University of Plymouth
HR Excellence in Research: Action Plan2015-2017_updates September – December 2017
The University of Plymouth first achieved the HR Excellence in Research Award on 5th September 2011 which was renewed on 27th September 2013 (2-yearly internal review) and on 25th September 2015 (4-yearly external review). This Award reflects our commitment to the principles of the Concordat to Support the Career Development of Researchers.
Following the initial award in 2011, the HR Excellence in Research Steering Group was established to review, update and progress our on-going commitments. This steering group currently comprises of the Deputy Vice-Chancellor Research and Enterprise, Researcher Development Programme Manager, Organisational Development Manager (HR) and two current Research Staff members representing the Research and Innovation Committee, Senate, the Researcher Forum and, the wider community of researchers at the University of Plymouth.
The following Action Plan updates our progress in supporting Researchers at the University of Plymouth. This Action Plan update precedes our latest Action Plan 2017-2019.
Recruitment and Selection2013 - 2015 Actions / Concordat Principle / Update September 2015 / 2015 – 2017 Actions / Update September – December 2017
Recruitment
From the CROS 2011 survey analysis it was noted 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 bids across the University. CROS 2013 noted a minimal change. Monitoring of fixed-term contracts for Researchers to be on-going. Lead: HR August 2015 / 1, 6 / 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. / HR will continue to monitor fixed-term contracts for researchers and is a strategic project for HR in 2015-2016. The strategic objective is to reduce reliance on FTCs.
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 reducing the number of staff on FTCs, and include communicating to researchers a better understanding of rights and responsibilities as contract researchers.
Lead: HR December 2016 / 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 Policy and action plan with HR actions 19.1.17”).
The proportion of University of Plymouth research staff on fixed-term contracts is 77% which is currently 6% higher than the Sector (71%).
HR presented updates for the FTC review to the Researcher Forum on 26th February 2016 and 23rd February 2017. Both meetings with the Researcher Forum included discussion, feedback and consultation with research staff.
The new Research & Innovation Strategy 2017-2022 includes a key priority 5.3 Staff recruitment, retention and development.
Key outcome: the FTC project leading to the development of the action plan (“Researchers and FTC Policy and action plan with HR actions 19.1.17”) which includes:
- The review of Researchers FTC workforce profile for faculty strategic planning
- Working with research managers and PIs to improve the working environment for researchers
- Clarifying policies and processes for researchers and their managers
- Monitoring progress
- Update Trades Unions
- Ensuring FTC and open-ended processes meet employment law
Recognition and Value
2013 - 2015 Actions / Concordat Principle / Update September 2015 / 2015 - 2017 Actions / Update September – December 2017
Mobility
Plymouth University are a Local Contact Point for the British Council/EURAXESS “Researchers in Motion”. Opportunities to promote this network to be increased during 2013-2014. Plymouth to work with network members to improve awareness of this scheme.
Lead: Research Support & Development / Graduate School December 2014 / 1, 2 / The Research Support and Organisational Development Programme websites promote EURAXESS.
The Research & Innovation Directorate Specialist Advisors (Research Funding) work closely with the Horizon 2020 European funding initiative and provide support for individuals and group training events at Plymouth University. The UK Research Office held events at Plymouth in January 2014 and February 2015. / Research Support Programme to maintain links with Specialist Advisors to coordinate training and support activities as well as continued UKRO events.
Success measure: Research Advice Surgeries to increase by 100% for 2015-2016 (9 sessions were delivered in 2014-2015).
Lead: Research Support & Development July 2016 / Research Advice Surgeries were increased by 133% from 9 sessions in 2014-2015to 21 sessions in both 2015-2016 and 2016-2017 with 88 and 71 staff engagements in each academic year. This enabledadditional opportunities, a wider range of support for research staff to access and improved links between research and academic staff and the research services support at the university.
R&I and the Research Support Programme facilitate UKRO briefings for European funding opportunities. UKRO briefings have been held annually since 2015 and are open to all staff. The next UKRO event is 8th February 2018. UKRO briefings feature sharing practice and peer support for example Marie Sklodowska-Curie ITNs RISE projects and Marie Sklodowska-Curie Actions Individual Fellowships.
Plymouth University has been awarded over 21.5m€ for Marie Sklodowska-Curie Actions projects since 2007. It is a coordinator in 4 ITNs and 4 RISE projects, a partner in 7 ITNs and 3 RISEs, and has hosted 26 Marie Sklodowska-Curie Actions fellows since 2007. 2 UoP fellows spent time abroad in Hungary and the USA.
Key outcomes:Research Advice Surgeries increased by 133% from 9 sessions in 2014-2015 to 21 sessions in both 2015-2016 and 2016-2017.
2017-2018 UoP is a coordinator in 4 ITNs and 4 RISE projects, a partner in 7 ITNs and 3 RISEs, and since 2007 has hosted 26 Marie Sklodowska-Curie Actions fellows.
Participation in decision-making bodies
Researcher Forum representative to the R&I Committee and HR Excellence in Research Steering Group to maintain on-going links and promote the activities of these three groups. Researcher Forum representative to brief the R&I Committee meetings, maintain an equal input into the HR Excellence in Research Steering Group meetings, participate in conferences and events related to Researchers.
Lead: Researcher Forum representative August 2015 / 2, 3, 4, 5, 6 / The Researcher Forum representative remains an active member of the Researcher Forum, HR Excellence in Research Steering Group and, the Research & Innovation Committee. The former Researcher Forum representative remains on the HR Excellence in research Steering Group for continuity. The current representative has worked with HR and tabled a paper at the R&I Committee regarding “Stability of Research Careers at Plymouth University”. Communications from the representative to the community of researchers is maintained through working with the Graduate School and Research Support & Development team. / Researcher Forum representative to continue their active role in highlighting issues and opportunities as well as providing a ‘voice’ for researchers at Plymouth University.
Success measure: Research staff representative to attend Research & Innovation Committee meetings (3 times during 2015-2016). Researcher Forum to increase meetings to 5 for 2015-2016 with a 6th meeting proposed for 2016.
Lead: Researcher Forum representative July 2016 / Since 2016 the University of Plymouth has doubled its representation for research staff on decision making bodies. Research staff representatives now work with the R&I Committee and newly established Senate, as well as the Researcher Forum and HR Excellence in Research Steering Group to provide representation, feedback and consultation with the wider research staff community.
In February 2016 a Research Staff election was held to appoint a new representative to the Research & Innovation Committee. This representative provides a valuable link between the Researcher Forum and Research & Innovation Committee. The representative attends Researcher Forum meetings as well as provides representation at the three R&I Committee meetings held in both 2015 - 2016 and 2016 – 2017. This Research Staff representative provides communications to the wider research staff community as well as updates and consultations at Researcher Forum meetings.
In May 2016 another Research Staff election was held to appoint a representative to the newly established Senate. This representative provides a valuable link between the Researcher Forum and Senate. The representative attends Researcher Forum meetings and provides representation at the three Senate meetings held in 2016 – 2017. This Research Staff representative provides communications to the wider research staff community as well as updates and consultations at Researcher Forum meetings.
Through the Researcher Forum we appointed a Research Staff representative to the University of Plymouth Athena Swan Central team to work on the University of Plymouth Athena Swan initiative and submissions for 2016.
In 2015-2016 four Researcher Forum meetings were held with 67 staff engagements and in 2016-2017 five Researcher Forum meetings were held with 68 staff engagements including meetings on the main University campus as well as the Northern campus.
Key outcome:Since 2016 two research staff representatives provide representation through four university decision-making bodies including: R&I Committee, Senate, Researcher Forum, HR Excellence in Research Steering Group. This increases the research staff participating in decision-making bodies and increases their communication and consultation with the wider research staff community.
Support and Career Development
2013 - 2015 Actions / Concordat Principle / Update September 2015 / 2015 - 2017 Actions / Update September – December 2017
Evaluation/ appraisal systems
CROS 2013 highlights the PDR process needs to be embedded further for researchers at Plymouth University. CROS 2013 notes 52% of Research Staff at Plymouth University participated in a staff appraisal in the last two years with a low satisfaction in the process. PIRLS 2013 additionally noted low satisfaction with the PDR process. Human Resources will focus on increasing participation, understanding and satisfaction in the PDR process by August 2015.
Lead: HR August 2015 / 2, 3, 4 / Early analysis of CROS 2015 notes 64% of respondents of research staff at Plymouth University participated in an appraisal with 53% satisfied with the usefulness of the process. This marks an increase in both participation and satisfaction. Early analysis of PIRLS 2015 however notes that more than half of Principle Investigators felt the appraisal process was not useful.
The 2013 staff survey showed that 52% of the research respondents had a PDR and of those 37% found it useful. / HR to continue to focus on increasing participation and understanding of the appraisal process for all staff.
PDR completion rates as at 31.07.15 show that 16% of research staff had not had an appraisal and 84% classed as completed. However, 31% of those did not have a PDR for valid reason (which is classed as completion).
This will be a key measure for the strategic project group that are reviewing how FTCs are used.
Success measure: participation by Research Staff in PDRs to become in line with other staff categories (90% participation). Review guidelines for PDR to reflect that non-completion of PDR due to staff being on FTC is not a valid reason for non-completion. And target training for managers of research staff so that where they have staff who are FTCs they are trained on how to provide effective PDRs.
Lead: HR December 2016 / PDR round for 2017 underway and will complete end of September 2017.
All start up meetings have positioned that being on FTC should not preclude from have a PDR.
Staff survey results for 2017 will also indicate what % of research staff that responded had a PDR and whether it was valued.
The PDR process was reviewed for 2017 onwards and aligned with the University’s academic promotions policy and career pathways, to enable more congruent discussions with researchers; this was informed and led in terms of design by academics and researchers. So it should be noted that the CROS, PIRLS and Staff Survey 2017 results will be providing feedback on the old PDR system.
PDR completion rates as at 31.09.16 show that 92.37% of research staff had completed an appraisal which was an increase from 2015 (84%) and a significant increase from 2013 (52%).
Early analysis of CROS 2017 indicates that 47% of Research Staff who participated in a PDR indicated it was useful overall.
Early analysis of PIRLS 2017 indicates that over 97% of PIs and Research Leaders had participated in a PDR in the last two years with 41% indicating it was useful overall.
Key outcome:In 2017the target 90% of research staff participating in appraisals was exceeded (92.37%).
Research environment
Staff Survey, CROS and PRES feedback has enabled us to establish the Researcher Forum to ensure it meets the needs of this specific staff group.
The analysis and action plans 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 / PRES 2013 action plan reported to Graduate Committee and in Graduate School Annual Report and actioned.
CROS 2013 findings were presented to the Researcher Forum on 21st October 2013.
Analysis of CROS and PIRLS 2013 was completed and disseminated to all Faculties in 2014.
PRES, CROS and PIRLS 2013 were analysed by SERIO (Research & Innovation) with full reports completed in September 2013.
CROS, PIRLS and PRES were all administered in 2015 with analysis and reports due for completion in September 2015. / CROS and PIRLS 2015 analysis to be completed by September 2015. Reports to be disseminated through the R&I Committee and Researcher Forum.
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.
PRES to be disseminated through the Teaching and Learning Quality Committee September 2015 and the Graduate Committee October 2015.
Lead: Research Support & Development / Graduate School December 2015. / 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 level 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 Sub-Committeefurther analysis of the disciplinary cohorts was conducted and disseminated in February 2016 to the Doctoral Training Centre Directors.
The 2017 administration of PRES, CROS and PIRLS focussed on improving response rates through wider communications; and improving the quality of analysis through identifying discipline and gender data.
Key outcome:PRES response rate increased from 35% in 2015 to 52% in 2017. PRES 2017 incorporated school level data to increase the quality of the data analysis. PRES reporting and action planning are included in the Doctoral College annual report for January 2018 and will be reported to the Doctoral College Board on 8th February 2018.
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.
The Doctoral College has facilitated a series of meetings to report and discuss 2017 CROS and PIRLS results with HR (24 August 2017; DVC Research (25 September 2017); and Equality Inclusion & Diversity (29 September 2017). A direct result of these meetings has included so far: i. 2017 CROS and PIRLS gender data included for University Athena Swan activities and, the inclusion of equality training for researchers from October 2018, ii. 2017 CROS discussion and actions from the Researcher Forum on 6th December 2017.
Working conditions
The Plymouth University Staff Survey 2013 is under analysis with initial findings 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 / 2, 3, 4 / Overall the 2013 staff survey findings for the Research staff showed that Research staff were happier with their work and environment than the wider staff community.
96% agree that it is a good place to work (88% University wide). / Staff survey is due again in early 2016 and the results will be available during the autumn term.
Success measure: maintain very high level of satisfaction.
Lead: HR July 2016 / Results for the 2017 staff survey will be available for Sept 2017.
CROS 2017 indicates that 82% of Research Staff agreed they were satisfied with their work-life balance compared to the Sector (67%).
CROS 2015 reported that 59% of Research Staff felt that the University of Plymouth promoted better health and well-being at work compared to the Sector (51%). Early analysis of CROS 2017 indicates that 47% of Research Staff agreed the University of Plymouth promoted better health and well-being at work.
PIRLS 2017 indicates 80% of PIs and Research Leaders agreed in having a good level of job satisfaction.
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 noted 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 bids across the University. CROS 2013 noted a minimal change. Monitoring of Fixed-term contracts for Researchers to be on-going. Lead: HR August 2015 / 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.