B Recognition and Value Concordat Plan (B2) Raising awareness of Research Staff Terms and Conditions of Employment The results of CROS 2009 would suggest that further work is needed to raise the awareness of researchers of their terms and conditions of employment. PWE Steering Group (as part of its commitment to improving the information provided to all staff groups)/HUMRS. CROS 2015 - A higher percentage of respondents report not being offered induction, particularly local induction, which appears to be of variable quality. Further enquiry into local practice may be required at College or School level. The availability of induction resources via the intranet may help to improve this trend. CROS Action 2: An Induction project covering the first 90 days of employment will be implemented shortly which will assist in standardising induction across the University. Research staff continue to be offered a bespoke central induction programme which provides T&Cs briefing early in employment. This may be further enhanced given developments in induction processes and initiatives being proposed within the EECI project. All Colleges introduced local initiatives pending development of a 90-day standard, structured induction, which was launched by HR Operations in June 2016. This clarifies both individual and managers’ responsibilities. HR Operations to integrate 90 day induction into the CORE HR management system in order to trigger the process for all new staff. College Research Deans and HRBPs/HR/ OSD HR/OSD Q1 2018 January 2017 75% of research staff reporting they have been offered induction, as reported via CROS 2017 Completed.
Although postgraduate research students have access to an electronic PDP system, there is no equivalent system for staff to enable them to record personal/career development activity. It is recommended that the proposed Cardiff People system is configured in such a way as to allow staff to record professional and career development activity. development will be taken from appraisal forms and stored against individual records. The RIS Converis system captures research activity and there is potential to use this to inform PDP; however, at present there is no mechanism for this. Online capture of appraisal and training and development records in CORE will be introduced by Dec 2016. This will be underpinned by a new University Staff Training & Development Policy which will highlight both staff and management responsibilities. Review of effectiveness of training and development recording system for research staff to be carried out by HR/OSD, in consultation with CURSA, once sufficient data available. HR/OSD March 2018 Training and development for research-only staff will be recorded on CORE. The effectiveness of using this system will have been assessed, with input from CURSA, and recommendations made to rectify any issues identified. E Equality and Diversity (A3) The University’s Equality and Diversity Committee is CROS 2015 - Cardiff respondents generally reported favourably in this area, though more detailed analysis showed that, as with the UK data, female researchers are in slightly less agreement that the Institution is committed to E&D or Q4 2016 Availability of an online training module addressing ‘Unconscious Bias’. At present the
currently investigating how it can ensure that recruiters’ understanding of responsibilities and the broader legal context is kept up-to-date. E&D Committee/HUMRS. (E1) It is recommended that the University encourage all Academic Schools in SET discipline areas to consider the appropriateness of working towards the Athena SWAN silver award. that they have fair opportunity for pay and progression. Some free text comments indicated that a few feel that there are issues with workplace culture, such as “banter” or unconscious bias. The relationship between gender and progression in the research pathway has been noted within the scoping stage of the EECI project group. CROS Action 6: A training programme is introduced to address unconscious bias at a wider level. The University’s mandatory E&D training will be redeveloped in-house by OSD E&D lead. The University is working towards the Race Equality Charter Mark for 2017 in addition to extension of Athena OSD/HR/E&D OSD/HR/E&D June 2017 July 2018 training programme will not be mandatory and no completion targets have been set. However, discussions are currently taking place with respect to making this training mandatory. 75% of staff undertaken training by April 2018. Achievement of Charter Mark. F: Implementation and Review Action 8: Review action plan by Sept 2016. Work in progress via this review. Full review due 2018. Concordat are now noted by the Research Excellence Group (chaired by the PVCR), once approved by DVC. OSD/DVC/REG September 2018 Submission of a full review by September 2018. Supplementary Summary of Specific Concordat actions from CROS 2015 and 2014 Action Plans
The actions from CROS 2015 and HREIR review 2014 are integrated into the 2016 – 2018 Concordat Plan above. Here they are tabulated against each other as a reference guide, to indicate where action points from CROS correspond directly to those in the HREIR plan and how this supports the Six Concordat themes HREIR Action 2014 with related Concordat Theme Supporting CROS Actions from 2015 Survey 1 Career pathways- see C2.1 C: Support and Career Development Review of the research career pathway with ‘promotions’ option paper for UEB Action 1: Work is currently in progress to evaluate options to clearly articulate to researchers the routes for transition to other more sustainable career pathways 2 Training – see B4.3 C: Support and Career Development B: Recognition and Value Enhancements to existing training courses including improved training for PIs, and the introduction of a Masters Course for Research Administrators Action 4: Action 5: A Review of the Development programme including the Research Programme linked to the Way Forward is to be undertaken in 2015/16 The university is currently Developing a CPD framework which may assist in addressing this area. The longer term plan is to establish an academic CPD framework that is fully accredited by the HEA. 3 College action plans – see B2 A: Recruitment and Selection B: Recognition and Value Working with Colleges to develop local action plans (2014-2018) during the 2014/2015 academic year. The aim is to raise the status of research staff as key members of academic staff and to share existing good practice in order to shape more generic guidelines for supporting researchers Action 2: Action 3: An Induction project covering the first 90 days of employment will be implemented shortly which will assist in standardising induction across the University Work is in progress in relation to PDR, academic expectations and Outstanding Contribution, it is anticipated will assist in this area
E: Equality and Diversity Action 6: A training programme is being introduced to address unconscious bias at a wider level 4 Exit interviews – see C4 C: Support and Career Development Introduction of exit interviews for all research by end 2015 5 Mentoring - see C5.3 C: Support and Career Development Introduction of a University mentoring scheme, including the identification of any barriers to a to a mentor’ scheme for researchers 6 Career planning – D1 D: Researchers Responsibilities Review of methods for incorporating improved career development planning tools into University systems Action 4: A Review of the Development programme including the Research Programme linked to the Way Forward is to be undertaken in 2015/16 7 Intranet B: Recognition and Value An updated (intranet) site addressing the specific of researchers 8 HREIR action plan review F: Implementation and Review Review action plan Participate in CROS 2017