5.2 Aim to provide teaching opportunities and training Increase in CROS survey Review July 2020 and 2022 LTDS to research staff. response for question 24 from 27% (2017) to 32% by 2022. 5.3 Ensure Fellowship schemes have considered Due consideration having By July 2019 Pro Vice Chancellor – learning and teaching support required. been given in Fellowship Research Strategy & schemes. Resources & Pro Vice Chancellor – Learning & Teaching 5.4 Promote allocation of 5 days for training/CPD for Increase in CROS survey Review in line with CROS Deans of Research and research staff to increase uptake and response for question 25 survey 2019 Innovation, OD understanding. from 25% of research staff receiving 5 days and above in 2017 to 50% by 2022 (based on CROS survey and other internal records). 5.5 Develop role model case studies of research staff 6 case studies on intranet. By July 2020 OD alumni who have worked outside academia. 5.6 Understand the training and development needs of Report identifying research By March 2020 OD pre doctoral research assistants. assistant training needs. Principle 6: Diversity and Equality Actions Measure Timescale Responsibility 6.1 Research staff equality and diversity needs are People Strategy takes research staff The People Strategy is Assistant Director of OD reflected in the new People Strategy. into account. planned for approval by December 2018 6.2 Research staff are included in EDI training Increase in CROS survey response By July 2022 Dean of Equality, Diversity which will be rolled out as part of the for question 24 from 22% of & Inclusion working in University’s approach to diversity and equality. research staff undertaking Equality partnership with OD & Diversity training in 2017 to
5.2 Aim to provide teaching opportunities and training to research staff. Increase in CROS survey response for question 24 from 27% (2017) to 32% by 2022. Review July 2020 and 2022 LTDS 5.3 Ensure Fellowship schemes have considered learning and teaching support required. Due consideration having been given in Fellowship schemes. By July 2019 Pro Vice Chancellor – Research Strategy & Resources & Pro Vice Chancellor – Learning & Teaching 5.4 Promote allocation of 5 days for training/CPD for research staff to increase uptake and understanding. Increase in CROS survey response for question 25 from 25% of research staff receiving 5 days and above in 2017 to 50% by 2022 (based on CROS survey and other internal records). Review in line with CROS survey 2019 Deans of Research and Innovation, OD 5.5 Develop role model case studies of research staff alumni who have worked outside academia. 6 case studies on intranet. By July 2020 OD 5.6 Understand the training and development needs of pre doctoral research assistants. Report identifying research assistant training needs. By March 2020 OD Principle 6: Diversity and Equality Actions Measure Timescale Responsibility 6.1 Research staff equality and diversity needs are reflected in the new People Strategy. People Strategy takes research staff into account. The People Strategy is planned for approval by December 2018 Assistant Director of OD 6.2 Research staff are included in EDI training which will be rolled out as part of the University’s approach to diversity and equality. Increase in CROS survey response for question 24 from 22% of research staff undertaking Equality & Diversity training in 2017 to By July 2022 Dean of Equality, Diversity & Inclusion working in partnership with OD