Provide Coaching and Mentor training All Professors trained in coaching and OD & Training September 3.7, 3.14 mentoring. Manager 2016 25% increase in the number of Research By December staff and students who access to coaching 2017 and mentoring Development of a work-shadowing programme Programme implemented. Head of September 3.1, 3.4, 3.8, 3.10, 5.5 for ECRs. Positive feedback from ECRs Research 2016 12 work shadowing opportunities offered in first year September 2017 Develop promotion workshops to help aspiring Increased number of suitable applications Director of RKE In line with 3.10 future senior Researchers prepare for interview to Professoriate Committee. and Associate Professoriate and assessment during the annual calls for Improved quality of applications and HR Director, Committee progression better self-selection demonstrated by Valuing and dates 2016 application to success ratio Engaging People and 2017 Career stories of more senior research staff to At two career stories added. HR Project February 3.2, 3.3 be utilised on the Career Pathways web page as Research are aware of career paths Officer 2016 a development resource taken by more senior staff. Junior researchers have better awareness of possible routes to progression. Development of RKE induction podcast Podcast available from University’s OD & Training March 2016 3.6 webpage. Officer with RKE Positive feedback on induction from Office research staff. Research staff to be encouraged and enabled to Better representation of research staff on Director of RKE May 2016 3.13, 5.5 attend committees. This links to an Athena committees and groups. Better working with SWAN Action to review processes for understanding of University processes Governance and committee membership and promote access amongst research staff. Secretariat and e.g. by self-nomination, shadowing deputies) Increased influence of the Researcher the Deans of voice. faculty 10% increase in opportunities to attend committees December 2017
Provide Coaching and Mentor training All Professors trained in coaching and mentoring. 25% increase in the number of Research staff and students who access to coaching and mentoring OD & Training Manager September 2016 By December 2017 3.7, 3.14 Development of a work-shadowing programme for ECRs. Programme implemented. Positive feedback from ECRs 12 work shadowing opportunities offered in first year Head of Research September 2016 September 2017 3.1, 3.4, 3.8, 3.10, 5.5 Develop promotion workshops to help aspiring future senior Researchers prepare for interview and assessment during the annual calls for progression Increased number of suitable applications to Professoriate Committee. Improved quality of applications and better self-selection demonstrated by application to success ratio Director of RKE and Associate HR Director, Valuing and Engaging People In line with Professoriate Committee dates 2016 and 2017 3.10 Career stories of more senior research staff to be utilised on the Career Pathways web page as a development resource At two career stories added. Research are aware of career paths taken by more senior staff. Junior researchers have better awareness of possible routes to progression. HR Project Officer February 2016 3.2, 3.3 Development of RKE induction podcast Podcast available from University’s webpage. Positive feedback on induction from research staff. OD & Training Officer with RKE Office March 2016 3.6 Research staff to be encouraged and enabled to attend committees. This links to an Athena SWAN Action to review processes for committee membership and promote access e.g. by self-nomination, shadowing deputies) Better representation of research staff on committees and groups. Better understanding of University processes amongst research staff. Increased influence of the Researcher voice. 10% increase in opportunities to attend committees Director of RKE working with Governance and Secretariat and the Deans of faculty May 2016 December 2017 3.13, 5.5
HR-EXCELLENCE-IN-RESEARCH-ACTION-PLAN-2016-V2.docx