Action Plan (Concordat Implementation Strategy) 2016-2018 The Action Plan builds upon our previous action plans from 2012 and 2014. These plans can be found at: https://www2.ljmu.ac.uk/RGSO/RGSO_Docs/CIP_Two_Year_Review_Action_Plan.pdf

Concordat Principle(s)

A.

PROPOSED ACTION

RESPONSIBILITY

TIMESCALE

SUCCESS MEASURE/S

Recruitment & Selection

Principle 1: Recognition of the importance of recruiting, selecting and retaining researchers with the highest potential to achieve excellence in research 1a

The existing (2016) POD Strategy supports staff at all stages by focusing on recruiting, selecting, developing and retaining talent. In demonstrating institutional commitment to providing dedicated provision for researchers, we will: Implement a three year probation, induction and transition system for POD From September Academic staff academics who are new to higher education, with a modified process 2016. The engagement in the specifically for research staff on fixed-term contracts. Induction events will be induction process full 3-year process evaluated to monitor and assess feedback. for research staff (80-100%). Positive on fixed-term responses on the contacts is to be effectiveness of the implemented by new programme and September 2017. participant satisfaction. Provide an accessible comprehensive calendar of research-focussed LDF/GS/RIS Calendar Creation of a development provision for each academic year. Engagement and nonprovision from dedicated web engagement in researcher development opportunities will be evaluated. January 2017. resource for researchers. 50% increase in the number of individuals participating in development opportunities. Target research staff to undertake mandatory recruitment, selection and POD/ADRs/CF Audits and Full compliance unconscious bias training. An annual survey will be conducted to monitor Surveys to be

1

engagement in mandatory recruitment, selection and unconscious bias training.

1b

B.

To streamline the existing provision of information for PGRs, we will provide a handbook that integrates information about Research Degree Regulations, policies and Codes of Conduct. A compliancy audit of research degree processes will take place after 1 year.

GS

reported to relevant committees by November 2017. To have a Graduate School Handbook ready for the start of Academic Year 2016/17.

Full compliance with research degree processes.

Recognition & Value

Principle 2: Researchers are recognised and valued by their employing organisation as an essential part of their organisation's human resources and a key component of their overall strategy to develop and deliver world-class research The Personal Development and Performance Review (PDPR) system, re-launched in 2015 is well-embedded amongst academic staff. Using this good foundation, we will: Provide bespoke sessions for staff conducting PDPRs with research-active POD/LDF Training to be Increased staff. incorporated into satisfaction in the the POD strategy support provided to for research-active staff implementation at as assessed in the the start of the (biennial) LJMU staff 2016/17 survey. Currently academic year. 64% positive. Create a researcher induction handbook for use at University/Faculty level POD/LDF with Handbook Completion of highlighting areas such as institutional, local research strategy, the input from the CF, available by researcher induction individual’s role within that strategy, support and career development ADRs, RIS January 2017. guide. opportunities including appraisal/PDPR. C.

Support & Career Development

Principle 3: Researchers are equipped and supported to be adaptable and flexible in an increasingly diverse, mobile, global research environment Principle 4: The importance of researchers' personal and career development, and lifelong learning, is clearly recognised and promoted at all stages of their career 2

3&4

To develop and implement a comprehensive Researcher Development Strategy and Action Plan 2017-2020 to support research staff development in-line with the University’s core strategic aims. Constituent elements of this include: Reigniting institutional level engagement with CROS and implementation of CROS and PRES in 2017.

RIS and CF

CROS and PRES to be run by June 2017.

Identification of developmental needs through CROS & PDPR. CROS Action plan to be reviewed by CTG and URSKTC (PRES Action Plan to be reviewed by RDC and URSKTC). Development requirements identified through PDPR reviewed by LDF.

RIS, POD, LDF

Annually, between September and November from 2016.

Running careers support programme for PGRs in 2016/17.

GS

PGR Employability Workshops launched in September 2016.

Developing and integrating the provision of online training for PGRs and researchers.

GS, RIS, LDF

By January 2018.

The continuation of public engagement activities supported via external Research Café for example.

LS, RIS

From December 2016.

3

Completion rates for PRES and CROS to match or exceed previous rates (57% for PRES in 2015 and 35% for CROS in 2013). Review of University researcher development provision to ensure it aligns and grows to reflect researcher needs. Increased staff and PGR engagement in development provision. An increase in the number of PRES respondents takingup the opportunity for career advice (26% in 2015). Provision of online training and evaluation plan. Increase researcher and public

Growing participation in the University Research Week.

RIS, GS

From May 2017.

Roll out of the 3-year induction arrangements to support early career development and a comparable scheme for researchers on fixed term contracts. Induction events will be evaluated to monitor and assess feedback.

POD

From September 2016. The induction process for research staff on fixed-term contacts is to be implemented by September 2017.

A redesign of the postgraduate certificate in Teaching and Learning in Higher Education to include a Research Module.

POD

The launch of a new Supervisor Development Programme in 2017.

GS

The performance of an institutional review of the structure of the PhD by Published Work award 2016-17.

GS

PGCert revalidated by start of 2017/18. Supervisor Development Programme to be launched in September 2017. Provide discreet PhD by Prior Publication and PhD by Publication routes for staff from September 2017.

4

participation in engagement activities. Increase researcher participation in Research Day (up from 12% staff to 25%). Academic staff engagement in the full 3-year process (80-100%). Positive responses on the effectiveness of the new programme and participant satisfaction. Successful revalidation. Supervisor engagement with the programme to set baseline measures for 2017/18. Institutional approval of new routes.

D.

Researchers’ Responsibility

Principle 5: Individual researchers share the responsibility for and need to pro-actively engage in their own personal and career development, and lifelong learning 5

E.

ADRs to raise awareness of the work of the Concordat Implementation Group and the Concordat Forum and promote their activities to researchers right across the University. We will: Collaborate with LDF (formally launched in June 2016) in the provision of personal and career development opportunities, including coaching and mentoring for research staff.

LDF/RIS

To continue to embed actions that support the representation of researchers in university forums (including equality and diversity) e.g. use the Concordat Forum (CF) to scope local appetite for Research Staff Associations (RSAs).

RIS/GS/CF

Establish a Supervisor Development Forum to share best practice in PGR supervision.

GS

During 2016/17, build researcher engagement with the ILM coaching and mentoring programme either in full, or bespoke delivery). Concordat Forum to be operational by December 2016. Forum established by July 2017.

Increased researcher engagement with ILM coaching and mentoring programme.

At least 3 CF events per academic year.

Run the first Supervisor Development Forum by July 2017.

Equality & Diversity

Principle 6: Diversity and equality must be promoted in all aspects of the recruitment and career management of researchers 6

LJMU aims to ensure that all staff are treated with dignity and respect as key aspects of their wellbeing. We will: Pursue accreditation for Athena SWAN for all University schools/departments, with all STEMM departments to submit for an award by April 2020.

5

Athena SWAN working group

Active support to departments/ Schools prepare applications 20162020.

Athena accreditation areas.

Swan in all

F.

Continue support of the Aurora programme.

LDF

Issue call for applications from staff in September 2016 and annually thereon.

Continue to analyse equal opportunities data considered by POD and the Professors and Readers Conferment Panel (most recently Feb-2016).

POD

On an annual basis from February 2017.

Improve communication of the Professorial Pay Enhancement Panel and the senior mentor scheme through Faculty road-shows.

POD

Establish roadshows from March 2017.

Continue to map equality and diversity activity for staff and PGR students. https://www2.ljmu.ac.uk/EOU/90618.htm

LJMU E&D Working Group

Annually.

Maintain or grow the numbers of researchers and academic staff completing the Aurora programme with University sponsorship (4 in 2015/16). Take remedial action if the proportion of applications for Professor and Reader conferment from women drops below 33%. Senior staff engagement in mentoring; senior staff satisfaction with the pay enhancement process. Success as defined and measured within the LJMU Equality Objectives for staff and students.

Implementation & Review

Principle 7: The sector and all stakeholders will undertake regular and collective review of their progress in strengthening the attractiveness and sustainability of research careers in the UK

6

7

Continue to support the career development of researchers through the Concordat and participation in sector-wide surveys (PRES, CROS). We will: Provide regular updates to the URSKTC and the Strategy Delivery Forum on GS/RIS/LDF Longitudinal and Continuation of the the progress of staff related matters including all researcher development sector CTG work within activities and action plans. CTG Annual report to be presented to URSKT. comparisons of LJMU. survey results in September 2017 and annually thereon. Conduct an annual review of ACTivator and Researcher Development GS/RIS Reports Align and grow support. completed by support activities to November 2017 reflect researcher and annually needs. thereon. Increased staff and PGR engagement in development provision.

This implementation plan will be overseen by the Concordat Task Group (CTG). This group comprises: the PVC-RSKT (Chair), a research community representative in addition to the four faculty Associate Deans for Research (ADR), Director of POD, the Research Excellence Manager, the Head of Staff Development and the Executive Director for Strategic Initiatives and Enhancement. Reports and actions from CTG are reported to URSKT Committee and Academic Board. Reports and actions will be referred to other relevant University committees when necessary (such as the Equality and Diversity Strategy Group). The University is committed, through its action plan and related activity, to creating a positive, supportive and career-enhancing environment for its research staff. A Concordat Forum, comprising researchers across the University including ECRs, Professors and Readers, debates, comments and makes suggestions to the Concordat Task Group.

Glossary ACTivator

Attitude & Capability Toolkit: impact, value & assets of researchers

7

ADRs

Associate Dean for Research

CF

Concordat Forum

CROS

Careers in Research Online Survey

CTG

Concordat Task Group

GS

Graduate School

GSRDP

Graduate School Researcher Development Programme

ILM

Institute of Leadership and Management

LS

Library Services

PDPR

Personal Development and Performance Review

PGRs

Postgraduate Researchers

POD

People and Organisational Development (formerly HR)

PRES

Postgraduate Research Experience Survey

RIS

Research and Innovation Services

RSA

Research Staff Associations

SDP/F

Supervisor Development Programme/Forum

URSKTC

University Research, Scholarship & Knowledge Transfer Committee

8