nottingham.ac.uk/research/ethics-and-integrity/) and 2023 (will be published in Nov on the same link) University of Nottingham Annual Statements on Research Integrity to the Council which demonstrate a substantial increase at Faculty and School levels, not just UK campuses but our international ones as well.   \n","No further action"]
[null,null,null,"Action EC7: Improve researcher awareness of the full array of open research opportunities, in line with government policy and the UKRI research funding horizon, by promoting and enabling open protocols, methods, and software. Advocate research transparency, reproducibility, and reuse by supporting good practice and accommodating disciplinary differences. To be achieved by identifying needs, then developing and delivering appropriate information, resources, and training.",null,"Dec 2022, Dec 2024\nSept 2023 (CEDARS)","N.Library"," Measured by engagement with information and resources (via web analytics), uptake of training sessions, and CEDARS indications.\n \nResearchers report good knowledge of policies and resources (via routes identified from action EC8: Evaluation Process)",null,"\nOver 600 researchers attended briefings on the new UKRI Open Access policy. A new initiative \"Summer of Data\" was developed and launched to support researchers with research data management, the RDM service has supported 17 grant applications and has seen a 25% increase in requests for support of Data Management Plans. The Libraries OA webpage was updated to make locating funder policies and publisher deals easier. SafePod launched, which provides UoN researchers with secure access to datasets and supports the reuse of information. \nOA advocacy ongoing with Faculties to highlight the publishing deals available to enable researchers to make their outputs immediately openly available, particular beneficial for non-funded research. Since launch in 2021, the UoN SafePod has become one of the busiest locations for research in the UK-wide network (SPN). Actively exploring opportunities to further promote and develop SPN to facilitate more research opportunities using secure datasets. UoN Libraries Research Support team made a substantial contribution to the UoN's inaugral DataFest programme, working collaboratively with the Researcher Academy and other data partners, 'Accessing secure data', 'writing a data management plan' and 'sharing and FAIRing your data' sessions were well attended. Libraries and DTS delivered a joint session for Research Integrity week to assist researchers in understanding where an open approach to sharing data is appropriate and where it might not be. The University Open Research Group held it's first meeting in April 23, which will be looking to support and embed open research practices.","Good attendance at training interventions and uptake of services.\n\nWorking Group (with ECR representation) in place to maintain momentum on activities","No further action"]
[null,"ECM3","Ensure managers report and address incidents of poor research integrity.","Action EC14: Implementation of the institutional Wellbeing Delivery Plan (https://www.nottingham.ac.uk/hr/documents/staff-wellbeing-delivery-plan-2020.pdf)\n\n(see also Action EC4 and EC5)",null,"Various 2022-24\n\n\n\n\n\nSurvey analysis 2022/2023","HR\n\n\n\n\n\n\nHR and RA","Implementation of an array of interventions as outlined in the delivery plan. Recognition that researchers are key users/beneficiaries and stakeholders in the SDP and should be considered as such in the implementation of the plan\n\nPositive reporting in Athena SWAN survey (2021 benchmark) and CEDARS.\nResearch managers report good knowledge of policies, resources and guidance (via routes identified from action EC8: Evaluation Process)",null,"In line with the Wellbeing Delivery Plan, a Wellbeing Gap analysis survey was undertaken and results were reported to P&HR and EDI Committee. A Wellbeing Steering Sub-Group has been set up and is currently focusing on the need to better sign-post and communicate provisions available - this feeds off the results of the gap analysis which indicates that staff are happy with the level of provision available but weren't necessarily aware of them. Communication and promotion are therefore the current focus. \n\nResearch Culture working group (phase 1) looking at work/life balance. Outputs expected in early 2023","Delivery plan in place\n\n","No further action"]
[null,"ECR2","Ensure researchers act in accordance with employer and funder policies related to research integrity.","See Action EC6",null,"AS Survey March 2022 \n\nAugust 2022","RSG","Positive reporting in Athena SWAN survey (2021 benchmark) and CEDARS.\n\nResearch managers report good knowledge of policies, resources and guidance (via routes identified from action EC8: Evaluation Process)",null,"Athena SWAN 2021 survey data indicates that of the research staff respondents, in responding to the statement: 'I am able to spend the time that feels right to me on EDI activities': 34% strongly agreed/agreed and 30% strongly disagreed/disagreed. \n\nCurrent projects that may support improvements include the Research Culture project working group focussed on Inclusivity, phase 1 outputs from the project due shortly."]
[null,"ECR4","Ensure researchers use available mechanisms to report staff who fail to meet the expected standards of behaviour in relation to research misconduct.","Policy in place, monitored regularly. No further actions required at current time\n(See also Action EC2 and EC6)\n(See also AP19-21,update Dec 21 -ECR4)"]
[null,"Policy development"]
[null,"The aims of these obligations are to encourage all researchers to actively contribute to the development of policies driving positive change at their institution."]
[null,"EI7","Consider researchers and their managers as key stakeholders within the institution and provide them with formal opportunities to engage with relevant organisational policy and decision-making."," Action E9: Proposal of a project to explore the disengagement of researchers who are on fixed term contracts with the university. Project to look at the impact of disengagement on institution and individuals. ",null,"2023-01-01","RSG","Project proposal submitted to 'Getting in Shape programme' for consideration.",null,"Not carried forward",null,"No further action"]
[null,"ECM5","Encourage managers to engage with opportunities to contribute to policy development aimed at creating a more positive research environment and culture within their institution.","Policies in place, monitored regularly. No further additional actions required at current time",null,null,"RAFLs and RS Champions","RAFLs and Research Staff Champions report positive engagement of colleagues with policy and strategy development. Flagging any areas of concern through appropriate channels. "]
[null,"EM5","Engage with opportunities to contribute to relevant policy development within their institution.","Action E11: Research Staff Champions appointed at every school (>5 research staff population) and will attend the Faculty's Champions Steering Group chaired by the Research Academy Faculty Lead. Identification by RAFL of process to support researchers in school were researchers <5.",null,"2022-02-01","RAFL per Faculty","Research Staff Champions appointed within all schools with research staff numbers >5. \n\nClear process and communication pathways between Champions and Research Staff Reps. ",null," Schools committed to and recruited Research Staff Champions, which are school-based roles with workload allocation. The Research Champions work with RA Faculty Leads and the Research Staff reps and networks within their individual schools. Initiatives undertaken in 2022: include ECR network events, co-creation of Faculty action plans, organization of training, and setting up 'office hours for drop-in chats'. ","Success measures achieved, processes in place. Current Research Staff Champion contacts available at local level and on the Researcher Academy SharePoint page\n","No further action "]
[null,"ECR5","Encourage researchers to consider opportunities to contribute to policy development aimed at creating a more positive research environment and culture within their institution.","Policies and practice in place, monitored regularly. \n(In example, see AP19-21,update Dec 21 -ECR5)"]
[null,"ER4","Recognise and act on their role as key stakeholders within their institution and the wider academic community.","Action E14: Increase visibility of opportunities and improve publicity encouraging researchers to actively engage and input into policy development through committee memberships at Institutional, faculty and school level ",null,"2023-01-01","RSG","Research staff representation on committees across the institution. Including maintaining full representation on the University's Research Staff Committee (10 representatives).",null,"\nResearcher Academy Faculty Leads hold responsibility for ensuring adequate representation for their faculty on the Research Staff Group. As of December 2022, all Faculties are represented in the membership. \n\nFMHS: Research-focused staff have increasing opportunities to input into both School and Faculty strategies. They are now represented as members of school research committees, the FMHS Research Staff Steering Group, and two Faculty representatives contribute to the Research Staff Committee and Concordat Steering Group.\nFoSS: best practice: Research rep role profile for use within Faculty to recruit new researchers to the roles. Role profile created by existing research staff reps in consultation with RAFL.","The Research Staff group currently has a full membership of 10 Faculty research staff representatives. A new Terms of Reference was agreed in 2023, which includes membership details.","No further action "]
[null,"Employment"]
[null,"Recruitment and induction"]
[null,"The aims of these obligations are to ensure recruitment of researchers is open and fair and researchers receive effective inductions into the organisation."]
[null,"EI1","Ensure open, transparent and merit-based recruitment, which attracts excellent researchers, using fair and inclusive selection and appointment practices.","Policies and practices in place, no further actions identified at this current time.\n(See AP19-21,update Dec 21 -EI1)",null,null,null,null,null,"The Faculty of Science initiative to increase diversity on recruitment panels. Training session specifically for research-focussed staff on interview panel training to increase representation of this job family within the Faculty-wide interview pool whilst also supporting people who are looking for the opportunity to develop their experience and skills as interviewers.19 FoS research-focussed staff attended and are now panel trained. "]
[null,"EI2","Provide an effective induction, ensuring that researchers are integrated into the community and are aware of policies and practices relevant to their position.","Action E1: Development of a research staff induction strategy covering the Institutional level, Faculty/School level and Research Group level.  To include the recommendation that researchers undertake at least 5 days of induction within the first 3 months. Strategy to include continuous induction.\n\nAction E2: Review of faculty-level inductions with identification of Research Staff-specific recommendations. Dissemination of beacon activity to other faculties for implementation.",null,"E1:Sept -22\n\nBenchmark data Apr-22\n\n\n\n\nAug-22\n\n\n\nE2: Oct 22\n","E1: RA\n\n\n\n\n\n\n\n\n\n\n\n\n\nE2: FoE People Board","E1: Creation of an induction programme, which includes institutional and local requirements.\n\nAS Survey 2021: Benchmark, researchers report positively (SA/A) to Q35 and Q36  that 'the information or induction provided by my School/Department/University was useful' Use of 2021 survey as benchmark for implementation of new induction materials\nCEDARS: positive response to questions on induction\n\nResearchers and their managers report good knowledge of policies and resources (via routes identified from action EC8: Evaluation Process)\n\nE2: Identify Research Staff specific recommendations and implementation within agreed timeframes\n\nPositive reporting in Athena SWAN survey (2021 benchmark). Researchers and their  managers report good knowledge of policies, resources and guidance (via routes identified from action EC8: Evaluation Process)",null,"E1: Partially completed \nHR’s new starter induction materials (SharePoint)-This is for all new starters and includes details that are relevant across all staff groups.\nThe Researcher Academy and Careers Employability Service provide a research-focussed staff induction in two formats (online and in-person) to ensure accessibility. In 2022, 46 new starters attended this induction.\n\n\nE2: A scoping project was undertaken to assess the local school-level inductions for research staff across the university. Areas of good and bad practice were identified and fed to RAFLs for corrective action if required. \nExamples of good practice: \nFoE:Developed a 'New Starter Induction' package and document which is now provided to all new starters. This has also been developed as a 'Welcome' SWAY link is here: https://sway.office.com/EUHlYESBPGfVONXY \n ","Induction programmes under review at faculty level and institutional as part of Learning Organisation implementation. Research-focussed staff induction (Researcher Academy) continues to run twice per year in both online and in person format with good take up and positive feedback ","E1: Carried forward\n\n\nE2: Completed"]
[null,"Recognition, reward and promotion"]
[null,"The aims of these obligations are to ensure the fair and inclusive recognition of researchers as part of their career progression."]
[null,"EI3","Provide clear and transparent merit-based recognition, reward and promotion pathways that recognise the full range of researchers' contributions and the diversity of personal circumstances.","Action E3: Support the transition of local research assessment culture by raising awareness of our institutional commitments (e.g. DORA), and funder expectations, around the responsible use of research indicators.",null,"Dec-22, -23 and -24.","N.Library","Success will be measured by engagement with Faculties/schools, delivery of training sessions and enhanced availability of resources.",null,"Ongoing discussions with Faculties as part of the Institutional citation KPI wrt. DORA and research indicators. New training course on Researcher Profiles: managing your online identity attended by over 150 researchers from all faculties and levels. Additional information on research metrics is now available on the Library webpage. \n\nOngoing responsible research assessment discussions with the Research Culture Project and RKE Leadership. Improved access to tools (Scival and Altmetric Explorer) to capture the impact of research, improving coverage across the disciplines and views on societal impact. 'Understanding the impact of your research' training sessions piloted in MHS, co-delivered with Researcher Champions, good attendance and well received.  ","Good attendance at events (Researcher Profiles).\nAvailability of self-study resources and communication of resources ongoing/within induction materials\n\nOngoing programme of events led by Llibraries team as required.","No further action"]
[null,"EM3","Managers commit to, and evidence, the inclusive, equitable and transparent recruitment, promotion and reward of researchers.","Policies in place, monitored regularly. No further additional actions required at current time"]
[null,"Responsibilities and reporting"]
[null,"The aims of these obligations are to ensure that researchers and their managers understand and act on their obligations and responsibilities."]
[null,"EM2","Managers familiarise themselves, and work in accordance with, relevant employment legislation and codes of practice, institutional policies, and the terms and conditions of grant funding.","Policies and practices in place, no further actions identified at this current time\n\nSee also Action E10 and PCD6"]
[null,"ER1","Researchers ensure that they work in accordance with, institutional policies, procedures and employment legislation, as well as the requirements of their funder.","Action E12: Co-creation of an induction package for new research staff. To define an induction package for new researchers (irrespective of new to Nottingham) for completion within the initial months (i.e. 3 months of commencement of employment contract). RSG to convene a working group on co-creation of induction resources (encompassing non-research related and research related). \n\nSee also action E1 ",null,"2024-09-01","RA with collaboration from HR","An induction package for new research staff co-created by researchers and professional service colleagues available via SharePoint.\n\nMeasure of impact through collection of benchmark views data from SharePoint page analytics. Evaluate usage data annually.",null,"The Organisational Development (OD) team is leading a piece of work to look at induction for new staff, movers, and returners from long-term absence. The OD team is linked in with the Research Culture delivery group and is looking to create an induction pack that is suitable for all job families this will augment current provision in Researcher Academy and at Faculty and School-levels. ",null,"Ongoing"]
[null,"ER2","Researchers understand their reporting obligations and responsibilities.","See action E10 and PCD6"]
[null,"People management"]
[null,"The aims of these obligations are to ensure that researchers are well-managed and have effective and timely performance reviews."]
[null,"EI4","Provide effective line and project management training opportunities for managers of researchers, heads of department and equivalent.","Action E4: Regular promotion, identified in research staff communication plan (action E1) of opportunities and encourage those who line manage researchers to engage with professional development activities. \n\nAction E5: Preparation of a proposal to the Faculty of Arts Research Board for a faculty initiative on the inclusion of Research Staff mentoring in line manager workload management. ",null,"Ongoing promotion\nAnalysis Apr-22\n\n\n\n\n\nMar-22","RA\n\n\n\n\n\n\n\n\nArts RAFL","Action E4: Inclusion of CPD opportunities for line managers of researchers in regular newsletters (e.g. upcoming supervision seminar series, LMA training resources, NRLP call.)\nUse of AS Survey 2021 data to provide a benchmark figure for PIs reporting  SA/A that they ' spend the amount of time that feels right to me on line management/team leadership' (Q22 Athena SWAN 2021)\n\nAction E5: Proposal on changes to workload management submitted to FoA Research Board. If successful, implementation of recommendations.",null,"Action E4: Monthly newsletters are sent to all supervisors and research-active staff from the Researcher Academy in addition to the weekly Staff News e-bulletins. Both circular emails contain up-to-date information on the training and development opportunities. This includes details of LMA training resources and calls for leadership programmes as well as supervisory practice seminars.\n\nAction E5: Arts Faculty Research Development Concordat guidance submitted to Faculty Research Board in February 2022, including a series of recommendations for the Faculty.  This was approved and mentoring is included in the 'citizenship' of workload modelling","E5: Recommendations approved. Impact not known due to early stages. ","No further actions\n\n\n\n"]
[null,"EI5","Ensure that excellent people management is championed throughout the organisation and embedded in institutional culture, through annual appraisals, transparent promotion criteria, and workload allocation.","Action E6: Explore the role of PIs in researcher's induction, create recommendation of researcher-specific topics to include in induction materials\n\nAction E7: Continue to promote and monitor uptake of ADC conversations in research staff community. Flagging areas of low completion to Faculty-PVCs and relevant Faculty committees.",null,"Mar 23\n\n\n\n\nSept 22","RAFLs and RS Champions\n\n\nHR","Action E6: \nCreation of a 'managing your postdoc section' in the faculties' PI Toolkits\n>85% completion rates reported for Researcher's ADC  \nPositive reporting in Athena SWAN survey (2021 benchmark) and CEDARS 2023.\nResearchers report good knowledge of policies and resources\n\nAction E7:\nAthena SWAN survey positive reporting  \nQ 34c. 'My career progression/ career aspirations are usefully discussed'\nQ34D: ' I feel my promotion/ progression readiness and options are usefully discussed'\nQ34e:  'My training and development needs are discussed including plans to achieve'",null,"Action E6: A project is underway, led through the Researcher Academy, to gather insights on induction processes within faculty and schools for research-only staff, which includes training/guidance /support for managers of researchers. Data collation to take place in early January, with the dissemination of best practices to faculty and school leads to inform induction materials.   \nCurrent faculty good practice: \nFoS- All School Heads of Operations have been provided with a pack of information about the Concordat to include in new staff induction packs (June 2022). All confirm using this material. The material is also available on FoS Hub Research pages (July 2022).\n\nAction E7: Completion rates 80% for 21/22 ADC cycle. This is a drop of 5%, but remains above sector norms (65%). Keep monitoring through annual reports to RA's Research Staff Committee and Concordat Steering Group.  \nADC will be integrated within the new HR system through the Digital Core project which will enable better monitoring and reporting against ADC returns. The new system is likely to be used for ADCs from either 2024 or 2025 - to be determined as part of system cut-over planning. ","Action E6: Some Faculty practice (FoS). Completion rates 80% for 21/22 ADC cycle\n\nAction E7: Research Culture Survey 2023 reporting\n67% of research-focussed staff respondents agree 'ADC/PDPR gives constructive feedback' (11% disagree)\n72% of research-focussed staff respondents agree 'ADC/PDPR supports career development' (11% disagree)","E6: Carry forward\n\n\nE7: No further action"]
[null,"EM1","Managers undertake relevant training and development opportunities so that they can manage researchers effectively and fulfil their duty of care.","Action E10: Undertake a project to develop a new staff member checklist for PIs/managers of researchers",null,"2023-01-01","RSG/RAFLs","A checklist for managers of researchers to use during initial on-boarding conversations\n\nResearch Managers report an increased awareness in the policies and practices that exist (via routes identified from action EC8: Evaluation Process)",null,"Faculty of Medicine and Health Sciences, Faculty of Engineering, and Faculty of Science address this within their Faculty Action Plans. Faculty of Arts, menotrship included in 'citizenship' of workoload model for managers. Research Culture working group (phase 1) on work/life balance partly addresses this obligation, recommendations feed into the Connected Cultures institutional project. \n\nRC Survey 22 benchmark: 88% academic respondents agreed 'I understand what is expected of me in my research-related role' \n\n","In place in Faculty action plans. \n\nRC Survey22 benchmark: 88% academic respondents agreed 'I understand what is expected of me in my research-related role' \n","No further action"]
[null,"EM4","Managers actively engage in regular constructive performance management with their researchers.","Policies in place, monitored regularly. No further additional actions required at current time\n\nSee also Action E10 and PCD6",null,"2022-04-01","School Research Staff Champions","Positive reporting in Athena SWAN survey (2021 benchmark, SA/A to Q34k and 34ki).\n\nResearch managers report good knowledge of policies, resources and guidance (via routes identified from action EC8: Evaluation Process)",null,"Of the respondents to the Athena SWAN survey who identified as research-only staff, 70% indicated that they strongly agreed/agreed that they had useful discussions about their career progression and career aspirations during their ADC. 62% responded strongly agree/agree that their training and development needs and how to achieve them were actively discussed during the appraisal. 51% of respondents indicated that they strongly agreed/agreed that their readiness for promotion/progression was usefully discussed.\n\nIn the Faculty of Science, the Faculty Concordat action plan includes focusing on initiatives to enhance the ADC for researchers. This includes the development of a new balanced framework for researchers to be approved by the Faculty Executive.\n\nSimilarly, in the Faculty of Engineering, the ADC (annual review process) has been reviewed by the Engineering Research Futures committee, and comments are fed into the faculty for action. This will be included in the Faculty's Concordat action plan (subject to sign-off).\n\nFMHS, Social Sciences and Arts faculty Action Plans include specific actions for improving engagement and usefulness of ADCs for researchers.","Positive reporting on ADC in Athena SWAN survey and RC Survey 22\n","No further action"]
[null,"ER3","Researchers positively engage with performance management discussions and reviews with their managers.","Action E13: Research staff participate in the formal ADC process with their appraiser. This includes regular conversations with their appraisers and submission of formal ADC documentation once a year.  Reporting on ADC completion data and remedial actions if required.",null,"2023-09-01","RSG","Engagement with ADC process remains high (current 85% completion rates for 21/22 reporting period)\nPositive reporting in surveys on experiences of ADC from both researchers and appraisers (academics)","Corrected action and SI","Annual completion rates for ADC reported by HR to RSG. In 20/21 completion rate >85%. Drop in completion rates to 80% observed in 21/22.\nRC Survey: 67% and 72% Research-focussed staff respondents agreed with the statements 'ADC/ PDPR gives constructive feedback' and 'ADC/ PDPR supports career development' respectively\n\nFaculty-level good practice:  \nFoS- Balanced Framework for ADC of research staff includes Concordat focus developed. Under review before dissemination\nFoE- to review ADC form to ensure fit-for-purpose. Discussion of professional development mandated during ADC. ","Processes in place for reporting of completion rates for ADC to RSG and question set in surveys","No further action"]
[null,"Job security"]
[null,"The aim of this obligation is to improve the job security of researchers."]
[null,"EI6","Seek to improve job security for researchers, for example through more effective redeployment processes and greater use of open-ended contracts, and report on progress.","Action E8: Increase awareness of the redeployment process and how to apply skillset in new contexts through delivery of annual webinar for research-only staff.",null,"July-22\n\n\n\n\n\n\nSept 22","Webinar: RA led with HR input","Annual webinar on the redeployment process for research-only staff, advertised by targeted email to researchers within 6 months of the end of their current contract.  Initial pilot to have at least 20 participants with participant feedback reporting a positive experience and confidence in utilising learning.\n\nReport on redeployment uptake by research-only staff annually to RSG. ",null,"Webinar 'Understanding the Redeployment Process and repositioning your skillset' took place on 2023 via Teams and co-hosted by Researcher Academy and HR. Publicity through local school/faculty routes and Researcher Academy comms channels. Open to all researchers and line managers. Webinar recording available on SharePoint.","32 members of staff attended the live webinar. Overall responses to the feedback was positive with responses strongly agree/agree to all questions. including feedback such as 'Keep running this, it helps to demystify the process!'.\nThere have been 27 additional views of the resource.\n","No further action"]
[null,"Professional and Career Development"]
[null,"Championing professional development"]
[null,"The aims of these obligations are to promote the importance of professional development and ensure researchers have the time to engage in it."]
[null,"PCDI1","Provide opportunities, structured support, encouragement and time for researchers to engage in a minimum of 10 days professional development pro rata per year, recognising that researchers will pursue careers across a wide range of employment sectors.","Action PCD1: To present the business case for investment in Digital Core (new HR, Finance, Procurement system) which if approved would introduce technological solutions to enable better promotion and tracking of CPD\n\nAction PCD2: Undertake the consultative Faculty-level projects to investigate 'What 10 days of cpd  would look like for Faculty researchers'. Co-creation of Faculty lens. Utilise outputs to help inform researchers and managers. ",null,"Mar 22\n\n\n\nApr 22","HR\n\n\n\nRAFL per Faculty","Action PCD1: Business case sign off for Digital Core System that would include functionality for recording and university-wide monitoring of training\n\nAction PCD2: Co-creation of documents and inclusion of materials in all ADC session resources and Induction materials.  ",null,"PCD1:\nThe Business Case for investment in a new HR, Finance and Procurement system was approved in May 2022 and the Digital Core project has been initiated. The project is currently in the design phase with a due to go-live date for the new system circa March 2024. The system enables functionality for recording and monitoring training activity. \n\nPCD2: \nProjects have been commenced in FoSS, FMHS,FoS, FoE. FoS to collate information on what 10 days of cpd might look like for researchers in the faculties. The information has been gathered by RAFLs with input from Research Staff Champions, RS reps, and researchers. How the information will be used, and initiatives informed is being led at the Faculty or school level. \nIn FoS, A 2-page guide to career enrichment has been produced through collaboration between RAFL, Research Reps, and Research Champions. Disseminated in June 2022 via email, FoS research newsletter, and shared on FoS RKE hub pages. Incorporated into induction materials shared with School Heads of Operations. £11k of faculty money spent this year to support researchers' CPD activity.\nFoE - this requirement has been included in the FoE Concordat Action Plan. RAFL also gave a presentation to Heads of Research Groups in FoE regarding this and the overall Concordat. The Faculty Concordat Action Plan also includes a requirement for all line managers to review the take-up/use of this 10-day allocation at the annual ADC process. \nFoSS-To support the recording of 10 days of CPD a template has been developed by the RAFL and circulated by Research Staff Champions within schools. \nFoA: Discussion of processes for ensuring engagement with CPD timetabled for regular discussion with School Directors of Research (included in updated FoA Action Plan).\nFMHS: 10 days CPD has been highlighted in all schools. A online reporting system has been developed to record engagement with CPD and is being trialled in the School of Life Sciences.","PCD1: Business case complete and implmentation of Digital core underway\n\nPCD2: All faculties have engaged with discussions around 10 days cpd for researchers. Wider-insitutional changes to ADC process has paused roll out of changes, but engagement in conversations at faculty-levels on implementation in still ongoing","PCD1: Complete\n\n\n\nPCD2: Carry forward\nFaculty-led with varied levels of implementation. Inclusion in faculty action plans with associated deadlines. AP 24-27 action PCD2 "]
[null,"PCDI6","Monitor, and report on, the engagement of researchers and their managers with professional development activities.","See action PCD6"]
[null,"PCDM3","Managers allocate a minimum of 10 days pro rata per year, for their researchers to engage with professional development, supporting researchers to balance the delivery of their research and their own professional development.","Action PCD8: Contribute to the co-creation of Faculty 'What 10 days of cpd would look like for Faculty researchers' lens (Action PCD2).\n\nInformation drive on obligations of the Concordat, to include briefing note for senior leaders and managers on what 10 days of CPD may look like for their researchers.  ",null,"2022-05-01","RAFL\nRA","Briefing document prepared and shared via Directors of Research and Research Staff Champions\n\nResearchers and their managers report good knowledge of policies and resources and access to training (via routes identified from action EC8: Evaluation Process)",null,"See PCD2\n","See PCD2","No further action"]
[null,"PCDR1","Researchers take ownership of their career, identifying opportunities to work towards career goals, including engaging in a minimum of 10 days professional development pro rata per year.","See also Action PCD2, PCD6 and PCD8",null,"Survey: anticipated Mar/Apr-23\nAnalysis: Sept-23","RA","CEDARS: 25% of research staff respondents report attending 10 or more days of cpd in the last 12 months",null,"\nFoS- all 7 Schools have a Research Staff Champion. Champions came together to run a Researcher Networking event focused on the Concordat in July 2022. Attended by 65 people including presentations on the Concordat, EDI (PVC EDI), and Research Integrity. FPVCKE has disseminated a series of communications about Concordat from RAFL to the whole Faculty (April-June).\nOngoing awareness campaign to encourage researchers to take ownership of career development, including presentations by the RAFL and careers service on this topic at faculty-wide researcher event.\nFoA and FoSS: joint event with FoSS July 23 explicitly targeted discussion of career management amongst researchers, through careers service, visiting speaker presentations and panel discussion\nFMHS: Research Culture event July 2023, included presentations with case studies of alumni who work in other sectors. Individual schools have delivered research staff-focussed events with careers elements. For example, The School of Life Sciences ran an event in Jan 2023 focussing on the range of alternative career outcomes for postdoctoral researchers outside of academic research.\nFoE: Research Culture event and Faculty RD Concordat Action Plan launch day in July 2023 with >60 attendees.","AS Survey 2021: 42% of research-focussed staff respondents agreed they 'able to spend the amount of time that seems right to me on career development', 41% disagreed and 18% neutral."]
[null,"Career development reviews"]
[null,"The aims of these obligations are to ensure researchers and their managers are engaging in productive career development reviews."]
[null,"PCDI2","Provide training, structured support, and time for managers to engage in meaningful career development reviews with their researchers.","Action PCD3: Researchers should have ADC at least annually, during which there will be discussions on the researchers career and professional  development goals. To facilitate effective career development conversations a 'managers of researchers checklist for ADC' and guidance notes ' on having career development conversations with your ADC appraiser'  will be created and included in the ADC training courses (both Appraiser and Appraisee versions). \n\nSee also Action E13",null,"2023-03-01","HR-led (with RA, PD, CES)","Creation of documents and inclusion of materials in all ADC training and induction session resources. Dissemination of materials at key timepoints during the ADC calendar year to all researchers and managers of researchers.  ",null,"ADC processes under review as part of a wider project",null,"Carry forward"]
[null,"PCDI6","Monitor, and report on, the engagement of researchers and their managers with researcher career development reviews.","See action PCD6"]
[null,"PCDM1","Managers engage in regular career development discussions with their researchers, including holding a career development review at least annually.","Action PCD6: To facilitate effective career development conversations, managers have access to the 'managers checklist' (action PCD3) and that it is promoted in a timely manner. \n\nMonitor of Appraisee/Appraiser training completion and analytics on engagement with resource\n(See also Action E13)",null,"2023-09-01","RA\nPD inclusion of resources and support with training completion data","Creation of ADC checklist for managers of researchers. Creation of guidance notes for researchers on 'career development conversations during your ADC'. Inclusion of checklist in ADC training.\n\nResearch managers report positive engagement with the ADC process, ADC training and 'Managers Checklist' (via routes identified from action EC8: Evaluation Process). ",null,"Linked to update at PCD3\n\nResearch Culture working group (phase 1) addressing development opportunities and focussing on advice and guidance on career pathways, this includes research-only career pathways. Series of recommendations to be developed. ","Superseded by ADC related projects\n","No further action"]
[null,"PCDR4","Researchers positively engage in career development reviews with their managers.","Policies and practices in place for ADC completion and guidance, no further actions identified at this current time. \n\nEngagement with ADC and ADC training monitoring with remedial actions taken as necessary, business as usual. \n\nSee also Action E13, PCD3, PCD6-8",null,"Annually September","HR","AS Survey 2021: >85% report they have had an ADC in the last 12 months, if eligible.\n\nCEDARS: >85% report having undertaken career development review at least once during the last 12 months.\n\nResearchers report positive engagement with the ADC process (via routes identified from action EC8: Evaluation Process)",null,"See E13 reporting of survey responses."]
[null,"Career development support and planning "]
[null,"The aims of these obligations are to promote researchers' career development planning through tailored support and gathering evidence of professional experience."]
[null,"PCDI3","Ensure that researchers have access to professional advice on career management, across a breadth of careers.","No further actions identified at this time. Careers and Employability Service (CES) available to Research-only Staff",null,"Aug-22\n\n\n\n\nOct-22","CES","Researchers and their managers report good knowledge of CES opportunities and resources (via routes identified from action EC8: Evaluation Process). Demonstrated through increased demand for 1-2-1 appointments (5%) and benchmark data collected on web analytics for improved CES webpage.",null,"ECR engagement in Careers and Employability Service support remains high, with 127 appointments (not individuals) with ECRs.  ECRs engaged with 1:1 support over this period, ECR and Manager awareness continues to grow through our engagement in ECR events, inductions, workshops and webinars.","High demand for appointments maintained. Researchers continue to access the service","No further action"]
[null,"PCDR3","Researchers maintain an up-to-date professional career development plan and build a portfolio of evidence demonstrating their experience, that can be used to support job applications.","Action PCD9\nPilot scheme in the School of Life Sciences of a ‘Postdoc Passport’ a formal recognition/accreditation of teaching, assessment and supervision activity for postdocs. Pilot to be evaluated with the aim to roll out to other schools from 2019 and monitoring of engagement levels using the pilot scheme as benchmark. (originating AP 2017-19, 2.4.4)\n\nSee Action PCD1",null,"2023-12-01","School (SoLS)","Pilot completed. Monitor an increase in the proportion of Research Staff logging activities to the system.",null,"Proposed revisions to action included in 2024-27 action plan",null,"Carried forward"]
[null,"Research identity and leadership "]
[null,"The aims of these obligations are to provide researchers with opportunity to progress in their careers by developing their research identity and leadership capabilities."]
[null,"PCDI4","Provide researchers with opportunities, and time, to develop their research identity and broader leadership skills.","Action PCD4: Annually produce a report to Directors of Research and Heads of School on completers of the ECR Leadership Programme and NRLP. \n\nInclusion of School nominations in ECRLP participant recruitment. ",null,"2023-02-01","RA","Launch of the revamped ECR Leadership Programme with full programme cohort. The 2022 programme to include 20 participants with positive evaluation received.\n\nOver the next 2 years (2022-24), to have 80 early career researchers 'graduate' the ECR LP programme and an additional 18 junior postdocs complete the Leadership in Action programe. 20-30 managers of researchers 'graduate' the Nottingham Research Leaders. Programme.  ",null,"Both ECRLP and NRLP 2022 programmes have now been completed with 20 participants in both programmes. Programmes included formal workshops, project work (NRLP) and coaching. Evaluation of the programmes has been undertaken via a post-programme participant survey, and analysis of the responses will take place in early 2023 as preparations for the new cohort are underway. The feedback will inform the 2023 programme. \nA new call for applications for the 2023 cohort will include a briefing report for heads of school/directors of research to include details of the 2022 cohort. Call and report deadline January 2023.\nFoE - during our Engineering Researchers Day in June 23 we delivered a taster coaching session to researchers. About 25 peole showed up (22 registered) and had very positive feedback. ","All programmes run with full cohorts . Feedback positive. Two cohorts of ECRLP and LiA to take place in 2023/24 academic year ","No further action"]
[null,"PCDM4","Managers identify opportunities, and allow time (in addition to the 10 days professional development allowance), for their researchers to develop their research identity and broader leadership skills, and provide appropriate credit and recognition for their endeavours.","See action PCD6, PCD7 and PCD8"]
[null,"PCDM5","Managers engage in leadership and management training to enhance their personal effectiveness, and to promote a positive attitude to professional development.","Policies and opportunities available. No further actions identified at this time (See AP 2019-21,update 2021_PCDI4)",null,"2022-10-01","LMA/RA/PD","Annual reports continue to show consistent engagement by managers of researchers with LMA and NRLP.  By 2024, the total number of graduates from the NRLP will be 100. Publicity campaigns initiated where low engagement numbers are observed, to include direct mailings and briefing notes for Heads of School and Directors of Research.",null,"Nottingham Research Leaders Programme: A cohort of 20 completed the programme. The cohort included 11 women and 9 men from level 6 and 7 professorial job family. On track to meet expected targets.\n\nData from LMA programmes are to be monitored and reported at the close of current programmes.","NRLP 2023 cohort, ran at 14 particpants representing all faculties. ","No further action"]
[null,"Diverse careers"]
[null,"The aims of these obligations are to recognise, value and prepare researchers for the wide range of career options available to them within and beyond research."]
[null,"PCDI5","Recognise that moving between, and working across, employment sectors can bring benefits to research and researchers, and support opportunities for researchers to experience this.","Action PCD5:  Implementation of the institutional Knowledge Exchange Strategic Delivery Plan (https://www.nottingham.ac.uk/Strategy/documents/KE-Strategic-Delivery-Plan-for-Publication-Final.pdf)\n\nRecognition that researchers are key users/beneficiaries/stakeholders in the SDP and should be included, where relevant, in the implementation of the plan. \n\nSee also Actions PCD8 and PCD10",null,"Various","PVC RKE","Implementation of an array of interventions as outlined in the delivery plan. \n\nBuilding a greater understanding and confidence within researchers in working within and across other sectors.\n\nResearchers and their managers report positive increased knowledge in and access to KE activities and engagement with KE training (via routes identified from action EC8: Evaluation Process). ",null,"Following the appointment of a dedicated training and development manager in Knowledge Exchange, a new series of training programmes on Knowledge Exchange and Innovation was launched in 22/23 academic year. This is supported by a Knowledge Exchange SharePoint providing signposting and access to recordings of events and training and a dedicated page on EDI in Knowledge Exchange",null,"No further action"]
[null,"PCDM2","Managers support researchers in exploring and preparing for a diversity of careers, for example, through the use of mentors and careers professionals, training, and secondments.","Action PCD7: Project to compile case studies on career pathways/destination sector of Nottingham alumni staff leavers (originate from exit survey data). Case studies to be made available via Careers and Employability Service SharePoint to demonstrate diversity of professional career options. ",null,"2024-12-01","CES","50 case studies published on SharePoint",null,"Case studies continue to be developed in partnership with ECRs, alumni, and employers.  This work has been further developed by the Research England: Research Culture funding which has been used to develop a suite of ER careers resources.",null,"Ongoing"]
[null,"PCDR2","Researchers explore and prepare for a range of employment options across different sectors, such as by making use of mentors, careers professionals, training and secondments.","See Action PCD5 and PCD7"]
[null,"PCDR6","Researchers consider opportunities to develop their awareness and experience of the wider research system through, for example, knowledge exchange, policy development, public engagement and commercialisation.","Action PCD10: Development of policy engagement training for RS and PGRs as part of the 'Training For Impact: Developing the Next Generation of Policy-Engaged Research Leaders'",null,"2022-03-01","RA","Pilot of policy engagement training and associated resources and outputs from the project. \nTraining intervention to receive positive participant evaluation on improvement in knowledge in the topic and usefulness for practice (75% reporting SA/A)  ",null,"Successful launch of the new 'Getting into Policy' programme, open to all researchers across all disciplines in 2022/23 academic year. \n\nCAPE Policy Fellowships: 74 researchers had discussions with policy professionals (such as Policy Advisers from gov departments) around relevant policy challenges. \n\nInstitute for Policy & Engagement training resources: a new set of online training resources, accessed via Moodle, was launched by the Institute this year giving all UoN community members access to self-directed learning on policy impact and public engagement.\n","84% completion rate for 'Getting into Policy' Programme with positive feedback responses","No further action"]
[]
[]
[null,null,"* The Researcher Development Concordat defines researchers as individuals whose primary responsibility is to conduct research and who are employed specifically for this purpose by a higher education institution or research institute. The primary audience is research staff, e.g. postdoctoral researchers, research fellows, research assistants. The Researcher Development Concordat encourages institutions to include other groups who actively engage in research as beneficiaries of their Concordat action plan.  These could be postgraduate researchers; staff on teaching and research, or teaching contracts; clinicians; professional support staff; technicians.  "]
[]
[]
[null,"Further hyperlinks and supplementary information (more rows can be added)",null,null,null,null,"Abbreviations and glossary  (more rows can be added)"]
[null,1,null,null,null,null,"ADC","Appraisal and Development Conversation (annual staff appraisal)"]
[null,2,null,null,null,null,"AP 22-24","University of Nottingham Concordat implementation action plan for the 2022-24 reporting period. This report was written against the 2019 Concordat"]
[null,3,null,null,null,null,"AP 22-27","University of Nottingham Concordat implementation action plan for the 2024-27 reporting period. This report was written against the 2019 Concordat"]
[null,4,null,null,null,null,"AS","Athena SWAN"]
[null,5,null,null,null,null,"CEDARS","Culture, Employment and Development in Academic Research Survey"]
[null,6,null,null,null,null,"CES","Careers and Employability Service"]
[null,7,null,null,null,null,"CPD","Continued Professional Development"]
[null,8,null,null,null,null,"DoR","Directors of Research"]
[null,9,null,null,null,null,"ECR","Early Career Researcher"]
[null,10,null,null,null,null,"ECRLP","Early Career Researcher Leadership Programme"]
[null,11,null,null,null,null,"ED","Equality and Diversity"]
[null,12,null,null,null,null,"ED&I","Equality, Diversity and Inclusion"]
[null,13,null,null,null,null,"FoA","Faculty of Arts"]
[null,14,null,null,null,null,"FoS","Faculty of Science"]
[null,15,null,null,null,null,"FMHS","Faculty of Medicine and Health Sciences"]
[null,16,null,null,null,null,"FoSS","Faculty of Social Science"]
[null,17,null,null,null,null,"FoE","Faculty of Engineering"]
[null,18,null,null,null,null,"HoS","Head of School"]
[null,19,null,null,null,null,"HR","Human Resources"]
[null,20,null,null,null,null,"LMA","Leadership and Management Academy"]
[null,null,null,null,null,null,"NL","University of Nottingham Libraries"]
[null,null,null,null,null,null,"NRLP","Nottingham Research Leaders Programme"]
[null,null,null,null,null,null,"PC Survey23","People and Culture Survey 2023"]
[null,null,null,null,null,null,"PD","Professional Development"]
[null,null,null,null,null,null,"PI","Principal Investigator"]
[null,null,null,null,null,null,"OD","Organisational Development"]
[null,null,null,null,null,null,"RA","Researcher Academy (formerly Graduate School pre-Sept 2020)"]
[null,null,null,null,null,null,"RAFL","Researcher Academy Faculty Leads"]
[null,null,null,null,null,null,"RC","Research Committee"]
[null,null,null,null,null,null,"RC Survey22","Research Culture Survey 2022"]
[null,null,null,null,null,null,"REC","Race Equality Charter"]
[null,null,null,null,null,null,"RI","Research and Innovation"]
[null,null,null,null,null,null,"RS","Research-focussed Staff"]
[null,null,null,null,null,null,"RSChampion","Research Staff Champion"]
[null,null,null,null,null,null,"RSG","Research Staff Group"]
[null,null,null,null,null,null,"RSC","Researcher Academy's Research Staff Committee (formerly Research Staff Group)"]
[null,null,null,null,null,null,"RS rep","Research Staff representative  "]
[null,null,null,null,null,null,"UEB","University Executive Board"]
[null,null,null,null,null,null,"UoN","University of Nottingham"]

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[null,null,"HREiR Action plan template (add dates)",null,null,null,null,null,null,"Add institutional logo"]
[null,null,null,"Details"]
[null,null,"Institution name:","Enter relevant information",null,null,null,"The institutional audience* for this action plan includes (only include direct beneficiaries; complete or delete, as appropriate):"]
[null,null,"Cohort number:","Enter relevant information",null,null,null,"Audience (direct beneficiaries of the action plan)",null,"Number of","Comments"]
[null,null,"Date of submission:","Enter relevant information",null,null,null,"Research staff",null,null,"These are your primary beneficiaries, and should be prioritised across the action plan - both by being targeted with actions and evaluated through success measures."]
[null,null,"Institutional context:","Enter relevant information that helps frame the action plan and the intended institutional audience.\nFor example, this box can be used to disclose the research intensiveness of the institution, providing a justification for the breadth/depth of the actions disclosed.",null,null,null,"Postgraduate researchers"]
[null,null,null,null,null,null,null,"Research and teaching staff"]
[null,null,null,null,null,null,null,"Teaching-only staff"]
[null,null,null,null,null,null,null,"Technicians"]
[null,null,null,null,null,null,null,"Clinicians"]
[null,null,null,null,null,null,null,"Professional support staff"]
[null,null,null,null,null,null,null,"Other (please provide numbers and details):"]
[]
[null,"Complete for submission",null,null,null,null,null,null,null,"To be completed only when reporting on action plan"]
[null,null,"Obligation","Action","Carried over from previous action plan?","Deadline","Responsibility","The targeted impact of the action\n(success measure)","Comments (optional)","Progress update","The actual impact of the action (reporting against the success measure)","Outcome (ongoing/carried forward/no further action)"]
[null,"Environment and Culture"]
[null,"Awareness and engagement"]
[null,"The aims of these obligations are to work towards an open and inclusive research culture, and to ensure broad understanding and awareness of this amongst researchers."]
[null,"ECI1","Ensure all relevant staff are aware of the Concordat."]
[null,"ECI2","Ensure institutional policies and practices relevant to researchers are inclusive, equitable and transparent, and are well-communicated to researchers and their managers."]
[null,"ECI6","Regularly review and report on the quality of the research environment and culture, including seeking feedback from researchers, and using the outcomes to improve institutional practices.","Describe here your actions/interventions for meeting the obligation, referring to actions elsewhere in the action plan if preferred.","Has the action been carried forward from a previous action plan?\n\"yes\" / \"no\"","Indicate a month and year","Name all parties responsible for the action(s) and success measure(s)","Describe here your success measure(s), used to report against the intended impact for researchers and incorporating researchers' views wherever possible. ","Describe here any supplementary information.","Describe here a written summary of the progress made against the obligation, taking a broad view of the people and/or organisational development that may have occurred.","Provide evidence that directly reports against all success measures described previously.","Indicate the next steps for the action from the following options:\n\"ongoing\"\n\"carried forward\"\n\"no further action\""]
[null,"ECR1","Encourage researchers to actively contribute to the development and maintenance of a supportive, fair and inclusive research culture and be a supportive colleague, particularly to newer researchers and students."]
[null,"ECF1","Including requirements which promote equitable, inclusive and positive research cultures and environments in relevant funding calls, terms and conditions, grant reporting, and policies","Institutions planning actions for specific funders' obligations can insert these obligations into the relevant section of the institution template."]
[]
[]
[]
[]
[null,null,"* The Researcher Development Concordat defines researchers as individuals whose primary responsibility is to conduct research and who are employed specifically for this purpose by a higher education institution or research institute. The primary audience is research staff, e.g. postdoctoral researchers, research fellows, research assistants. The Researcher Development Concordat encourages institutions to include other groups who actively engage in research as beneficiaries of their Concordat action plan. These could be postgraduate researchers; staff on teaching and research, or teaching contracts; clinicians; professional support staff; technicians.  "]
[]
[]
[null,"Further hyperlinks and supplementary information (more rows can be added)",null,null,null,null,"Abbreviations and glossary  (more rows can be added)"]
[null,1,"Use these spaces to provide links and references for information provided in the action plan.",null,null,null,null,"Use these spaces to describe abbreviations and"]
[null,2,null,null,null,null,null,"terms used in the action plan."]
[null,3]
[null,4]
[null,5]
[null,6]
[null,7]
[null,8]
[null,9]
[null,10]
[null,11]
[null,12]
[null,13]
[null,14]
[null,15]
[null,16]
[null,17]
[null,18]
[null,19]
[null,20]

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[null,null,"HREiR Action plan template (add dates)",null,null,null,null,null,null,"Add institutional logo"]
[null,null,null,"Details"]
[null,null,"Institution name:",null,null,null,null,"The institutional audience* for this action plan includes (only include direct beneficiaries; complete or delete, as appropriate):"]
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[null,null,"Institutional context:",null,null,null,null,"Postgraduate researchers"]
[null,null,null,null,null,null,null,"Research and teaching staff"]
[null,null,null,null,null,null,null,"Teaching-only staff"]
[null,null,null,null,null,null,null,"Technicians"]
[null,null,null,null,null,null,null,"Clinicians"]
[null,null,null,null,null,null,null,"Professional support staff"]
[null,null,null,null,null,null,null,"Other (please provide numbers and details):"]
[]
[null,"Complete for submission",null,null,null,null,null,null,null,"To be completed only when reporting on action plan"]
[null,null,"Obligation","Action","Carried over from previous action plan?","Deadline","Responsibility","The targeted impact of the action\n(success measure)","Comments (optional)","Progress update","The actual impact of the action (reporting against the success measure)","Outcome (ongoing/carried forward/no further action)"]
[null,"Environment and Culture"]
[null,"Awareness and engagement"]
[null,"The aims of these obligations are to work towards an open and inclusive research culture, and to ensure broad understanding and awareness of this amongst researchers."]
[null,"ECF1","Including requirements which promote equitable, inclusive and positive research cultures and environments in relevant funding calls, terms and conditions, grant reporting, and policies"]
[null,"Wellbeing and mental health"]
[null,"The aims of these obligations are to champion positive wellbeing amongst researchers, both through appropriate training and enabling new ways of working."]
[null,"ECF2","Consider how funding opportunities and policies can facilitate different patterns and ways of working, and promote the wellbeing and mental health of researchers"]
[null,"Equality, diversity and inclusion"]
[null,"The aims of these obligations are to ensure managers and researchers are trained in-, aware of- and adopt practices enhancing equality, diversity and inclusion."]
[null,"ECF3","Ensure that funding call requirements and selection processes offer equality of opportunity between different groups of researchers, recognise personal contexts, and promote positive research cultures and working conditions"]
[null,"Employment"]
[null,"Job security"]
[null,"The aims of these obligation are to improve the job security of early career researchers."]
[null,"EF1","Include requirements which support the improvement of working conditions for researchers, in relevant funding calls, terms and conditions, grant reporting, and policies"]
[null,"EF2","Review the impact of relevant funding call requirements on researchers' employment, particularly in relation to career progression and lack of job security"]
[null,"EF3","Support institutions to develop policies and frameworks to promote sustainable employment arrangements and enhance job security, and provide opportunities for career progression"]
[null,"EF4","Consider the balance of their relevant funding streams in providing access to research funding and its impact at all career levels"]
[null,"Professional and Career Development"]
[null,"Championing professional development"]
[null,"The aims of these obligations are to promote the importance of professional development and ensure researchers have the time to do so."]
[null,"PCDF1","Incorporate specific professional development requirements in relevant funding calls, terms and conditions, grant reporting, and policies. This should include researchers' engagement in a minimum of 10 days' professional development pro rata per year, and evidence of effective career development planning"]
[null,"PCDF2","Embed the Concordat Principles and researcher development into research assessment strategies and processes"]
[null,"Diverse careers"]
[null,"The aims of these obligations are to recognise, value and prepare researchers for the wide range of career options available to them within and beyond research."]
[null,"PCDF3","Acknowledge that a large proportion of the researchers they fund will move on to careers beyond academia, and consider how they can encourage and support this within their remit"]
[]
[]
[null,null,"* The Researcher Development Concordat defines researchers as individuals whose primary responsibility is to conduct research and who are employed specifically for this purpose by a higher education institution or research institute. The primary audience is research staff, e.g. postdoctoral researchers, research fellows, research assistants. The Researcher Development Concordat encourages institutions to include other groups who actively engage in research as beneficiaries of their Concordat action plan.  These could be postgraduate researchers; staff on teaching and research, or teaching contracts; clinicians; professional support staff; technicians.  "]
[]
[]
[null,"Further hyperlinks and supplementary information (more rows can be added)",null,null,null,null,"Abbreviations and glossary  (more rows can be added)"]
[null,1]
[null,2]
[null,3]
[null,4]
[null,5]
[null,6]
[null,7]
[null,8]
[null,9]
[null,10]
[null,11]
[null,12]
[null,13]
[null,14]
[null,15]
[null,16]
[null,17]
[null,18]
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[null,null,"HREiR Action plan template (add dates)",null,null,null,null,null,null,"Add institutional logo"]
[null,null,null,"Details"]
[null,null,"Institution name:",null,null,null,null,"The institutional audience* for this action plan includes (only include direct beneficiaries; complete or delete, as appropriate):"]
[null,null,"Cohort number:",null,null,null,null,"Audience (direct beneficiaries of the action plan)",null,"Number of","Comments"]
[null,null,"Date of submission:",null,null,null,null,"Research staff",null,null,"Only include institutional audiences considered to directly benefit from the action plan, remembering that research staff should be prioritised."]
[null,null,"Institutional context:",null,null,null,null,"Postgraduate researchers"]
[null,null,null,null,null,null,null,"Research and teaching staff"]
[null,null,null,null,null,null,null,"Teaching-only staff"]
[null,null,null,null,null,null,null,"Technicians"]
[null,null,null,null,null,null,null,"Clinicians"]
[null,null,null,null,null,null,null,"Professional support staff"]
[null,null,null,null,null,null,null,"Other (please provide numbers and details):"]
[]
[null,"Complete for submission",null,null,null,null,null,null,null,"To be completed only when reporting on action plan"]
[null,null,"Obligation","Action","Carried over from previous action plan?","Deadline","Responsibility","The targeted impact of the action\n(success measure)","Comments (optional)","Progress update","The actual impact of the action (reporting against the success measure)","Outcome (ongoing/carried forward/no further action)"]
[null,"Environment and Culture"]
[null,"Awareness and engagement"]
[null,"The aims of these obligations are to work towards an open and inclusive research culture, and to ensure broad understanding and awareness of this amongst researchers.\n\nOur internal evaluation revealed that researchers feel the university strategic priorities do not reflect their own (62% in a consultation said that they felt disconnected from the university's recent 'Strategy 2030').\nHeads of Faculties also report from conversations at committee meetings that researchers feel the university's strategic priorities are not entirely aligned with the reality felt in specific research disciplines.\n\nOptional: Institutions can use this space (if desired) to discuss the context that frames the actions and success measures disclosed."]
[null,"ECI1","Ensure all relevant staff are aware of the Concordat"]
[null,"ECI2","Ensure institutional policies and practices relevant to researchers are inclusive, equitable and transparent, and are well-communicated to researchers and their managers.","Providing actions for every obligation is not mandatory, although action plans should aim to target those in their priority areas and/or those highlighted by researchers during the internal evaluation."]
[null,"ECI6","Regularly review and report on the quality of the research environment and culture, including seeking feedback from researchers, and using the outcomes to improve institutional practices.","Host programme of Faculty- and institution-wide workshops on research culture, capturing local and broader views on key themes in research and reflecting these with the institution's 'Strategy 2030' priorities.\n\n\n\n\n\n\n\n\n\n\n\nGather a comprehensive range of anonymous views from research staff on how they feel their Faculty research environment compares to the institution as a whole through quarterly Faculty pulse surveys.","no\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\nyes","Jul-23\n\nBeing specific (rather than only stating \"ongoing\" or \"annually\") indicates that reporting has been properly scheduled and that actions are timebound.\n\n\nMay-23\n\n","• RCWG\n• Heads of Faculties\n• PVC-RI\n\n\n\n\n\n\n\n\n\n\n\n\n\n• Faculty-HR\n• RCWG\n\nBroad and specific responsibility can show a joined-up approach to working, connects institutional stakeholders around the Researcher Development Concordat and also shares the workload.","• Host quarterly workshops for each Faculty, and biannual institutional workshops.\nSuccess measures like this (i.e., \"action completed\") are acceptable but should be complemented by other measures that  show the impact of the action.\n\n• Drafting of workshop reports led by research staff attendees, and reports instated as a standing agenda item at Faculty committee meetings.\n• At least 30 research staff attendance (on average) at Faculty workshops. Positive post-event feedback from at least 80% of research staff attendees.\n\n• At least 40% of research staff (on average) across all 5 Faculties respond to Faculty pulse surveys.\n\nSuccess measures like these allow institutions to qualitatively and quantitatively assess progress against the obligation. Note the words underlined in the obligation and consider how the success measures could align with these. Setting numerical (i.e., SMART) targets can provide an unambiguous benchmark to report progress against in the future.",null,"Programme of workshops conducted digitally due to ongoing COVID restrictions (1). Attendance was encouraging, with a good number of research staff joining and contributing to both discussions and the chat function. Research staff were less engaged in the reporting of the workshops than hoped, partially attributed to the less stimulating setting of online events.\nFeedback from research staff attendees was very positive, and both this feedback and the workshop discussion points were fed into Faculty committee meetings. In one instance, this prompted a Head of Faculty to set up focus groups to explore one particular issue more closely.\n\nFaculty pulse survey engagement was  encouraging, albeit variable across the Faculties. The findings and trends will help inform future Concordat action plans and the university's Research Culture manifesto.\n\nBy describing the action's progress in narrative form, institutions can explain success in greater detail, or mitigate challenges experienced, by providing helpful contextual information. ","• All 5 Faculties' workshops held quarterly, as well as two workshops held at an institutional level.\n\n• Workshop reporting only partially led by research staff across the Faculties. All Faculty committees successfully instated research culture reports as an agenda item.\n\n• 34 research staff attended each workshop on average. 86% of research staff attendees gave positive post-event feedback, with 84% saying they \"found the workshop to be helpful\".\n\n\n• 38±3% of research staff responded to pulse surveys across all Faculties, although some only received 35% research staff response rates.\n\nEnsuring you report against all success measures provides a better assessment of the impact achieved and shows commitment to researchers that the institution cares about their views and behaviour.\n","no further action\n\n(action now considered normal business)\n\nAfter selecting from one of the set responses in the column header, institutions can briefly indicate the rationale for this decision (e.g., \"action successfully embedded\" or \"action delayed, partially completed\")."]
[null,"ECR1","Encourage researchers to actively contribute to the development and maintenance of a supportive, fair and inclusive research culture and be a supportive colleague, particularly to newer researchers and students.","Even if no action is intended/needed, it is encouraged to include success measures that show how different stakeholders engage with/benefit from other actions. ",null,"Jul-23\n","• RCWG","At least 70% of research staff answering CEDARS q42.4 (\"feel included in your immediate research environment/group\") agree or strongly agree (CEDARS 2021: 62%)","Survey response rate in 2021: 16% research staff (n=147)\n\nOptional: This space can be used to provide details not suitable for the other columns. For example, you can add information relevant to an action and/or a success measure to help demonstrate feasibility. ","CEDARS response rate improved considerably after a campaign of targeted communications. This coincided with less positive responses for q42.4 than anticipated, suggesting that the university is now successfully reaching a previously 'silent' yet dissatisfied group of research staff with the survey.","64% of research staff responded agree/strongly agree for CEDARS q42.4.\n\n22% of all research staff (n=202) responded to CEDARS."]
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[null,null,"* The Researcher Development Concordat defines researchers as individuals whose primary responsibility is to conduct research and who are employed specifically for this purpose by a higher education institution or research institute. The primary audience is research staff, e.g. postdoctoral researchers, research fellows, research assistants. The Researcher Development Concordat encourages institutions to include other groups who actively engage in research as beneficiaries of their Concordat action plan.  These could be postgraduate researchers; staff on teaching and research, or teaching contracts; clinicians; professional support staff; technicians.  "]
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[null,"Further hyperlinks and Supplementary Information (more rows can be added)",null,null,null,null,"Abbreviations and Glossary  (more rows can be added)"]
[null,1,"www.university.ac.uk/researchculture/researchcultureworkshops/summary",null,null,null,"PVC-RI","Pro-Vice Chancellor for Research & Innovation"]
[null,2,"Using these spaces can help keep the main body of the action plan as concise as possible.",null,null,null,"RCWG","Research Culture Working Group"]
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