Posts By / Julie Northam

Deadline extended – call for EoIs: Leaders for UOA 2 and UOA 3 to drive REF 2021 preparations

The deadline for expressions of interest for Leaders for UOAs 2 and 3 has been extended to Monday 16 April at 5pm. EoIs should be sent by email to Julie Northam (Head of RKEO).

BU is preparing submissions for units of assessment (UOAs) for REF 2021. Preparation for each UOA is led by a UOA Leader who is supported by an Impact Champion and an Output Champion. From March 2018, UOA Leaders are recruited via an open and transparent process. All academic staff have the opportunity to put themselves forward for UOA Leader roles. The roles are until December 2020.

We are currently seeking expressions of interest (EoIs) from academic staff interested in leading preparations for two UOAs:

  • Public health, health services and primary care
  • Allied health professions, dentistry, nursing and pharmacy

UOA Leaders serve a term up to December 2020, although they can choose to step down during this time. The UOA Leader undertakes a vital role in driving and delivering BU’s REF submission, influencing the University’s preparations, shaping optimal submissions for each UOA and ultimately having a significant effect on BU’s REF 2021 results.

Key responsibilities of the UOA Leader role include:

  • Providing leadership, advice and support on all issues relating to research planning, impact, performance metrics and published guidance relating to the UOA
  • Considering the widest available staff pool for the UOA and present these options to the REF Committee (being mindful of where this potentially impacts upon other UOAs)
  • Having an institutional outlook for the REF, i.e. aiming to optimise BU’s overall REF performance
  • Optimising the UOA submission and that of related UOAs by working to mitigate weaknesses and to highlight strengths across all aspects of the submission
  • Ensuring that outputs undergo rigorous review, internally and externally in order to assess quality prior to inclusion for REF
  • Working with Impact champions and the Impact Working Group to understand the interrelationship of case study quality, selection, placement and staff numbers for the UOA
  • Leading on REF communications within departments represented in the UOA and be the key point of contact and advice with regard to the UOA for Heads of research entities, DDRPPs and Executive Deans
  • Working closely with RKEO who are managing the central REF preparation and submission process
  • Attend the REF Committee meetings

Being a UOA Leader is a big commitment and is recognised accordingly. UOA Leaders are given time to attend meetings and take responsibility for tasks. As such potential applicants should discuss their workload balance with their Head of Department before applying.

 

Application process:

To apply for either role, please submit a short statement (suggested length 300 words) stating which role you are interested in and explaining your interest in the role and what you could bring to it. This should be sent by email to Julie Northam by 5pm on Monday 16 April 2018.

The EoIs will be reviewed by a gender balanced panel comprising a DDRPP and a member of the professoriate. Applicants successful at this stage will be invited to an interview with the same panel.

The selection criteria used at EoI and interview stage are outlined below. Each criterion carries a total possible score of 5. The role will be offered to the highest scoring applicant. A member of the panel will provide feedback to all applicants.

  • Commitment, motivation and enthusiasm (scored out of 5): Being a UOA Leader is a big commitment. UOA Leaders need to be willing and able to make this commitment. They need to be enthusiastic about the REF and boosting research performance.
  • Skills and knowledge (scored out of 5): UOA Leaders should bring with them skills and knowledge to optimise BU’s REF preparations and submission (e.g. knowledge of the REF process, expertise in research metrics, leadership experience, knowledge about impact, experience of writing and delivering research strategies, etc).
  • Plans for preparing the UOA submission and awareness of the potential challenges and opportunities UOA Leaders are responsible for driving and delivering the UOA’s submission to REF 2021 whilst also maintaining an institutional outlook to optimise BU’s overall REF performance. They should have ideas for how they will do this and the potential challenges and opportunities of this, specific to the UOA.

 

Questions:

Questions regarding the process should be directed to Julie Northam (Head of RKEO).

UOA-specific questions should be directed to Prof Vanora Hundley (Deputy Dean for Research in HSS) or to Prof Tiantian Zhang (Deputy Dean for Research in FST)

Deadline today – call for EoIs: Leaders for UOA 2 and UOA 3 to drive REF 2021 preparations

Today (12 April) at 5pm is the deadline for EoIs for Leaders for UOAs 2 and 3. EoIs should be sent by email to Julie Northam (Head of RKEO).

BU is preparing submissions for units of assessment (UOAs) for REF 2021. Preparation for each UOA is led by a UOA Leader who is supported by an Impact Champion and an Output Champion. From March 2018, UOA Leaders are recruited via an open and transparent process. All academic staff have the opportunity to put themselves forward for UOA Leader roles. The roles are until December 2020.

We are currently seeking expressions of interest (EoIs) from academic staff interested in leading preparations for two UOAs:

  • Public health, health services and primary care
  • Allied health professions, dentistry, nursing and pharmacy

UOA Leaders serve a term up to December 2020, although they can choose to step down during this time. The UOA Leader undertakes a vital role in driving and delivering BU’s REF submission, influencing the University’s preparations, shaping optimal submissions for each UOA and ultimately having a significant effect on BU’s REF 2021 results.

Key responsibilities of the UOA Leader role include:

  • Providing leadership, advice and support on all issues relating to research planning, impact, performance metrics and published guidance relating to the UOA
  • Considering the widest available staff pool for the UOA and present these options to the REF Committee (being mindful of where this potentially impacts upon other UOAs)
  • Having an institutional outlook for the REF, i.e. aiming to optimise BU’s overall REF performance
  • Optimising the UOA submission and that of related UOAs by working to mitigate weaknesses and to highlight strengths across all aspects of the submission
  • Ensuring that outputs undergo rigorous review, internally and externally in order to assess quality prior to inclusion for REF
  • Working with Impact champions and the Impact Working Group to understand the interrelationship of case study quality, selection, placement and staff numbers for the UOA
  • Leading on REF communications within departments represented in the UOA and be the key point of contact and advice with regard to the UOA for Heads of research entities, DDRPPs and Executive Deans
  • Working closely with RKEO who are managing the central REF preparation and submission process
  • Attend the REF Committee meetings

Being a UOA Leader is a big commitment and is recognised accordingly. UOA Leaders are given time to attend meetings and take responsibility for tasks. As such potential applicants should discuss their workload balance with their Head of Department before applying.

 

Application process:

To apply for either role, please submit a short statement (suggested length 300 words) stating which role you are interested in and explaining your interest in the role and what you could bring to it. This should be sent by email to Julie Northam by 5pm on Thursday 12 April 2018.

The EoIs will be reviewed by a gender balanced panel comprising a DDRPP and a member of the professoriate. Applicants successful at this stage will be invited to an interview with the same panel.

The selection criteria used at EoI and interview stage are outlined below. Each criterion carries a total possible score of 5. The role will be offered to the highest scoring applicant. A member of the panel will provide feedback to all applicants.

  • Commitment, motivation and enthusiasm (scored out of 5): Being a UOA Leader is a big commitment. UOA Leaders need to be willing and able to make this commitment. They need to be enthusiastic about the REF and boosting research performance.
  • Skills and knowledge (scored out of 5): UOA Leaders should bring with them skills and knowledge to optimise BU’s REF preparations and submission (e.g. knowledge of the REF process, expertise in research metrics, leadership experience, knowledge about impact, experience of writing and delivering research strategies, etc).
  • Plans for preparing the UOA submission and awareness of the potential challenges and opportunities UOA Leaders are responsible for driving and delivering the UOA’s submission to REF 2021 whilst also maintaining an institutional outlook to optimise BU’s overall REF performance. They should have ideas for how they will do this and the potential challenges and opportunities of this, specific to the UOA.

 

Questions:

Questions regarding the process should be directed to Julie Northam (Head of RKEO).

UOA-specific questions should be directed to Prof Vanora Hundley (Deputy Dean for Research in HSS) or to Prof Tiantian Zhang (Deputy Dean for Research in FST)

Call for EoIs: Unit of Assessment (UOA) Leaders for UOA 2 and UOA 3 to drive REF 2021 preparations

BU is preparing submissions for units of assessment (UOAs) for REF 2021. Preparation for each UOA is led by a UOA Leader who is supported by an Impact Champion and an Output Champion. From March 2018, UOA Leaders are recruited via an open and transparent process. All academic staff have the opportunity to put themselves forward for UOA Leader roles. The roles are until December 2020.

We are currently seeking expressions of interest (EoIs) from academic staff interested in leading preparations for two UOAs:

  • Public health, health services and primary care
  • Allied health professions, dentistry, nursing and pharmacy

UOA Leaders serve a term up to December 2020, although they can choose to step down during this time. The UOA Leader undertakes a vital role in driving and delivering BU’s REF submission, influencing the University’s preparations, shaping optimal submissions for each UOA and ultimately having a significant effect on BU’s REF 2021 results.

Key responsibilities of the UOA Leader role include:

  • Providing leadership, advice and support on all issues relating to research planning, impact, performance metrics and published guidance relating to the UOA
  • Considering the widest available staff pool for the UOA and present these options to the REF Committee (being mindful of where this potentially impacts upon other UOAs)
  • Having an institutional outlook for the REF, i.e. aiming to optimise BU’s overall REF performance
  • Optimising the UOA submission and that of related UOAs by working to mitigate weaknesses and to highlight strengths across all aspects of the submission
  • Ensuring that outputs undergo rigorous review, internally and externally in order to assess quality prior to inclusion for REF
  • Working with Impact champions and the Impact Working Group to understand the interrelationship of case study quality, selection, placement and staff numbers for the UOA
  • Leading on REF communications within departments represented in the UOA and be the key point of contact and advice with regard to the UOA for Heads of research entities, DDRPPs and Executive Deans
  • Working closely with RKEO who are managing the central REF preparation and submission process
  • Attend the REF Committee meetings

Being a UOA Leader is a big commitment and is recognised accordingly. UOA Leaders are given time to attend meetings and take responsibility for tasks. As such potential applicants should discuss their workload balance with their Head of Department before applying.

 

Application process:

To apply for either role, please submit a short statement (suggested length 300 words) stating which role you are interested in and explaining your interest in the role and what you could bring to it. This should be sent by email to Julie Northam by 5pm on Thursday 12 April 2018.

The EoIs will be reviewed by a gender balanced panel comprising a DDRPP and a member of the professoriate. Applicants successful at this stage will be invited to an interview with the same panel.

The selection criteria used at EoI and interview stage are outlined below. Each criterion carries a total possible score of 5. The role will be offered to the highest scoring applicant. A member of the panel will provide feedback to all applicants.

  • Commitment, motivation and enthusiasm (scored out of 5): Being a UOA Leader is a big commitment. UOA Leaders need to be willing and able to make this commitment. They need to be enthusiastic about the REF and boosting research performance.
  • Skills and knowledge (scored out of 5): UOA Leaders should bring with them skills and knowledge to optimise BU’s REF preparations and submission (e.g. knowledge of the REF process, expertise in research metrics, leadership experience, knowledge about impact, experience of writing and delivering research strategies, etc).
  • Plans for preparing the UOA submission and awareness of the potential challenges and opportunities UOA Leaders are responsible for driving and delivering the UOA’s submission to REF 2021 whilst also maintaining an institutional outlook to optimise BU’s overall REF performance. They should have ideas for how they will do this and the potential challenges and opportunities of this, specific to the UOA.

 

Questions:

Questions regarding the process should be directed to Julie Northam (Head of RKEO).

UOA-specific questions should be directed to Prof Vanora Hundley (Deputy Dean for Research in HSS) or to Prof Tiantian Zhang (Deputy Dean for Research in FST)

Come to Prof Malcolm MacDonald’s talk: Six steps to develop financially quantified value propositions in B2B markets

Post written by Dr Kaouther Kooli:

I am pleased to announce that Professor Malcolm MacDonald will be giving a talk to the MSc Marketing Management students on Monday 5 March 2018 in room EB306. PGR and academics are invited to attend.

You can find below a summary of the presentation and also Malcolm’s short biography.

 

Summary of the presentation

Six steps to develop financially quantified value propositions in B2B markets

According to McKinsey and my own research, everyone talks about value propositions, but only 5% of organisations have them and even those that do have them don’t always quantify them financially.

Any supplier who can quantify financially how they can help their customers grow their profits will always succeed, no matter how difficult the market conditions.

A lot of what constitutes value from a supplier is about helping the customer to avoid disadvantage, but, much more importantly, those suppliers who can demonstrate that they will create advantage for them will be respected and there will be fewer conversations about price.

This lecture will spell out a process for developing financially-quantified value propositions

 

Professor Malcolm MacDonald Short Biography

Until 2003, Malcolm was Professor of Marketing and Deputy Director of Cranfield University School of Management, with special responsibility for E-Business. He is a graduate in English Language and Literature from Oxford University, in Business Studies from Bradford University Management Centre, and has a PhD from Cranfield University.  He also has a  Doctorate from Bradford University and from the Plekhanov University of Economics in Moscow.  He has extensive industrial experience, including a number of years as Marketing and Sales Director of Canada Dry. Until the end of 2012, he spent seven years as Chairman of Brand Finance plc. He spends much of his time working with the operating boards of the world’s biggest multinational companies, such as IBM, Xerox, BP and the like, in most countries in the world, including Japan, USA, Europe, South America, ASEAN and Australasia. He has written forty six books, including the best seller “Marketing Plans; how to prepare them; how to use them”, which has sold over half a million copies worldwide. Hundreds of his papers have been published. Apart from market segmentation, his current interests centre around the measurement of the financial impact of marketing expenditure and global best practice key account management. He is an Emeritus Professor at Cranfield and a Visiting Professor at Henley, Warwick, Aston and Bradford Business Schools. In 2006 he was listed in the UK’s Top Ten Business Consultants by the Times.

Come to the career planning for research staff event (led by Vitae)

Vitae will be visiting BU on Friday 27th April to lead an event on career planning for research staff. The event is open to everyone and is primarily aimed at research staff, managers of research staff and also those in, or aspiring to, research leadership positions.

The event will start with lunch. Dr Kate Jones (Vitae) will then deliver a keynote presentation, followed by breakout sessions. One of the breakout sessions will be a transferable skills workshop led by Dr Emma Compton-Daw (University of Strathclyde and member of UKRSA), focusing on planning for an academic career. Dr Kate Jones will lead a breakout session on supporting career planning and providing advice on different career paths, aimed at research leaders/managers. Dr Michelle Heward (BU) will lead a session on how BU could provide better career planning advice to research staff on an on-going basis.

Full details, including how to register, are available on the Staff Intranet here: https://staffintranet.bournemouth.ac.uk/workingatbu/staffdevelopmentandengagement/fusiondevelopment/fusionprogrammesandevents/rkedevelopmentframework/skillsdevelopment/careerplanningforresearchstaff/.

I hope many of you will be able to participate in the event which has been organised in response to feedback from research staff (via focus groups and the CROS survey) that BU should  provide better information on career planning for research staff. This event is part of a programme of work as part of BU’s implementation of the Concordat to Support the Career Development of Research Staff.

REF 2021 workshops – what makes a 2*, 3* or 4* output?

We have a series of externally-facilitated REF outputs workshops scheduled to take place in early 2018 as part of the RKE Development Framework. Each session is led by REF 2014 sub-panel member who will explain how the panel interpreted and applied the REF 2014 guidance when assessing the quality of outputs. The workshops are open to all academic staff to attend.

The expected learning outcomes from the workshops are for attendees to:

  • Gain insight into how the REF panels applied the REF criteria when considering the significance, rigour and originality of outputs;
  • Understand the differences between outputs scored 4*, 3*, 2*, 1* and Unclassified;
  • Gain insight into what is meant by ‘world leading’ and ‘internationally excellent’;
  • Understand how scores borderline cases were agreed and what the tipping points were to either break the ceiling into the higher star level or to hold an output back a star level;
  • Understand how panels used other information such as metrics, markers of journal quality or prior knowledge in output assessment;
  • Gain insight into how future outputs could be strengthened for REF2021.

 

Workshops scheduled so far are:

  • UOA 2/3 – Prof Dame Jill Macleod Clark – 15 March 2018
  • UOA 4 – Prof Marion Hetherington – 10 January 2018
  • UOA 11 – Prof Iain Stewart – 29 January 2018
  • UOA 12 – Prof Chris Chatwin – 8 January 2018
  • UOA 14 – Prof Jon Sadler – 11 January 2018
  • UOA 15 – Prof Graeme Barker – 7 February 2018
  • UOA 17 – Prof Terry Williams – 17 January 2018
  • UOA 18 – tbc
  • UOA 20/21 – Prof Imogen Taylor – 15 January 2018
  • UOA 23 – Prof Jane Seale – 26 January 2018
  • UOA 24 – tbc
  • UOA 27 – Prof Pat Waugh – 16 January 2018
  • UOA 11/32 (computer animation) – Prof Anthony Steed – 31 January 2018
  • UOA 32/34 (practice-based) – Prof Stephen Partridge – date tbc
  • UOA 36 – Prof Peter Lunt – date tbc

Bookings for these can be made via the Staff Intranet: https://staffintranet.bournemouth.ac.uk/workingatbu/staffdevelopmentandengagement/fusiondevelopment/fusionprogrammesandevents/rkedevelopmentframework/researchexcellenceframework/

REF 2021 – final decisions published

HEFCE kept their word and published the final decisions on REF 2021 in the autumn. Having issued the initial decisions on the Research Excellence Framework 2021 in September, the final decisions were published this week. HEFCE released its further decisions on staff and outputs on 21 November 2017.  These decisions have been informed by responses to key questions relating to staff and outputs and a survey of staff in scope for submission. This blog post provides a summary of the key decisions.

 

Submitting staff:

Previous REF/RAE exercises asked institutions to select staff for submission. The Stern Review in 2016 recognised how divisive this practice was and instead recommended that all research-active staff be returned to the next REF. HEFCE are implementing this recommendation by expecting all staff with a ‘significant responsibility for research’ to be submitted, provided they are ‘independent researchers’. What do these terms mean in practice? The HEFCE definition is:

“those for whom explicit time and resources are made available to engage actively in independent research, and that is an expectation of their job role. Research is defined as a process of investigation leading to new insights, effectively shared. Staff engaged exclusively in scholarship would not be considered to have a significant responsibility for research.”

Working with the REF 2021 main panels, HEFCE will provide further guidance on identifying staff with significant responsibility. This will be published in the guidance on submissions and panel criteria. This guidance will not prescribe a fixed set of criteria that all staff would be required to meet, but will set out a ‘menu’ of what HEFCE would consider may be appropriate indicators of significant responsibility.

 

Recognising that there are staff who have more significant responsibility for other activities, HEFCE will implement an approach whereby institutions, working with their staff and with guidelines, identify who is in scope for submission among staff meeting core eligibility criteria. HEFCE has defined the core eligibility criteria as:

Category A eligible’

  • academic staff with a contract of employment of ≥0.2 FTE
  • on the payroll of the submitting institution on the census date (31 July 2020)
  • whose primary employment function is to undertake either ‘research only’ (independent researchers only) or ‘teaching and research’
  • have a substantive connection with the submitting institution (i.e. BU)
  • for staff on ‘research only’ contracts, the eligible pool should only include those who are independent researchers, not research assistants

‘Category A submitted’ describes the staff from the ‘Category A eligible’ pool who have been identified as having significant responsibility for research on the census date.

Where the ‘Category A eligible’ staff definition accurately identifies all staff in the submitting unit with significant responsibility for research, the unit should submit 100% of staff. Where it does not accurately identify all staff in the submitting unit who have significant responsibility for research, institutions will need to implement processes to determine this and document this in a code of practice, approved by the relevant funding body with advice from the Equality and Diversity Advisory Panel (EDAP).

 

Submitting outputs:

  • The average number of outputs required per submitted FTE will be 2.5 (up from 2 outputs as previously suggested by HEFCE).
  • A minimum of one output will be required for each staff member employed on the census date (as expected).
  • A maximum of five outputs may be attributed to individual staff members (including those who have left) (down from 6 outputs as previously suggested by HEFCE).
  • Data on the distribution of outputs across staff in the unit, including staff who have left, will be provided to the sub-panels for consideration in relation to the assessment of the environment.

Output portability: A transitional approach is being adopted whereby outputs may be submitted by both the institution employing the staff member on the census date and the originating institution where the staff member was previously employed when the output was demonstrably generated. ‘Demonstrably generated’ will be determined by the date when the output was first made publicly available. This applies to the whole REF 2021 period.

Open access: The REF Open Access policy will be implemented as previous set out. This requires outputs within the scope of the policy (journal articles and some conference proceedings) to be deposited as soon after the point of acceptance as possible, and no later than three months after this date from 1 April 2018. Due to concerns around deposit on acceptance, a deposit exemption will be introduced from 1 April 2018 and remain in place for the rest of the REF 2021 publication period. This will allow outputs unable to meet this deposit timescale to remain compliant if they are deposited up to three months after the date of publication.

 

Number of impact case studies required

Submissions will include a total of one case study, plus one further case study per up to 15 FTE staff submitted, for the first 105 FTE staff returned (with a reduced requirement above this of one additional case study per 50 FTE staff). Submissions will therefore include a minimum of two case studies.

 

For the latest information, see our REF 2021 webpage.

REF 2021 workshops – what makes a 2*, 3* or 4* output?

We have a series of externally-facilitated REF outputs workshops scheduled to take place in early 2018 as part of the RKE Development Framework. Each session is led by REF 2014 sub-panel member who will explain how the panel interpreted and applied the REF 2014 guidance when assessing the quality of outputs. The workshops are open to all academic staff to attend.

The expected learning outcomes from the workshops are for attendees to:

  • Gain insight into how the REF panels applied the REF criteria when considering the significance, rigour and originality of outputs;
  • Understand the differences between outputs scored 4*, 3*, 2*, 1* and Unclassified;
  • Gain insight into what is meant by ‘world leading’ and ‘internationally excellent’;
  • Understand how scores borderline cases were agreed and what the tipping points were to either break the ceiling into the higher star level or to hold an output back a star level;
  • Understand how panels used other information such as metrics, markers of journal quality or prior knowledge in output assessment;
  • Gain insight into how future outputs could be strengthened for REF2021.

 

We’ve got dates for half of the UOAs so far:

  • UOA 2/3 – Prof Dame Jill Macleod Clark – date tbc (likely to be mid to late February 2018)
  • UOA 4 – Prof Marion Hetherington – 10 January 2018
  • UOA 11 – Prof Iain Stewart – 29 January 2018
  • UOA 12 – Prof Chris Chatwin – 8 January 2018
  • UOA 14 – Prof Jon Sadler – date tbc
  • UOA 15 – Prof Graeme Barker – date tbc
  • UOA 17 – Prof Terry Williams – 17 January 2018
  • UOA 18 – tbc
  • UOA 20/21 – Prof Imogen Taylor – 15 January 2018
  • UOA 23 – Prof Jane Seale – 26 January 2018
  • UOA 24 – tbc
  • UOA 27 – Prof Pat Waugh – 16 January 2018
  • UOA 32 – Prof Stephen Partridge – date tbc
  • UOA 36 – Prof Peter Lunt – date tbc

Bookings for these can be made via the Staff Intranet: https://staffintranet.bournemouth.ac.uk/workingatbu/staffdevelopmentandengagement/fusiondevelopment/fusionprogrammesandevents/rkedevelopmentframework/researchexcellenceframework/

REF2021 – initial decisions finally published

On Friday there was an exciting update from the REF Team based at HEFCE – they published the initial decisions on REF 2021. Whilst this does not include decisions regarding submitting staff, output portability or the eligibility of institutions to participate in the REF, it does include key decisions regarding the UOA structure, institution-level assessment, and the assessment weightings.

The decisions published on Friday are summarised below:

 

OVERALL:

Assessment weightings:

  • Outputs 60% (down from 65%)
  • Impact 25% (up from 20%)
  • Environment 15% (same but now includes impact strategy)

The move of the impact template from the impact assessment to the environment assessment means impact will actually contribute to more than 25% of the weighting (see impact section).

Assessment will continue to use the five-point REF 2014 scale (1*-4* and Unclassified).

UOA structure:

  • Total UOAs reduced from 36 to 34
  • Engineering will be a single UOA – UOA 12
  • REF 2014 UOA 17 will be restructured to form UOA 14: Geography and Environmental Studies and UOA 15: Archaeology
  • ‘Film and Screen Studies’ will be located and included in the name of UOA 33: Music, Drama, Dance, Performing Arts, Film and Screen Studies
  • HEFCE will continue consulting with the subject communities for forensic science and criminology to consider concerns raised about visibility. A decision is expected this autumn.

HESA cost centres will not be used to allocate staff to UOAs. Responsibility for mapping staff into UOAs will therefore remain with institutions.

 

TIMETABLE:

Impact:

  • Underpinning research must have been produced between 1 Jan 2000 – 31 Dec 2020.
  • Impacts must have occurred between 1 Aug 2013 – 31 Jul 2020.

Environment:

  • Environment data (such as income and doctoral completions) will be considered for the period 1 Aug 2013 – 31 Jul 2020.

Outputs:

  • The assessment period for the publication of outputs will be 1 Jan 2014 – 31 Dec 2020.

The draft REF 2021 guidance will be published in summer/autumn 2018 and the final guidance will be published in winter 2018-19. The submission will be in autumn 2020.

 

OUTPUTS:

Interdisciplinary research:

  • Each sub-panel will have at least one appointed member to oversee and participate in the assessment of interdisciplinary research submitted in that UOA.
  • There will be an interdisciplinary research identifier for outputs in the REF submission system (not mandatory).
  • There will be a discrete section in the environment template for the unit’s structures in support of interdisciplinary research.

Outputs due for publication after the submission date:

A reserve output may be submitted in these cases.

Assessment metrics:

Quantitative metrics may be used to inform output assessment. This will be determined by the sub-panels. Data will be provided by HEFCE.

 

IMPACT:

  • Impact will have a greater weighting in REF 2021 (25% overall plus impact included in the environment template and therefore weighting).
  • Harmonised definitions of academic and wider impact will be developed between HEFCE and the UK Research Councils.
  • Academic impacts will be assessed as part of the ‘significance’ assessment of the outputs and therefore not in the impact assessment.
  • Further guidance will be provided on the criteria for reach and significance and impacts arising from public engagement.
  • The guidance on submitting impacts on teaching will be widened to include impacts within, and beyond, the submitting institution.
  • Impacts remain eligible for submission by the institution in which the associated research was conducted. They must be underpinned by excellent research (at least REF 2*).
  • Impact case study template will have mandatory fields for recording standardised information, such as research funder, etc.
  • The number of case studies required – still not confirmed – HEFCE are exploring this in relation to the rules on staff submission and the number of outputs.
  • Case studies submitted to REF 2014 can be resubmitted to REF 2021, providing they meet the REF 2021 eligibility requirements.
  • The relationship between the underpinning research and impact will be broadened from individual outputs to include a wider body of work or research activity.

 Institutional-level assessment (impact case studies):

  • HEFCE will pilot this assessment in 2018 but it will not be included in REF 2021.

 

ENVIRONMENT:

The UOA-level environment template will be more structured, including the use of more quantitative data to evidence narrative content:

  • It will include explicit sections on the unit’s approach to:
    • supporting collaboration with organisations beyond HE
    • enabling impact – akin to the impact template in REF 2014
    • supporting equality and diversity
    • structures to support interdisciplinary research
    • open research, including the unit’s open access strategy and where this goes beyond the REF open access policy requirements

Institutional-level assessment (environment):

  • Institution-level information will be included in the UOA-level environment template, assessed by the relevant sub-panel.
  • HEFCE will pilot the standalone assessment of institution-level environment information as part of REF 2021, but this will not form part of the REF 2021 assessment. The outcomes will inform post-REF 2021 assessment exercises.

 

PANEL RECRUITMENT:

  • The sub-panel chair application process is now open (details available via the link).
  • The document sets out the plan for the recruitment of panel members (a multi-stage approach)

 

OUTSTANDING DECISIONS:

The announcement does not include decisions regarding submitting staff, output portability or the eligibility of institutions to participate in the REF. There is ongoing dialogue between HEFCE (on behalf of the funding councils) and the sector regarding this. The letter (accessed via the link above) sets out HEFCE’s current thoughts on these points and invites the sector to feedback by 29 September 2017.  BU will be providing feedback so if you have a view on this then please email me (jnortham@bournemouth.ac.uk).

 

SUMMARIES AVAILABLE:

I’m an academic at BU. Will I be submitted to REF 2021?

Good question and, although no firm decisions have yet been announced by HEFCE, it is looking increasingly likely that all academic staff at BU will be included in the REF 2021 submission, each with at least one output published between 2014-2020.

In the midst of the sector waiting with baited breath for the initial decisions from the UK funding bodies on this, and other REF questions, HEFCE held a webinar in July. During this webinar they shared some possible decisions with the sector (the webinar and the slides are available here on the HEFCE website). The key suggestions were:

  • 100% of academics with a “significant responsibility” to undertake research are likely to be included. It is unclear at this stage what “significant responsibility” means in practice, although it is anticipated this will be based on there being an expectation for an academic member of staff to undertake research.
  • Staff without a significant responsibility for research may be exempt from inclusion but auditable documentation would be required. This would need to explicitly evidence there is not an expectation of the individual to undertake research (examples given were workload models or career frameworks linked to the individual).
  • Everyone submitted is likely to need a minimum of 1 output. The average and maximum outputs per FTE are to be determined – in the consultation it was proposed these were an average of 2 outputs per submitted FTE and a maximum of six outputs per person.
  • There is likely to be a hybrid model for output portability (i.e. which HEI can submit the outputs authored by a member of academic staff who moves from one institution to another during the REF period) – HEFCE proposed two options:
    • Simple model whereby both old and new institutions can submit the outputs produced by the academic member of staff when he/she was employed at the old institution (this would, some might say unfortunately, result in double counting of outputs but this can probably be tolerated as it happens already in some cases, for example, where co-authors at different HEIs submit the same output).
    • Complex model whereby a census date and employment range date are used to determine which outputs can be submitted by which institution.

Whilst these are not yet firm decisions (these are expected in two communications – one on staff and outputs in the autumn and one on everything else later this month), these are the clearest indications yet that all academic staff at BU will be included in REF 2021, each with at least one output.

For further information on REF 2021, see BU’s REF 2021 webpage. If you have any queries, please contact Julie Northam or Shelly Anne Stringer.

Reminder of HEIF-6 funding call

The deadline is fast approaching for the HEIF-6 funding call23rd July.

HEFCE provide Higher Education Innovation Funding (HEIF) to universities to facilitate a broad range of knowledge-based interactions between them and the wider world, which result in economic and social benefit to the UK. The current round of funding is referred to as HEIF-6 and runs from August 2017 to July 2022.

An internal call is now open for applications from BU colleagues who wish to develop innovative projects. Funding will be awarded to those applications that clearly demonstrate how new/existing collaborations will be developed and how societal/economic impact will be achieved. Interdisciplinary and/or cross-Faculty/PS proposals are encouraged, as are proposals with international collaborators.

We anticipate making awards of £10k-100k per project per year. Projects should be between one and three years in duration and must align to one of BU’s HEIF-6 themes:

  • Advanced manufacturing
  • Health (focusing on digital health and e-health)
  • Digital and creative

Colleagues wishing to apply should read BU’s HEIF-6 strategy and the HEIF-6 FAQs before completing the HEIF-6 application form. These documents can be found on the i-drive (I:\R&KEO\Public\HEIF 6). Applications must be supported by the Project Lead’s Faculty and signed by the relevant Deputy Dean (Research and Professional Practice). Any queries should be sent to Julie Northam (jnortham@bournemouth.ac.uk) in the first instance.

Completed applications should be sent to Rebecca Edwards (redwards@bournemouth.ac.uk) by midnight on Sunday 23rd July. We aim to confirm the outcomes within a fortnight of the closing date.

REF Main Panel Chairs announced

The main panels will provide leadership and guidance to the sub-panels that undertake the REF assessment. As chairs designate, the appointees will at first advise the funding bodies on the initial decisions and on the further development of the framework. They will take up their roles as chairs later in the year*, once the outcomes of the ‘consultation on the second REF’ are announced and further appointments to the REF panels have been made.

The Main Panel Chairs (designate) for each of the four main panel areas are:

Biographies for the Main Panel Chairs are available here: Biographies

*Interesting to note that HEFCE have reaffirmed their previous commitment to announce the outcomes of the consultation later this year, despite rumours this would either be delayed or result in a second technical consultation.

Prof Sir Mark Walport outlines the vision and objectives for UK Research and Innovation

On Tuesday morning Professor Sir Mark Walport, Chief Designate of UK Research and Innovation, gave a speech outlining the vision, objectives and next steps in development for the organisation. The aim is for UKRI to be the best research and innovation agency in the world; a model which can be emulated by other countries.

You can watch the whole speech here: https://www.youtube.com/watch?v=bJ8jJaBu-tA and access the slides here: UKRI vision speech slides. If you’re on Twitter you can follow tweets on this topic using #UKRIVision.

There was a significant focus on the importance to research of internationalisation and a global outlook. A new Rutherford Fund of £100m was announced (part of the already announced £4.7Bn to attract international researchers to the UK). The Rutherford Fund will be administered by the four national academies and UKRI. There will also be specific opportunities around the Global Challenges Research Fund (the focus is on tackling the UN Sustainable Development Goals), the Newton Fund and the Industrial Strategy Challenges Fund (a second wave of calls will be announced later in 2017).

On the whole it was predominantly a reassurance that the strengths of the existing system will continue, such as a commitment to the dual support system. Mark Walport spoke a lot about how UKRI’s approach will be built on the Haldane report and principle, particularly in terms of excellence and rigour, global outlook, the importance of experts, data and evidence, etc.

Interestingly, the innovation driver was spoken about in terms of having evolved from STEM to STEAM (science, technology, engineering, arts, maths). The arts element was illustrated via the importance of design in innovation, with an example given of the iPhone. This is a movement that is gaining momentum, particularly in the United States – read more here: http://stemtosteam.org/.

Four drivers for UKRI were confirmed as:

  1. Grand challenges linked to the world’s population and its impact on the Earth’s resources: in terms of population growth, ageing population, changing demographics, migration, climate change.
  2. Changing nature of research: as a result of increasing interdisciplinarity, big data, new tools and internationalisation.
  3. World of business and industry is changing: we are in the fourth industrial revolution with the fusion of physical, digital and biological science, a blurring of manufacturing and services, and the circular economy. Mention was made of the Government’s Industrial Strategy in driving this agenda.
  4. Society is changing: trust in the establishment and experts, the role of social media, globalisation, and “science meets public values” (benefits of public engagement).

Ingredients for the success of UKRI were noted as:

  • Diversity (possibly an early policy priority for UKRI?)
  • The importance of both fundamental and applied research
  • Brightest minds
  • Infrastructure roadmap
  • Collaboration
  • Engagement and partnership with stakeholders government, industry, etc.
  • Rigorous evaluation

There was mention towards the end of the speech about research intergrity and the importance of good conduct in research. UKRI will tackle issues of reproducibility of research findings, opennes, research communications and research careers (particularly diversity, incentives, etc.). When asked in the Q&A, Mark Walport reinforced the view that academics “should read the research rather than read the title of the paper or the journal in which it’s published”.

The UKRI vision was set out as:

 

 

Watch this space for further developments.

 

HEIF-6: funding now available for innovative KE projects

HEFCE provide Higher Education Innovation Funding (HEIF) to universities to facilitate a broad range of knowledge-based interactions between them and the wider world, which result in economic and social benefit to the UK. The current round of funding is referred to as HEIF-6 and runs from August 2017 to July 2022.

An internal call is now open for applications from BU colleagues who wish to develop innovative projects. Funding will be awarded to those applications that clearly demonstrate how new/existing collaborations will be developed and how societal/economic impact will be achieved. Interdisciplinary and/or cross-Faculty/PS proposals are encouraged, as are proposals with international collaborators.

We anticipate making awards of £10k-100k per project per year. Projects should be between one and three years in duration and must align to one of BU’s HEIF-6 themes:

  • Advanced manufacturing
  • Health (focusing on digital health and e-health)
  • Digital and creative

Colleagues wishing to apply should read BU’s HEIF-6 strategy and the HEIF-6 FAQs before completing the HEIF-6 application form. These documents can be found on the i-drive (I:\R&KEO\Public\HEIF 6). Applications must be supported by the Project Lead’s Faculty and signed by the relevant Deputy Dean (Research and Professional Practice). Any queries should be sent to Julie Northam (jnortham@bournemouth.ac.uk) in the first instance.

Completed applications should be sent to Rebecca Edwards (redwards@bournemouth.ac.uk) by midnight on Sunday 23rd July. We aim to confirm the outcomes within a fortnight of the closing date.

BU successful in retaining HR Excellence in Research Award

We are delighted to announce that following an external review in spring 2017, BU has been successful in retaining our HR Excellence in Research Award.

The reviewers particularly commended the significant achievements made over the full review period (January 2013 to December 2016) which have demonstrated our commitment to ensuring research staff are recognised, supported, valued and their voices heard.

The Award demonstrates BU’s commitment to aligning process and practice to the UK Concordat to Support the Career Development of Researchers and therefore improving the working conditions and career development for research staff. In turn this will improve the quantity, quality and impact of research for the benefit of UK society and the economy. The external review required us to highlight the key achievements and progress made since BU gained the award in January 2013 and to outline the focus of our strategy, success measures and next steps for the following four years.

Key achievements made at BU since 2013 in support of this agenda include:

 

Over the next four years we will focus on:

  • Reviewing and improving the conditions of employment for research staff
  • Further embedding the ownership and implementation of the Concordat and action plan at Faculty level
  • Standardising procedures for research staff, e.g. induction, appraisal and pay progression
  • Further strengthening the documentation and support for research staff and research leaders/managers
  • Further strengthening the voice and visibility of research staff, both internally and externally

You can read our progress review and future action plan (2017-21) in full here: https://research.bournemouth.ac.uk/research-environment/research-concordat/

Read the full announcement on the Vitae website here: https://www.vitae.ac.uk/news/vitae-press-releases/hr-excellence-in-research-award-june-2017