Valuing Research Staff - University of Hertfordshire

ValuingResearchStaffImplementing the Concordat1

principle 1Recruitmentand Selection‘Recruiting, selecting and retaining researchers withthe highest potential’Human Resources is committed to ensuring our approach torecruitment, selection and induction attracts researchers withthe motivation and skills to achieve excellence in research.Human Resources strives to ensure:--The person specification and job description clearly identifythe skills for the post which are relevant to the role.--The selection criteria and methods used to assess allapplicants are fair, transparent and objective against therequirements of the post concerned.--Recruitment and promotion panels are led and supportedby trained staff.--The research community is provided with an inclusiveinduction programme at both local and corporate level.--Fixed term contracts are only used where there is ajustifiable reason.--Excellence in all aspects of recruitment and selection,employment and career progression.Further information can be accessed via the HumanResources section of StudyNet.6 7

principle 2Recognitionand Value‘Valuing researchers in the overall strategy anddelivery of world-class research’Research is at the core of the University’s strategy to facilitatefar-reaching engagement with business, the community andnational and international partners. The University is committedto promoting an inclusive and vibrant research culture whichvalues creativity and innovation. This culture is embeddedwithin the University’s three Research Institutes.--All research staff have two appraisal meetings each year.The appraisal process ensures an individual’s contributionto the School is recognised and provides an opportunity todiscuss any personal and career development needs.--The University provides clear guidance on the use of fixedterm contracts. When staff are appointed to fixed termcontracts, they are given equivalent terms and conditionsof employment to those in comparable jobs on permanentcontracts.--Training and development is offered for PrincipalInvestigators, Research Supervisors and Managers toenable them to undertake their roles effectively.--The University provides ‘pump-priming’ funding schemes towhich researchers may apply.--The University provides dedicated support and guidancefor applications to external research funding schemes viaBusiness and Research.--Experienced Researchers may be promoted to the postof Reader or Professor in recognition of distinction in theirchosen field.Further information can be accessed via the HumanResources and Research sections of StudyNet.8 9

principles 3 and 4Supportand CareerDevelopment‘Equipping and supporting researchers for a globalresearch environment’Personal and career development is a shared responsibilitybetween the University and the individual researcher.Researchers are both entitled and encouraged to accessthe support and training opportunities provided. StudyNetand the staff intranet provide access to information and selfhelp materials to assist research staff to meet their careerdevelopment needs. All research staff are encouraged to takeadvantage of the opportunities available.--The Generic Training for Researchers (GTR) programmeis provided for all research students and is also availableto staff.--Careers Consultants from Graduate Futures run a numberof workshops as part of the GTR programme.--The Jobs and Careers portal on StudyNet providesresearchers with online careers information and advice24/7.--Through the appraisal system and in discussion with linemanagers, research staff may access appropriate externaltraining and development opportunities.Further information can be accessed via the HumanResources, People Development and Researchsections of StudyNet.Specific Training:--The University offers training opportunities through HRPeople Development.• Research specific workshops such as Creating yourFirst Research Application, the Grant Applications Clinic,Turning Failure into Success and Raising your ResearchProfile (UHRA).• Generic workshops for all staff on areas such asLeadership Development and Personal Development,which includes workshops such as Managing your UHCareer and IT skills.10 11

principle 5Researchers’Responsibilities‘Empowering Researchers’The University empowers research staff to take personalresponsibility for their development and training and to bepro-active in managing their life long learning. We encourageresearchers to engage positively with the wider Universitycommunity and to participate in School and Research Insitituteactivities and events.--Encouraging research staff to review their training needs andachievements to date and discuss these with their researchmanager at appraisal or when appropriate.--Taking advantage of the University’s mentoring scheme,which provides new research staff with an opportunity totalk to a researcher who has had similar experiences andcan offer support.Further information can be accessed via the HumanResources and Research sections of StudyNet.We empower researchers to take on thisresponsibility by:--Providing clear guidance on roles and responsibilities atrecruitment.--Requiring research staff to conduct and disseminate theirresearch both ethically and honestly and to add value totheir research community and wider body of knowledge.--Publishing clear advice on promotion criteria in theUniversity so that staff are aware of the skills andachievements required to progress their career.--Facilitating researchers to make use of the ResearcherDevelopment Framework to assess their skills anddevelopment needs.12 13

University of HertfordshireCollege Lane, HatfieldHertfordshire, AL10 9ABtel +44 (0)1707 284000fax +44 (0)1707 284115www.herts.ac.uk