The Researcher Forum held on 6th December 2017 presented the CROS 2017 findings to the research staff community and enabled a discussion involving research staff, academic staff and DVC Research. Two key areas were noted as priorities for action including: recognition and value, and PDRs as they were both rated low in satisfaction for CROS 2017. Key outcome: As a result of the CROS 2017 discussion at the Researcher Forum on 6th December 2017, a Research Staff focus group will first meet on 8th March 2018 to discuss and value’ for ‘recognition research staff. This Research Staff focus group will review and, make recommendations and action to address why low satisfaction is reported in CROS 2017. As a result of the CROS 2017 discussion at the Researcher Forum on 6th December 2017, low satisfaction with PDRs will be reviewed by HR with recommendations and actions before the next PDR cycle starting on 1st May 2018. Stability and permanence of 1, 2, 3, 4 Early analysis of CROS 2015 HR will continue to monitor This has been a key focus and FTCs are employment indicates a 3% decrease in the contracts for researchers and kept under systematic review by the HRBPs percentage of Research Staff is a strategic project for the HR for and the Faculty leadership teams. With at Plymouth University on 15/16. each being assessed on a case by case From the CROS 2011 survey fixed-term contracts however it basis and numbers included in the Faculty analysis it was the number is 7% higher than the sector. planning process, along with narrative. of fixed-term contracts at Success measure: A FTC Project Plymouth had increased some Start-up Meeting is scheduled for 10%, whilst the national average Early analysis of CROS 2015 15th October 2015 this project A full review of FTCs and how they are – had decreased by 10%. HR indicates 38% of research staff will review the use of FTCs, with a used was carried out during 2016 leading to investigated this finding and at Plymouth University had view to reduce the number of staff a 2017 action plan (“Researchers and FTC found that it was the result of an held just one contract on FTCs, and include increase in successful funding compared with 48% nationally, communicating to researchers a
The Researcher Forum held on 6th December 2017 presented the CROS 2017 findings to the research staff community and enabled a discussion involving research staff, academic staff and DVC Research. Two key areas were noted as priorities for action including: recognition and value, and PDRs as they were both rated low in satisfaction for CROS 2017. Key outcome: As a result of the CROS 2017 discussion at the Researcher Forum on 6th December 2017, a Research Staff focus group will first meet on 8th March 2018 to discuss ‘recognition and value’ for research staff. This Research Staff focus group will review and, make recommendations and action to address why low satisfaction is reported in CROS 2017. As a result of the CROS 2017 discussion at the Researcher Forum on 6th December 2017, low satisfaction with PDRs will be reviewed by HR with recommendations and actions before the next PDR cycle starting on 1st May 2018. Stability and permanence of employment From the CROS 2011 survey analysis it was the number of fixed-term contracts at Plymouth had increased some 10%, whilst the national average had decreased by 10%. HR investigated this finding and found that it was the result of an increase in successful funding 1, 2, 3, 4 Early analysis of CROS 2015 indicates a 3% decrease in the percentage of Research Staff at Plymouth University on fixed-term contracts however it is 7% higher than the sector. Early analysis of CROS 2015 indicates 38% of research staff at Plymouth University had held just one contract compared with 48% nationally, HR will continue to monitor contracts for researchers and is a strategic project for the HR for 15/16. Success measure: A FTC Project Start-up Meeting is scheduled for 15th October 2015 – this project will review the use of FTCs, with a view to reduce the number of staff on FTCs, and include communicating to researchers a This has been a key focus and FTCs are kept under systematic review by the HRBPs and the Faculty leadership teams. With each being assessed on a case by case basis and numbers included in the Faculty planning process, along with narrative. A full review of FTCs and how they are used was carried out during 2016 leading to a 2017 action plan (“Researchers and FTC
HR_Excellence_in_Research_Action_plan_2015-2017_updates_Sept_2017.docx