Work to date

Concordat

What have we done so far?

In recognising the principles of the Concordat the initial Concordat Working Group was established in 2010 to initiate and oversee the preliminary stages of alignment. This group included the Associate Deans for Research, representatives from the NTU research community and members of professional services involved in the support of researcher development.

The initial action areas undertaken by this group were to:

complete the survey of HEI strategies for implementing the Concordat, a national benchmarking study which was submitted in April 2010
establish CWG’s terms of reference and constituency
commence NTU’s audit of compliance with the Concordat
audit other HEI’s implementation plans
report on the role of the Career Development Centre
review and report on links with the Vitae Researcher Development Framework (RDF) and Statement (RDS)
consult with staff in substantive research roles and their line managers for their views on key areas of support, and
draft the implementation plan.

Following on from this in 2012, the ADRs and HR undertook a detailed gap analysis of NTU’s alignment with the Concordat and produced an action plan to ensure our good practice and to support our application for the European Commission's HR Excellence in Research Award. The action plan was presented to the University Research Committee in May 2012 and was approved.

Summary of Findings of the Gap Analysis

Principle 1: NTU has robust processes and procedures for the recruitment and selection of all staff, however, there are several opportunities to enhance our practices with relation to research staff. These include:

Development of resources to support effective recruitment and selection of researchers
Consideration of the Concordat principles with regard to the scheduled new recruitment system (2012-13).

Principle 2: Our existing training and resources for the induction, management and development of all staff are fit for purpose but further review is needed to ensure alignment with the Concordat in relation to:

Induction for researchers
Annual and mid-term performance review for researchers
Development opportunities for line managers of researchers
NTU redeployment policy with reference to researchers.

Principle 3: Feedback from researchers and line managers has highlighted that there is limited information on research career pathways both within NTU and within the wider context of research employment. An easily accessible package of resources and guidance are needed to enable our researchers to make informed careers development decisions.

Principle 4: A substantial range of professional development and career enhancement activities already exist across NTU, however, these are not disseminated specifically to researchers and there is a low uptake. The Centre for Professional Learning and Development (CPLD) are currently mapping our provision to the Vitae Researcher Development Framework (RDF) and when completed this should be circulated to researchers and their line managers to support professional development.

Principle 5: This principle relates to researchers in terms of ethical considerations and personal responsibility:

NTU has existing clear and accessible guidance, support and processes relating to the ethical dimensions of research which staff are required to follow
Currently there are no mechanisms for supporting researchers in taking responsibility for their own career development. The Concordat Consultation Events in 2011-12 were useful in raising the profile of Principle 5 and could be repeated. In addition, we should provide resources which highlight Principle 5 and signpost activities which researchers can use in developing reflective strategies and personal development planning.

Principle 6: NTU’s Equality and Diversity processes and procedures are appropriate and align with the principles of the Concordat, however, there are two key points to be addressed:

Incorporation of the Concordat and researcher considerations into all Equality and Diversity training and resources as appropriate
Provision of further support for our female research staff via participation in the Athena SWAN initiative
Ensuring activities and initiatives complete Equality Impact Assessments as appropriate.

Principle 7: To ensure ongoing effective implementation and review, the Concordat needs to be embedded within NTU governance framework. This work will be undertaken by a new Concordat Management Group (CMG) whose Terms of Reference will be:

To undertake and influence activities to comply with the principles of the Concordat
To seek out and disseminate good practice
To prioritise duties and responsibilities across different parts of the University
To meet twice per year (November and May)
To report to the University Research Committee.

The members will be:

Pro Vice-Chancellor (Research)
Associate Deans for Research (rotating Chair)
Members of research staff from each College
Research staff managers from each College
Representatives from Professional Services involved in researcher management and development.

To ensure the currency and accuracy of data relating to the implementation of the Concordat, it is recommended that the CMG undertakes systematic feedback and consultation with research staff, line managers and Principal Investigators which should include participation in the national CROS and PIRLS initiatives.