2014. Two cohorts have been recruited to the 5 year programme. 2013 Action Develop research – mentoring schemes institutionally targeted at groups such as mid-career researchers, women researchers and other groups: Mentoring schemes are available as part of the RKE Future Leaders programme. Specific groups to be targeted as part of the 2016/17 Action plan C: SUPPORT AND CAREER DEVELOPMENT Principle 3: Researchers are equipped and supported to be adaptable and flexible in an increasingly diverse, mobile, global research environment. Principle 4: The importance of researchers’ personal and career development, and lifelong learning, is clearly recognised and promoted at all stages of their career. Clause Evidence for current compliance 2013 Completed Actions Lead(s) Timescale 3.1 It is recognised that Role profiles enable research to clearly identify 2013 Action Complete phase 3 – positions of permanent themselves as part of the academic community at of the University’s career employment are limited in MMU. escalator project which identifies the UK research and the support activities to develop academic communities and The University operates a mandatory PDR research staff and others for the that not all researchers will (professional development review) Scheme, which next stage of their career be able to obtain such a includes a career development discussion. For Using the Career escalator position. It is, therefore, academic staff the PDR also includes consideration highlight wider development imperative that researcher of Research Knowledge Exchange (RKE) activity. opportunities to research staff positions in the UK are available through MMU’s staff
2014. Two cohorts have been recruited to the 5 year programme. 2013 Action – Develop research mentoring schemes institutionally targeted at groups such as mid-career researchers, women researchers and other groups: Mentoring schemes are available as part of the RKE Future Leaders programme. Specific groups to be targeted as part of the 2016/17 Action plan C: SUPPORT AND CAREER DEVELOPMENT Principle 3: Researchers are equipped and supported to be adaptable and flexible in an increasingly diverse, mobile, global research environment. Principle 4: The importance of researchers’ personal and career development, and lifelong learning, is clearly recognised and promoted at all stages of their career. Clause Evidence for current compliance 2013 Completed Actions Lead(s) Timescale 3.1 It is recognised that positions of permanent employment are limited in the UK research and academic communities and that not all researchers will be able to obtain such a position. It is, therefore, imperative that researcher positions in the UK are Role profiles enable research to clearly identify themselves as part of the academic community at MMU. The University operates a mandatory PDR (professional development review) Scheme, which includes a career development discussion. For academic staff the PDR also includes consideration of Research Knowledge Exchange (RKE) activity. 2013 Action – Complete phase 3 of the University’s career escalator project which identifies the support activities to develop research staff and others for the next stage of their career Using the Career escalator highlight wider development opportunities to research staff available through MMU’s staff
HR-Excellence-in-Research-Award-2013-Actions-Update--V2docx.docx