values, individuals who are University provides a range of courses in support of members of recruitment and its Equality and Diversity Policy which are promotion panels should mandatory for staff, including designated members have received relevant of staff appointed to perform functions in relation to recent training. Unsuccessful Research Management. These include: applicants should be given - Opportunities and Diversity Essentials” appropriate feedback if - "Managing Diversity e-learning” requested as this may be of assistance to the researcher The University also provides staff awareness in considering their further sessions on the REF2014 Code of Practice to career development. reinforce the principles of transparency, consistency, accountability and inclusivity that have supported the development of the Code. Unsuccessful applicants for all posts are offered the opportunity for feedback and asked to contact the Recruitment Team in the first instance. Chairs of recruitment panels are trained in giving feedback following interview. 1.5 The level of pay or grade Research posts are graded using the HERA 2013 Action - Develop and for researchers should be analytical job evaluation scheme, along with all implement a professorial review determined according to the other posts at MMU. A consistent starting salary and reward scheme which requirements of the post, policy is applied as part of the recruitment process. establishes criteria-based consistent with the pay and promotional banding for grading arrangements of the Professors. research organisation. A professorial review and reward scheme establishes criteria based promotional banding for Professors was implemented in December 2014 B: RECOGNITION AND VALUE Principle 2: Researchers are recognised and valued by 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. Clause Evidence for current compliance 2013 Completed Actions Lead(s) Timescale 2.1 In the interests of equal pay, all posts at MMU are Employers are encouraged evaluated using the same objective and to value and afford equal treatment to all researchers,
values, individuals who are members of recruitment and promotion panels should have received relevant recent training. Unsuccessful applicants should be given appropriate feedback if requested as this may be of assistance to the researcher in considering their further career development. University provides a range of courses in support of its Equality and Diversity Policy which are mandatory for staff, including designated members of staff appointed to perform functions in relation to Research Management. These include: - Opportunities and Diversity Essentials” - "Managing Diversity e-learning” The University also provides staff awareness sessions on the REF2014 Code of Practice to reinforce the principles of transparency, consistency, accountability and inclusivity that have supported the development of the Code. Unsuccessful applicants for all posts are offered the opportunity for feedback and asked to contact the Recruitment Team in the first instance. Chairs of recruitment panels are trained in giving feedback following interview. 1.5 The level of pay or grade for researchers should be determined according to the requirements of the post, consistent with the pay and grading arrangements of the research organisation. Research posts are graded using the HERA analytical job evaluation scheme, along with all other posts at MMU. A consistent starting salary policy is applied as part of the recruitment process. 2013 Action - Develop and implement a professorial review and reward scheme which establishes criteria-based promotional banding for Professors. A professorial review and reward scheme establishes criteria based promotional banding for Professors was implemented in December 2014 B: RECOGNITION AND VALUE Principle 2: Researchers are recognised and valued by 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. Clause Evidence for current compliance 2013 Completed Actions Lead(s) Timescale 2.1 Employers are encouraged to value and afford equal treatment to all researchers, In the interests of equal pay, all posts at MMU are evaluated using the same objective and