B Recognition and Value CROS 2015: Experience of performance review processes was reported more favourably than the UK average and also within (B4.4) the staff survey. Supporting research managers/PIs Attention should be paid to continuing to improve the College May 2018 10% increase in effectiveness of appraisal. The 2016 PDR form has a tailored Research participation rates for Increase effectiveness of version for each staff group so that Research staff can have and PDR (currently 75%), as participation in appraisal for discussions based around clear work areas. The role of HRBPs/HR/ measured via Staff both research staff and PIs, Academic Line Managers is now clearly defined, along with survey and CROS run in and ensuring that PI performance expectations. 2017. appraisals routinely include a Effectiveness of new PDR process in terms of research staff will review of PIs as managers. be monitored and reviewed via evaluation of Staff and CROS surveys in 2017 by OSD/Researcher Development, in conjunction with CURSA. B Recognition and Value Cardiff University Research Staff Association (CURSA) will be Completed. viewed as one of the University’s formal staff networks and, established as a (B5) as such, the Chair will liaise with staff representatives on the recognised Staff Representation and E&D committee. Network. Communication CURSA to discuss at College Board level about College CURSA Ongoing UCU attended 2016 To explore the demand for representation. CURSA to link with UCU to ensure AGM - this relationship setting up a formal structure representation of researchers. will continue to be to allow the research staff developed throughout group to routinely feed into the next review period decision making at a (2016-2018). University level. CURSA/ Q3 2018
B Recognition and Value (B4.4) Supporting research managers/PIs Increase effectiveness of participation in appraisal for both research staff and PIs, and ensuring that PI appraisals routinely include a review of PIs as managers. CROS 2015: Experience of performance review processes was reported more favourably than the UK average and also within the staff survey. Attention should be paid to continuing to improve the effectiveness of appraisal. The 2016 PDR form has a tailored version for each staff group so that Research staff can have discussions based around clear work areas. The role of Academic Line Managers is now clearly defined, along with performance expectations. Effectiveness of new PDR process in terms of research staff will be monitored and reviewed via evaluation of Staff and CROS surveys in 2017 by OSD/Researcher Development, in conjunction with CURSA. College Research and HRBPs/HR/ May 2018 10% increase in participation rates for PDR (currently 75%), as measured via Staff survey and CROS run in 2017. B Recognition and Value (B5) Representation and Communication To explore the demand for setting up a formal structure to allow the research staff group to routinely feed into decision making at a University level. Cardiff University Research Staff Association (CURSA) will be viewed as one of the University’s formal staff networks and, as such, the Chair will liaise with staff representatives on the E&D committee. CURSA to discuss at College Board level about College representation. CURSA to link with UCU to ensure representation of researchers. CURSA CURSA/ Ongoing Q3 2018 Completed. established as a recognised Staff Network. UCU attended 2016 AGM - this relationship will continue to be developed throughout the next review period (2016-2018).