resources allow. Funders are expected to make it a priority to consider how their policies, guidance and funding can be enhanced to help employers to achieve this objective. MMU offers a regular programme of funding opportunities to encourage and support early stage career researchers. The Research Accelerator Grant has been created to provide funding to Early Career Researchers and the Knowledge Exchange and Innovation Fund makes awards to encourage staff to venture into new research and knowledge exchange areas. This ladder of career support also now includes the MMU Grants Academy and RKE Future Leaders. See: to allow research groups to continue employing researchers between research grants. 2013 Action -The ladder of opportunity offered through the Research Accelerator the MMU Grants Academy and RKE Future Leaders to be published on the RKE website (with links to the site). The research Accelerator Grant, the MMU Grants Academy and RKE Future Leaders have been published on the RKE website. 2.5 Pay progression for researchers should be transparent and in accordance with procedures agreed between the relevant trade unions and the employers nationally and locally. In HEIs, pay progression will be in accordance with the Framework Agreement, though recognising the flexibility that institutions have in implementing the Framework. Pay progression through the University’s pay scales is transparent – details of the grades, scales and pay details can be found at: A University pay audit was carried out in 2011, using externally designed tools which were agreed with our trade unions. The audit found that the gaps between male and female researchers as a group was within legally acceptable limits. More information about the outcomes from the audit are available from the Reward and Planning Manager. The University has a ‘Contribution Zone’ Scheme; this Scheme allows individuals further progression up the pay spine on the basis of their contribution to the University and is applicable to all staff. New professor applications aligned with the new criteria for promotional banding for Professors as 2013 Action – Develop and implement a professorial review and reward scheme which establishes criteria based promotional banding for Professors A professorial review and reward scheme which establishes promotional banding for Professors is now in place across the University. 2013 Action - Establish whether information about recognition through the Contribution Zone based on research activity could be extracted from SAP for the 2013 Contribution Zone
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
Mentor allocated as part of the research accelerated grant Mentoring managed on a case by case basis by request through the RKE office, where senior professors mentor less senior staff 3.9 Research managers should actively encourage researchers to undertake Continuing Professional Development (CPD) activity, so far as is possible within the project. It should be stressed that developmental activity can often have a direct impact on the success of the project, by distributing work, taking advantage of individual strengths and talents, and increasing the skill and effectiveness of researchers in key areas such as writing for publication or communicating with a wider audience. Funding bodies acknowledge that the training of researchers is a significant contribution to research output and they Career development discussions into the University’s PDR process. career researchers can access a Postgraduate Certificate in Academic Practice. Research Fellows are encouraged to access development via the HEA. MMU runs HEA-accredited programmes, and is able to offer in-house panels to award HEA Fellowship through our Professional Standards Framework. PDR supporting guidance and podcasts outline what the career development discussion should look like. The University’s Leadership and Management competency framework outlines a specific requirement for managers to develop themselves and others. 2013 Action – Complete 3 of the University’s career escalator project which illustrates career pathways and the qualifications, skills and experience required at each career stage: The University has created a ‘career pathways’ to bring together and develop career information for staff so they will recognise the range of options for developing and extending their careers, supported by high quality learning and development opportunities. Management development is identified for appropriate academic job roles. The career pathways can be accessed at:
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
5.2 Researchers should develop their ability to transfer and exploit knowledge where appropriate and facilitate its use in policy making and the commercialisation of research for the benefit of their employing organisation, as well as the wider society and economy as a whole. Research and Knowledge Exchange provide support for the commercialisation of research and its impact on wider society. This includes workshops on “Building Impact into your research” and “How to engage with stakeholders in research and knowledge exchange”. MMU sees research and knowledge exchange as a continuum of activity as articulated in its strategy. are advised on how to optimise the value of research using knowledge exchange and the knowledge exchange team (in Faculties and centrally) has been expanded to support the exploitation of research for the benefit of wider society and the economy. In 2014, the University approved an institution-wide RKE Impact Plan with clear guidance and support for the generation and exploitation of research impact on the wider economy and society. The plan includes specific support for the generation of policy impacts as well as an Impact Academy. 5.3 Researchers should recognise responsibility to conduct and disseminate research results in an honest and ethical manner and to contribute to the wider body of knowledge. The Research and Knowledge Exchange Team offer training in University Ethical Procedures and regular update sessions for members of University Ethics Committee. 2013 Action – An MMU Research Governance Group to be established to oversee research governance and ensure compliance with the Concordant to support Research Excellence An MMU Research Governance has been established to oversee research governance and ensure compliance with the Concordat to support Research Excellence. 5.4 Researchers should also be aware that the skills and achievements required to Role profiles, job descriptions and person specifications make this clear. 2013 Action – Complete the University’s career escalator project