Areas of Focus
Recruitment and
Selection
Continuity of employment
Reward and Promotion
Senior Management Team Faculties/Schools/Depts PIs


Ensure all recruiting managers are trained on
Recruitment & Selection.
Ensure recruiting managers follow the law & good practice.


Ensure PIs follow the law & good practice when recruiting.
 Ensure PIs have attended
Recruitment and Selection training (to include Equality &
Diversity).
Ensure selection panels are diverse.

Seek to improve the stability of employment for
 researchers.
Develop systems to support redeployment/ funding between grants.

Seek to improve the stability of employment for researchers.

Ensure promotion panels have received training on Managing
Equality and Diversity.
 Ensure promotion panels are diverse.

Advocate good practice around reward & progression for researchers (detail under PIs).

Attend Recruitment & Selection training.
 Ensure selection panels are diverse.
 Recruit researchers in accordance to the law and good practice.
 Provide feedback to unsuccessful candidates.

Value mobility (geographical, intersectoral, inter & trans-
 disciplinary).
Implement support to enable continuity of employment wherever possible.

Ensure they factor into Research grant applications – pay according to requirements of the role, resource for promotion & days/costs associated
 with undertaking development.
Address disincentives and indirect obstacles to the retention & progression of excellent researchers.


Researchers


Develop their skills.
Be proactive in identifying future career opportunities.
Actively seek new opportunities towards the end of their contract.
Be aware of promotion criteria.
 Acknowledge the skills and achievements required for promotion differ from those required for current post.
Central Services

(HR) ensure policies meet the requirements of the Concordat.
 (HR) provide training on
Recruitment and Selection.

(HR) support the
University/Faculties in developing systems to improve the stability of employment.
Involvement,
Recognition and Value
People Management
Practices
 Endorse the expectations of the Concordat regarding management of
Researchers.


Build an inclusive culture.
Ensure Researchers are treated equitably.

Ensure Researchers have appropriate representation at staff meetings & on organisational/mgt committees.
 Ensure PIs are aware of
 responsibilities.
Ensure that PIs demonstrate good people management


Build an inclusive culture.
Ensure researchers are treated equitably.

Encourage researchers to participate in departmental meetings/committees.
 Facilitate opportunities for researchers to develop their academic practice, e.g. teaching and demonstrating.
 Give Researchers an effective
 induction.
Ensure they set objectives, manage probation and have regular discussions

Contribute to an inclusive culture by participating in integration activities i.e. staff meetings/committees/ other events.
 Fully embrace PDR and ongoing discussions around performance.
 Encourage their PI to
 (HR) facilitate regular performance reviews – via PDR.

(HR) provide training on good practice People Management

Working Conditions
Training
Career Development
Use of FT Contracts.
Management of the end of Contracts.
Review of Progress of
Concordat
Implementation



Ensure that all parties in relation to the Concordat are aware of their responsibilities.
Enable training provision
Provide structures to help researchers manage their careers.
 Enable systematic and regular review of implementation progress.
 Support institutional work toward diversity.


 practices/skills.
Recognise and/or reward PIs that demonstrate exemplary people management practices.

Ensure PIs have undertaken training in relation to PDR.
 Ensure that PIs create working conditions that allow researchers to combine work with personal circumstances.

Ensure that PIs are trained regarding their responsibilities.
 about progress of the research project.
Ensure that they have PDR discussions with Researchers that set objectives, give feedback and have discussions around longer-term development activities.
 Ensure that working conditions enable researchers to combine work with personal circumstances.
 Respond appropriately to requests for
 flexible working.
Support Researchers to undertake development activities.
Encourage researchers to seek careers guidance.
Provide structures to help researchers manage their careers.
 Ensure that full and due process is followed to bring about redundancy at the end of a contract.

Give feedback regarding career aspirations.

Support researchers in exploring alternative careers.
 Encourage researchers to seek careers guidance.

Help researchers identify suitable mentors.
 Only advertise fixed-term posts as fixed term where there is a recorded and justifiable reason.
 Ensure that due process is followed
(redundancy) at the end of funding. undertake PDR activities on a regular basis.
 Seek honest advice on their prospects for success in their preferred career.


Commit to development throughout career.
Plan for, & take advantage of
 development opportunities on offer.
Acknowledge personal responsibility for managing careers.
 Benchmark their capabilities against broader parameters.
 Develop realistic expectations of career prospects.
 Ensure all staff and structures fulfil obligations.
 Include updates on the
Concordat implementation on committee agendas.
 Contribute to data collection.
 Report (as part of their PDR) on their management of Researchers.
 Participate in data collection exercises.
 Participate in data collection exercises.
(including PDR).
 (HR) ensure that institutional flexible working policies are visible and accessible to all staff.

(HR) provide training & support for PIs & Researchers.

(HR) to facilitate the provision of career advice for Research staff.
 (HR) to signpost to the Vitae researcher development framework.
 (HR) ensure that policies meet the requirements of the
Concordat.
 (HR) ensure PIs have guidelines
/training on legal requirements for managing end of contracts.
 (HR) Help compile and submit data on behalf of the institution.
 (HR) monitor relevant Equality and Diversity data.