HR Excellence in Research Action Plan 2018 – 2022 Principle 1: Recruitment & Selection No. Actions Measure Timescale Responsibility 1.1 Introduction of NUAcT, or equivalent schemes, to Number of NUAcT or Yearly appointment cycles Pro Vice Chancellor – provide opportunities for Fellowships and broaden equivalent to be appointed Research Strategy & NURF and Faculty fellowships. 2018 – 22, aiming for a Resources minimum of 25 by 2022. 1.2 Monitor the processing time and accuracy of the Improvement in processing Review July 2020 and 2022 Assistant Director of Human new fixed term contract process for research staff. time from 15 min per Resources contract to 5 min per contract. Error rate reduced from 13% to 3%. Identification and addressing of any issue found. 1.3 Review bridging scheme arrangements in each Completion of review and Review to be completed by Deans of Research and Faculty to identify current practice and make make recommendations for July 2020 Innovation recommendations if required. 2020 – 22. Principle 2: Recognition and Value Actions Measure Timescale Responsibility 2.1 Deliver conferences organised in Faculties, by Two conferences per year. Yearly implementation Research Managers research staff for research staff, to recognise and help them make their contribution to the research environment. 2.2 Comprehensive review of academic promotions. Research staff represented By September 2019 Assistant Director of Human on Project Steering Group (2 Resources Elements specific to research staff include: out of 11 Steering Group members) and completion of review.
HR Excellence in Research Action Plan 2018 – 2022 Principle 1: Recruitment & Selection No. Actions Measure Timescale Responsibility 1.1 Introduction of NUAcT, or equivalent schemes, to provide opportunities for Fellowships and broaden NURF and Faculty fellowships. Number of NUAcT or equivalent to be appointed 2018 – 22, aiming for a minimum of 25 by 2022. Yearly appointment cycles Pro Vice Chancellor – Research Strategy & Resources 1.2 Monitor the processing time and accuracy of the new fixed term contract process for research staff. Improvement in processing time from 15 min per contract to 5 min per contract. Error rate reduced from 13% to 3%. Identification and addressing of any issue found. Review July 2020 and 2022 Assistant Director of Human Resources 1.3 Review bridging scheme arrangements in each Faculty to identify current practice and make recommendations if required. Completion of review and make recommendations for 2020 – 22. Review to be completed by July 2020 Deans of Research and Innovation Principle 2: Recognition and Value Actions Measure Timescale Responsibility 2.1 Deliver conferences organised in Faculties, by research staff for research staff, to recognise and help them make their contribution to the research environment. Two conferences per year. Yearly implementation Research Managers 2.2 Comprehensive review of academic promotions. Elements specific to research staff include: Research staff represented on Project Steering Group (2 out of 11 Steering Group members) and completion of review. By September 2019 Assistant Director of Human Resources
23AugActionPlanHRExcellenceinResearchActionPlan2018.docx