encourage employers and mentors to adopt these practices. 3.10 Researchers should be The University has operated a mandatory PDR empowered by having Scheme for all staff since 2010. This process realistic understanding of, facilitates career development discussions between and information about, their research staff and their managers. The PDR own career development and scheme currently has a 92.2% completion rate. The career direction options as completion rate has improved year-on-year since well as taking personal the scheme introduction. responsibility for their choices at the appropriate MyHR on the University’s myHR system has been times. Employers should rolled-out and facilitates improved monitoring and introduce appraisal systems reporting of PDR completions. for all researchers for assessing their professional performance on a regular basis and in a transparent manner. It is important that researchers have access to honest and transparent advice on their prospects for success in their preferred career. 3.11 Employers will wish to The MMU Professional Standards Framework is ensure that development designed to provide MMU staff with an internal activities open to professional development route to HEA fellowship researchers include recognition at four levels, integrated with MMU’s preparation for academic well-established, internal, HEA practice. Employers should Academic Practice programmes. take measures to ensure broad recognition of CPD All research staff have access to training on topics schemes from other relevant to academic practice including: employing organisations as teaching and learning far as possible, so that people management researchers are not duly grant writing disadvantaged when moving from one employer to another.
encourage employers and mentors to adopt these practices. 3.10 Researchers should be empowered by having realistic understanding of, and information about, their own career development and career direction options as well as taking personal responsibility for their choices at the appropriate times. Employers should introduce appraisal systems for all researchers for assessing their professional performance on a regular basis and in a transparent manner. It is important that researchers have access to honest and transparent advice on their prospects for success in their preferred career. The University has operated a mandatory PDR Scheme for all staff since 2010. This process facilitates career development discussions between research staff and their managers. The PDR scheme currently has a 92.2% completion rate. The completion rate has improved year-on-year since the scheme introduction. MyHR on the University’s myHR system has been rolled-out and facilitates improved monitoring and reporting of PDR completions. 3.11 Employers will wish to ensure that development activities open to researchers include preparation for academic practice. Employers should take measures to ensure broad recognition of CPD schemes from other employing organisations as far as possible, so that researchers are not duly disadvantaged when moving from one employer to another. The MMU Professional Standards Framework is designed to provide MMU staff with an internal professional development route to HEA fellowship recognition at four levels, integrated with MMU’s well-established, internal, HEA Academic Practice programmes. All research staff have access to training on topics relevant to academic practice including: teaching and learning people management grant writing
HR-Excellence-in-Research-Award-2013-Actions-Update--V2docx.docx