resources allow. Funders are MMU offers a regular programme of funding to allow research groups to expected to make it a priority opportunities to encourage and support early stage continue employing researchers to consider how their career researchers. The Research Accelerator between research grants. policies, guidance and Grant has been created to provide funding to Early funding can be enhanced to Career Researchers and the Knowledge Exchange 2013 Action -The ladder of help employers to achieve and Innovation Fund makes awards to encourage opportunity offered through the this objective. staff to venture into new research and knowledge Research Accelerator the exchange areas. This ladder of career support also MMU Grants Academy and RKE now includes the MMU Grants Academy and RKE Future Leaders to be published Future Leaders. See: on the RKE website (with links to the site). The research Accelerator Grant, the MMU Grants Academy and RKE Future Leaders have been published on the RKE website. 2.5 Pay progression for Pay progression through the University’s pay scales researchers should be is transparent details of the grades, scales and 2013 Action Develop and – – transparent and in pay details can be found at: implement a professorial review accordance with and reward scheme which procedures agreed between establishes criteria based the relevant trade unions A University pay audit was carried out in 2011, promotional banding for and the employers nationally using externally designed tools which were agreed Professors and locally. In HEIs, pay with our trade unions. The audit found that the gaps progression will be in between male and female researchers as a group A professorial review and reward accordance with the was within legally acceptable limits. More scheme which establishes Framework Agreement, information about the outcomes from the audit are promotional banding for though recognising the available from the Reward and Planning Manager. Professors is now in place across flexibility that institutions the University. have in implementing the The University has a Zone’ Scheme; ‘Contribution Framework. this Scheme allows individuals further progression 2013 Action - Establish whether up the pay spine on the basis of their contribution to information about recognition the University and is applicable to all staff. through the Contribution Zone based on research activity could be extracted from SAP for the New professor applications aligned with the new 2013 Contribution Zone criteria for promotional banding for Professors as
resources allow. Funders are expected to make it a priority to consider how their policies, guidance and funding can be enhanced to help employers to achieve this objective. MMU offers a regular programme of funding opportunities to encourage and support early stage career researchers. The Research Accelerator Grant has been created to provide funding to Early Career Researchers and the Knowledge Exchange and Innovation Fund makes awards to encourage staff to venture into new research and knowledge exchange areas. This ladder of career support also now includes the MMU Grants Academy and RKE Future Leaders. See: to allow research groups to continue employing researchers between research grants. 2013 Action -The ladder of opportunity offered through the Research Accelerator the MMU Grants Academy and RKE Future Leaders to be published on the RKE website (with links to the site). The research Accelerator Grant, the MMU Grants Academy and RKE Future Leaders have been published on the RKE website. 2.5 Pay progression for researchers should be transparent and in accordance with procedures agreed between the relevant trade unions and the employers nationally and locally. In HEIs, pay progression will be in accordance with the Framework Agreement, though recognising the flexibility that institutions have in implementing the Framework. Pay progression through the University’s pay scales is transparent – details of the grades, scales and pay details can be found at: A University pay audit was carried out in 2011, using externally designed tools which were agreed with our trade unions. The audit found that the gaps between male and female researchers as a group was within legally acceptable limits. More information about the outcomes from the audit are available from the Reward and Planning Manager. The University has a ‘Contribution Zone’ Scheme; this Scheme allows individuals further progression up the pay spine on the basis of their contribution to the University and is applicable to all staff. New professor applications aligned with the new criteria for promotional banding for Professors as 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 which establishes promotional banding for Professors is now in place across the University. 2013 Action - Establish whether information about recognition through the Contribution Zone based on research activity could be extracted from SAP for the 2013 Contribution Zone
HR-Excellence-in-Research-Award-2013-Actions-Update--V2docx.docx