the Researcher Forum and the Concordat by June 2017. We will Knowledge and understanding of the HR R&I Committee. The aim has send updated HR Excellence in Excellence in Research award increased for been a balanced membership Research action plans to the R&I University of Plymouth Research Staff to that is small enough to act as Committee twice-yearly for ADRs 52.30% compared to the Sector (39.79%). an effective group. to disseminate to the Faculty Knowledge and understanding of the ‘working’ Research Committees for Concordat to Support the Career The new Pro Vice-Chancellor appropriate actions. Development of Researchers; Vitae and the Research is expected to be Vitae RDF had decreased for both appointed late 2015/early University of Plymouth Research Staff and Lead: HR Excellence in 2016. Research Steering Group June the Sector (Concordat UoP 53.85%, Sector 2017 41.29%; Vitae UoP 68.18%, Sector 56.80%; The HR Excellence in Vitae RDF UoP 66.66%, Sector 51.04%). Research Steering continues to monitor and drive The 2015 CROS and reports and the activities and initiatives in HR Excellence in Research Action plan support of the researchers at 2015-2017 and report September 2015 Plymouth University. The HR were included at the Research & Innovation Excellence Steering Group Committee meeting January 2016. continues to work closely with the Researcher Forum. The Key outcomes: CROS response rate activities of both the increased from 27% in 2015 to 33% in Researcher Forum and the HR 2017. PIRLS response rate increased from Excellence Steering Group are 25% in 2015 to 33% in 2017. 2017 CROS pivotal to our support for our and PIRLS analysis included gender data researchers. for the first time. This gender data is being Early analysis of CROS 2015 used by HR and Equality, Diversity and indicates there is a higher Inclusion for the University Athena Swan awareness and understand of activities. Plymouth University researchers compared to CROS 2017 indicates of the thirteen nationally of the following Research Development initiatives, initiatives: HR Excellence in University of Plymouth Research Staff had Research award; Vitae RDF a greater knowledge or understanding of and; the Concordat to Support twelve of these initiatives compared to the the Career Development of Sector and it is only knowledge of Athena researchers. Swan Gender Equality Chart Mark which had a slight variation (UoP 89.38%, Sector 89.63%).
the Researcher Forum and the R&I Committee. The aim has been a balanced membership that is small enough to act as an effective ‘working’ group. The new Pro Vice-Chancellor Research is expected to be appointed late 2015/early 2016. The HR Excellence in Research Steering continues to monitor and drive activities and initiatives in support of the researchers at Plymouth University. The HR Excellence Steering Group continues to work closely with the Researcher Forum. The activities of both the Researcher Forum and the HR Excellence Steering Group are pivotal to our support for our researchers. Early analysis of CROS 2015 indicates there is a higher awareness and understand of Plymouth University researchers compared to nationally of the following initiatives: HR Excellence in Research award; Vitae RDF and; the Concordat to Support the Career Development of researchers. Concordat by June 2017. We will send updated HR Excellence in Research action plans to the R&I Committee twice-yearly for ADRs to disseminate to the Faculty Research Committees for appropriate actions. Lead: HR Excellence in Research Steering Group June 2017 Knowledge and understanding of the HR Excellence in Research award increased for University of Plymouth Research Staff to 52.30% compared to the Sector (39.79%). Knowledge and understanding of the Concordat to Support the Career Development of Researchers; Vitae and the Vitae RDF had decreased for both University of Plymouth Research Staff and the Sector (Concordat UoP 53.85%, Sector 41.29%; Vitae UoP 68.18%, Sector 56.80%; Vitae RDF UoP 66.66%, Sector 51.04%). The 2015 CROS and reports and the HR Excellence in Research Action plan 2015-2017 and report September 2015 were included at the Research & Innovation Committee meeting January 2016. Key outcomes: CROS response rate increased from 27% in 2015 to 33% in 2017. PIRLS response rate increased from 25% in 2015 to 33% in 2017. 2017 CROS and PIRLS analysis included gender data for the first time. This gender data is being used by HR and Equality, Diversity and Inclusion for the University Athena Swan activities. CROS 2017 indicates of the thirteen Research Development initiatives, University of Plymouth Research Staff had a greater knowledge or understanding of twelve of these initiatives compared to the Sector and it is only knowledge of Athena Swan Gender Equality Chart Mark which had a slight variation (UoP 89.38%, Sector 89.63%).
HR_Excellence_in_Research_Action_plan_2015-2017_updates_Sept_2017.docx