17³Ô¹ÏÍø

Professorial Lead appointed for Research Culture (including excellence, integrity, metrics, EDI).

Professorial Lead appointed for KE.

Professorial Lead appointed for Researcher Development. 

Concordat action plans for KE, RD and Research Integrity are visible and underpin strategic priorities in School, Research Centre and Professional service operational plans.

Progress in delivering the concordats measured using agreed QMU CEDARS KPI’s.

CRS are aware of the mental health and wellbeing support and training available and how to access these through the dedicated CRS Intranet page, evidenced by an increase in the number of staff responding positively  to the following questions in CEDARS under Environment and Culture -  Staff feel the institution:

• Actively promotes the importance of good mental health and wellbeing.
• The working environment supports mental health and wellbeing. 

CEDARS results 23/25; April 2023

Awareness and training undertaken by January 2023.

All Research Managers are aware of their responsibilities in terms of supporting staff mental health and wellbeing and have undertaken the essential Managing Stress at Work training, evidenced by training uptake rates and an increase in the number of staff responding positively to the following questions in CEDARS under Employment: Managers felt confident in

• Supporting health and wellbeing

CRS are familiar with the new Dignity in Work and Study Policy and the range of reporting and support mechanisms available to them, evidenced by an increase in the number of staff responding positively  to the following questions in CEDARS under Environment and Culture
Staff have:

• Felt comfortable reporting bullying and harassment. 
• Felt comfortable reporting discrimination.
• Further evidenced by review of patterns and trends in relation to both formal and informal Dignity at Work casework.

CRS are familiar with the reporting arrangements and support available them when reporting research misconduct, evidenced by an increase in the number of staff responding positively to the following questions in CEDARS under the Concordat for Research Integrity.

• Trust my institution to investigate any reported incidents of research misconduct fairly. 
• Trust that my institution would take action after such an investigation.

Further evidenced by review of patterns and trends in relation to both formal and informal Dignity at Work casework.

HR policies provide clear guidance to CRS demonstrated through feedback from CRS. Evidenced by an increase in number of staff responding positively to the following questions in CEDARS:

• Staff believe the institution valued contributions to institutional Policy and Decision Making.
• Staff agreed/agreed strongly they had opportunities to participate in Decision Making Processes.

Increased transparency of reward and recognition opportunities for CRS by providing a range of tailored guidance (guide & awareness session), evidenced by an increase in the number of staff responding positively to the following question in CEDARS under Employment:

• Staff believe promotion and progression processes are fair

CRS aware of 10 days professional development commitment via CRS intranet site, CRS Induction Plan and through discussions with their line manager, evidenced by an
increase in CRS responding positively to the following questions within CEDARS under Professional and Career Development:

• Staff spend or have spent 10 or more days on professional development.

CRS Managers are fully aware of their responsibility to support CRS to undertake 10 days professional development for research and KE and are actively encouraging CRS to engage in professional development activities through regular dialogue in 121s and PER conversations.  This will be evidenced by an increase in CRS responding positively to the following questions within CEDARS under Professional and Career Development:

• Staff spend or have spent 10 or more days on professional development.

And under Employment:

• Have participated in PER.
• Have found PER useful.

CRS are aware of how to access opportunities for researcher development, evidenced by the number of staff responding positively to the following questions in CEDARS under Professional and Career Development:

• Staff are encouraged to engage in personal and career development activities.

Effective development conversations in PER discussions are further embedded in manager development training, to include coaching conversations.

This will be evidenced by an increase in Research Managers responding positively to the following questions within CEDARS:

• Confident in Supporting Researchers towards Career Aspirations.
• Confident in Managing Researcher Appraisal/Reviews.
• And an increased number of research staff who
• Agreed/agreed strongly that their manager/supervisor encouraged Personal and Career Development

ECRs identified by research managers during PER or development discussion with researchers and recorded on I-Trent system.
Evidenced by:

• Annual monitoring of number of ECRs identified