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
review of current ECR training provisions and gaps which will inform a merger of the RSP and RDP to create one central training provision for PGRs and ECRs. ii. accessibility of training for PGRs and ECRs. iii. communication of training for PGRs and ECRs. Supervision and managerial duties The Plymouth University Staff Survey 2013 is under analysis with initial finding expected by November 2013. Research Staff feedback to be highlighted for dissemination to the HR Excellence in Research Steering Group and Researcher Forum. Lead: HR December 2013 The analysis and action of the 2013 CROS, PIRLS, PRES and Staff surveys will be reviewed and disseminated to the appropriate University Committees (including R&I and Graduate Committees) and cohorts by June 2014. Lead: Research Support & Development / Graduate School June 2014 1, 2, 3, 4, 5, 6, 7 CROS was analysed to understand research staff perceptions of roles and responsibilities. Early analysis of CROS 2015 indicates a significant decrease by 25% of research staff who feel valued in their contributions towards supervising research students. CROS 2015 analysis to be disseminated to all Faculties and Schools. Success measure: CROS and PIRLS analysis to be disseminated to Associate Deans Research (ADR) at the Research & Innovation Committee November 2015. Action for the ADRs to take results of CROS and PIRLS to their Faculty Research Committee for distribution and action planning for 2015-2016. Lead: Research Support & Development / Graduate School July 2016 The 2015 CROS and PIRLS reports were disseminated from the Research & Innovation Committee January 2016 to Faculty Research Committees for their action planning during 2016. PRES analysis at a University was disseminated through the Teaching and Learning Quality Committee in September 2015 and the Graduate Sub-Committee in October 2015. Following the presentation of PRES findings to the Graduate further analysis of the disciplinary cohorts was conducted and disseminated in February 2016 to the Doctoral Training Centre Directors. CROS 2017 indicates 44% of Research Staff agreed they felt valued in their contributions towards supervising research students this indicates a decrease from CROS 2015 (50%) and a significant decrease from CROS 2013 (82%). PIRLS 2017 indicates 74% of PIs and Research Leaders agreed they felt valued for supervising research students. In 2016-2017 the Arts Institute initiated a Research Leadership project for including an Arts Research Leadership
the inclusion of university-wide equality training for researchers from October 2018. UoP Women’s Network lunchtime lecture series “Carers and Careers: career development and access to leadership positions among academic staff with caring responsibilities” 1st February 2018 and open to all staff and PGRs. Access to research training and continuous development Researcher Development Programme to continue to be reviewed and revised annually (annual revisions since 2003). Lead: Graduate School August 2014 New Research Staff Development Programme mapped against RDF rolled out from September 2013. Programme and to be closely monitored during its pilot year from September 2013. Lead: Research Support & Development / Graduate School August 2014 3, 4, 5 The Researcher Development Programme continues to be developed annually. It is available to all PGRs and Research Staff. The introduction of an additional Research Support Programme focussed on research means that researchers can access training and development opportunities in two programmes. CROS 2015 highlights 89% Plymouth University researchers agreed they had access to training & development opportunities (83% for sector). Graduate School and Research Support & Development to continue to develop programmes and opportunities for researchers’ development. Success measure: we will work towards a minimum 5% increase in programme engagements by July 2016. Lead: Research Support & Development/ Graduate School July 2016 The new GoodPractice toolkit is a development tool that will complement the targeted Researcher Development Programme and Research Support Programme. The 2015-2016 Research Support Programme had 412 staff engagements however the 2016-2017 programme increased to 471 staff engagements. Feedback indicated that many research staff had already attended training sessions available between 2013– 2015 and therefore a review of the programme included updates to existing sessions and the introduction of new sessions to meet the ongoing development needs of staff. New initiatives were introduced in 2016-2017 including tailored training and events for Faculty and Institute cohorts as well increased online support and webinars. CROS 2017 indicates that 72% of Research Staff had received training in ‘research skills and techniques’ compared to the Sector (43%), 80% had received training in ‘equality and diversity’ compared to the Sector (46%), and 64% had received
The Researcher Development Programme and Research Support Programme now include sessions on ‘Impact’. Key outcomes: CROS 2017 indicates a 7% increase in University of Plymouth participating in public engagement activities to 57% compared with the sector 50%. CROS 2017 additionally indicates that 92% of University of Plymouth staff had awareness/understanding of REF. UoP Festival of Research 22nd-26th January 2018 primary focus was public engagement by staff and PGRs. Doctoral College facilitated “Images of Research” competition/exhibition for PGRs for 30 PGRs. The exhibition was viewed by C.350 people with additional online viewings available through: Researchers’ Responsibilities 2013 - 2015 Actions Concordat Principle Update September 2015 2015 - 2017 Actions Update September – December 2017 Ethical principles, Governance and Integrity The University policy on ethics: Research Ethics: a policy for staff and research students which includes an Annex on Ethical Principles for research involving human participants approved by Academic Board Dec 2005. The policy is revisited by the UHREC on an ongoing basis. This establishes that there is an overarching University Human Research Ethics Committee and 2, 3, 4 In 2013 a Research Governance and Engagement Officer was appointed with responsibilities for ethics and integrity. Ethics and integrity sessions are now featured within the Research Support and Researcher Development Programmes. Ethics and integrity training to remain in the Research Support and Researcher Development programmes and will be reviewed and developed annually. Success measure: 15 ethics, integrity and governance sessions are scheduled for the 2015-2016 programmes. Lead: Faculty Ethics Committees, Research Support & Development/ Graduate School July 2016 In 2015-2016 seventeen ethics, integrity and governance sessions were held through the Research Support Programme and Researcher Development Programme with 49 staff and PGR engagements. In 2016-2017 twenty ethics, integrity and governance sessions were held through the Research Support Programme and Researcher Development Programme with 110 staff and PGR engagements. The new Research & Innovation Strategy 2017-2022 includes key priority 3.3 Research integrity and governance. Key outcomes: 20 ethics, integrity and governance sessions were delivered in
the Researcher Forum and the R&I Committee. The aim has been a balanced membership that is small enough to act as an effective ‘working’ group. The new Pro Vice-Chancellor Research is expected to be appointed late 2015/early 2016. The HR Excellence in Research Steering continues to monitor and drive activities and initiatives in support of the researchers at Plymouth University. The HR Excellence Steering Group continues to work closely with the Researcher Forum. The activities of both the Researcher Forum and the HR Excellence Steering Group are pivotal to our support for our researchers. Early analysis of CROS 2015 indicates there is a higher awareness and understand of Plymouth University researchers compared to nationally of the following initiatives: HR Excellence in Research award; Vitae RDF and; the Concordat to Support the Career Development of researchers. Concordat by June 2017. We will send updated HR Excellence in Research action plans to the R&I Committee twice-yearly for ADRs to disseminate to the Faculty Research Committees for appropriate actions. Lead: HR Excellence in Research Steering Group June 2017 Knowledge and understanding of the HR Excellence in Research award increased for University of Plymouth Research Staff to 52.30% compared to the Sector (39.79%). Knowledge and understanding of the Concordat to Support the Career Development of Researchers; Vitae and the Vitae RDF had decreased for both University of Plymouth Research Staff and the Sector (Concordat UoP 53.85%, Sector 41.29%; Vitae UoP 68.18%, Sector 56.80%; Vitae RDF UoP 66.66%, Sector 51.04%). The 2015 CROS and reports and the HR Excellence in Research Action plan 2015-2017 and report September 2015 were included at the Research & Innovation Committee meeting January 2016. Key outcomes: CROS response rate increased from 27% in 2015 to 33% in 2017. PIRLS response rate increased from 25% in 2015 to 33% in 2017. 2017 CROS and PIRLS analysis included gender data for the first time. This gender data is being used by HR and Equality, Diversity and Inclusion for the University Athena Swan activities. CROS 2017 indicates of the thirteen Research Development initiatives, University of Plymouth Research Staff had a greater knowledge or understanding of twelve of these initiatives compared to the Sector and it is only knowledge of Athena Swan Gender Equality Chart Mark which had a slight variation (UoP 89.38%, Sector 89.63%).