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Research Staff Development

HR Excellence Award

For more information regarding the University's award of the "HR Excellence in Research" award, please click here.

Research Staff Concordat

"The product that the PhD researcher creates is not the thesis - vital though it is to their subject area through the creation of vital knowledge - no, the product of their study is the development of themselves".   Sir Gareth Roberts

A Concordat on Contract Research Staff Career Management was first introduced in 1996.  It set standards for the career management and conditions of employment of researchers in Higher Education Institutions.  In order to reflect progress Research Councils UK (RCUK) and Universities UK (UUK) convened a UK higher education sector working group to draft the new Concordat to Support the Career Development of Researchers which was launched in June 2008.

The Concordat is an agreement between funders and employers designed to support research staff by outlining the roles, expectations and responsibilities for researchers, managers, funders and employers.  Based on a series of principles, the Concordat is designed to enhance the attractiveness and sustainability of research careers in the UK and to improve the quantity, quality and impact of research for the benefit of the UK society and its economy.

The seven principles of the Concordat:      

1. Recognition of the importance of recruiting, selecting and retaining researchers with the highest potential to achieve excellence in research.
2. Researchers are recognised and valued by their employing organisation as an essential part of their organisation's human resources and a key component of their overall strategy to develop and deliver world-class research.
3. Researchers are equipped and supported to be adaptable and flexible in an increasingly diverse, mobile, global research environment.
4. The importance of researchers' personal and career development, and lifelong learning, is clearly recognised and promoted at all stages of their career.
5. Individual researchers share the responsibility for and need to pro-actively engage in their own personal and career development, and lifelong learning.
6. Diversity and equality must be promoted in all aspects of the recruitment and career management of researchers
7. The sector and all stakeholders will undertake regular and collective review of their progress in strengthening the attractiveness and sustainability of research careers in the UK.

The University mounted a launch event for the new Concordat in October 2009 and is committed to implementing the recommendations and to improve the experience of our research staff.  Professor Dominic Houlihan, Vice Principal (Research & Commercialisation), sent a copy of the Concordat to all research staff and Principal Investigators (PIs) in July 2009.  If you have joined the University since then, or did not receive your copy, please email l.leiper@abdn.ac.uk, alternatively you can download a copy at Concordat to Support the Career Development of Researchers

We have conducted an internal 'gap analysis' of current University practices, undertaken by an HR working group, to help us assess how we are meeting the Concordat principles, and what we need to do in future to assist implementation. From this work we have produced an action plan, which we aim to update regularly, outlining both these strands.

Implementation

The University has taken a series of steps to ensure that the principles of the Concordat are being implemented and that Principal Investigators (PIs), research staff, managers and leaders demonstrate good practice in the management of research staff and their careers.  Individual Colleges reporting to the University's Management Group will monitor and review the implementation of the Concordat, which in turn is being monitored externally by UUK, RCUK and the Scottish Funding Council (SFC).

Since its launch in June 2008, the University has been developing a Concordat implementation strategy to determine the best way to take forward the principles of the Concordat and embed them into University practice. 

Launch Events

The University held a series of launch events in each of the Colleges to provide an opportunity to learn more about the Concordat and also to suggest ways in which research staff in the College could be supported.  Professor Dominic Houlihan, Vice Principal (Research & Commercialisation) addressed an audience of academic and research staff and senior managers across the University.  Key speakers at each event have included the Heads of College, Caroline Inglis – Director of Human Resources, Dr Lucy Leiper - Research Development Adviser (Staff Training and Development Team), Dr Hedda Weitz - Careers Adviser for postgraduate students and research staff. 

The importance of investing time and effort in managing the professional and career development of research staff and the positive influence that it can have not only on the University's endeavour to generate world class research but also on making research at the University an attractive career choice was highlighted.  Emphasis was also placed on engaging PIs to support the development of their research staff but also that ultimately the responsibility to manage their own progress lies with researchers themselves.

We have conducted an internal 'gap analysis' of current University practices, undertaken by an HR working group, to help us assess how we are meeting the Concordat principles, and what we need to do in future to assist implementation. From this work we have produced an action plan, which we aim to update regularly, outlining both these strands.

• University of Aberdeen Concordat Implementation Plan.

Research Staff Induction

From September, all new research staff will be invited to attend a dedicated induction event tailored to the needs of researchers for all new research staff.   New staff will be introduced to the principles of the Concordat and how the University is promoting the importance of personal, professional and career development and lifelong learning and the responsibilities of researchers and line managers. 

It will cover areas such as:

• Who's who in research strategy
• Research Development and Commercialisation
• Research Financial Services
• Research Policy and assessment
• Contracts, redundancy and redeployment?
• Opportunities for professional and career development, life long learning
• Support mechanisms for research staff

This will complement the induction run by the University which aims to provide information on:

• The University's ambition and strategic plan
• Who's who at the University
• Composition and governance of the University
• Funding and Resources
• Researcher led activities

For more information, please click here.

PI Development Programme

Bespoke PI development programmes promote excellence in leadership and management for PIs and emphasise the University's commitment to the Concordat.  These programmes are designed to support new and aspiring and also experienced PIs to ensure that they are equipped to reach their full potential by enhancing their understanding of the University environment.  The programme outlines their roles and responsibilities, raising awareness of the support available within the University and developing their people management, leadership and project management skills.  It also provides support on 'Managing your own research career and that of your team' which includes 'how to get the best out of appraisal, how to develop researchers and the value of developing the generic skills of your team(s)'.  The PI development programmes are being delivered through a partnership approach between the Colleges and the Staff Training and Development Team.

Careers in Research Online Survey (CROS)

The Careers in Research Online Survey (CROS) was originally developed in 2002 as part of a project funded by the Higher Education Funding Council for England (HEFCE), the Scottish Funding Council (SFC), and the Department for Business Innovation and Skills (BIS).  CROS is now supported by Vitae.  It is hosted on the Bristol Online Survey (BOS) tool, which provides a secure web environment for the design, delivery, administration and analysis of online surveys.

The survey, which is anonymous, gathers data about working conditions, career aspirations and career development opportunities for research staff. It was re-launched in 2009 with a new question set to reflect the principles of the Concordat for the Career Development of Researchers. It will continue to provide:

"essential information about the views and experiences of our researchers, and enable us to begin to respond more effectively to the needs of this group of staff and to ensure that any policy developments are evidence-based."        - Cardiff University

CROS was last run from 26 April – 21 May 2010.  For details of the Summary of Results from CROS 2009, please click here.

Summary of Current University Provision

Recruitment and Selection (Principle 1)

• The University's recruitment and selection process is guided by a number of HR and employment policies (some of which are listed below) as well as other information which may be of use during the recruitment process
• The University of Aberdeen Policy on Recruitment and Selection of Staff

Recognition and Value (Principle 2)

• The University has recently changed its policy on the use of fixed term contracts and has moved towards open-ended contracts for the majority of staff.  Fixed term contracts are used only in limited justifiable circumstances and staff employed on fixed term contracts are treated and perceived as favourably as those on open ended contracts. 
• The University has a redeployment policy and dedicated redeployment co-ordinators within the institution to advise staff whose contracts are 'at-risk' of redundancy.  Staff are invited to register their details with the redeployment database where their details are matched with the essential criteria of available posts prior to them being advertised externally.

Support and Career Development of Research Staff (principles 3, 4 & 5)

• A full programme of development opportunities for research staff, offered by the staff training and development team, is available to all researchers across the University from the beginning of their employment.  The programme offers a wide range of courses and practical workshops encompassing areas such as career development, communication skills, management skills and computing skills.  Each of the Colleges offers specialist training and workshops on commercialisation and dissemination of knowledge.
• A Research Staff Development web resource dedicated to research staff development is maintained and updated by the staff training and development team.
• The Careers Service  has a research staff and post-graduate research student specific careers adviser who provides a confidential and non judgemental service to support career planning and development for staff at all stages of their careers.  The service also provides information about external career planning information and practical tools.  Career workshops are regularly held within the University.
• The Centre for Learning and Teaching provides advice and support for all aspects of learning, teaching and assessment.  Through collaborations with Colleges, Schools and individuals, the Centre aims to enhance the quality of the University's educational provision and support its mission to 'be excellent in delivering teaching'.  offers a range of courses and workshops that help to prepare research staff for academic practice covering areas such as small group teaching, assessment, teaching methods and personal development planning.  To prepare for an academic role, research staff may undertake a Postgraduate Certificate in Higher Education Learning and Teaching.  The Programme is fully validated by the University of Aberdeen, and is accredited externally by the Higher Education Academy (HEA).  
• The Training and Documentation Team is responsible for the management and delivery of IT training & documentation services within the University of Aberdeen.  In support of software and applications at the University, a scheduled programme of courses, workshops and seminars is published each half-session. Courses run from September through to January, and from January through to June.  The TaD Team provide documentation and information supporting the use of information systems and services at the University. 
• Research staff are encouraged to participate in the writing of research grants, advice on funding and fellowship applications is available from Research and Innovation.
• The Public Engagement with Science Unit is part of the University's Office of External Affairs.  It provides support to staff and students wishing to promote their research, or science generally, to a public audience. This involves making available help and opportunity across areas such as generic skills provision, development and delivery of events, partnership building and applying for funding.  Research staff are made aware of planned events including the successful Café Scientifique programme and how to become Techfest Setpoint Ambassadors.
• It is University policy that research staff are entitled to 3 days each year to devote to career development activities.
• The University provides opportunities for research staff and their line managers to take part in mentoring programmes to support personal and professional development.
• Through the Career Development and Staff Appraisal Scheme, the University aims to help all members of staff develop their full potential, enhance their sense of personal fulfilment at work and their ability to take advantage of opportunities to develop their career.  

Diversity and Equality (Principle 6)

• The University's policies on diversity and equality are explicit to all members of staff within the institution.  Diversity and equality underpins all HR policies and equality impact assessments are conducted to ensure that there are no adverse effects on particular staff groups or individuals.  Consideration of diversity and equality issues is informing our Concordat implementation strategy.
• Support and advice is available to staff with disabilities or health concerns through Human Resources and the Occupational Health Service. 

Related Links

For further information, please click on the links below:

• University of Aberdeen Strategic Plan
• Research Councils' Joint Skills Statement
• SET  for Success - Sir Gareth Roberts' Final Report

Feedback

We welcome your input and ideas on how you think the University can do more to support and enhance the career management of research staff.

For further information, or to provide welcome feedback, please contact Professor Dominic Houlihan - Vice Principal for Research and Commercialisation or Dr Lucy Leiper - Research Development Adviser. 

Research Staff Development Programme

The Research Staff Development Programme is specifically designed for Postdoctoral researchers. Click on the image above to go to the Research Staff Development website which provides advice on skill development and further details on sessions available. 

For further details, please contact Dr Lucy Leiper - Research Development Adviser (Roberts Team) (T: 01224 27 4580 · E: l.leiper@abdn.ac.uk) 

Skills for Research Excellence

Skills for Research Excellence is a generic skills programme designed for postgraduate students at the University of Aberdeen.  The programme encompasses a range of areas designed to help PG students maximise their learning opportunities during their time at Aberdeen.

Please click on the link above to go to the Skills for Research Excellence website.

For further details, please contact Dr Lucy Leiper - Research Development Adviser (Roberts Team) (T: 01224 27 4580 · E: l.leiper@abdn.ac.uk)