Tagged / Concordat

Research committee vacancies – help shape research at BU

R & KE Operations, Research Ethics Panels

We are currently seeking expressions of interest from academics at all career stages to be part of several key research and knowledge exchange committees.  

The positions offer the chance to have your voice heard in an institutional committee at an exciting time while we are developing our BU2035 strategy – helping to shape and deliver research and knowledge exchange activity across BU.  

The available positions are:  

Research and Knowledge Exchange Committee 

There are two vacancies, one for an early career Academic and one for a mid-career Academic. 

This committee is responsible for monitoring and enhancing research and knowledge exchange at BU, helping to support the quality, visibility and impact of Research and Knowledge Exchange (RKE) activities. It reports into Senate and normally meets four times per year.  

Research Degrees Committee: Supervisor representative

There is a vacancy for an academic at any grade who is currently supervising Postgraduate Researchers (PGRs). 

The committee takes responsibility for the strategic direction, nature, quality, development and delivery of the university’s research degree provision. It reports into the Education Committee with strong links to the Research and Knowledge Exchange Committee and normally meets five times per year. 

Research and Knowledge Exchange Concordat Steering Group

There are three vacancies for this steering group, a Researcher (typically a Postdoctoral Research Assistant), an early career Academic, and a mid-career Academic.

The steering group is responsible for overseeing the development and implementation of a coherent and robust action plan to embed the principles of the Research and Knowledge Exchange Concordats that BU has signed up to. It reports into the Research and Knowledge Exchange Committee and normally meets four times a year.  

Research Ethics Committee

There are two vacancies for this committee, Chair (member of the Professoriate) and Deputy Chair (member of the Professoriate).

The committee is responsible for promoting best ethical practice in relation to research activities, including overseeing the Research Ethics Panels and arbitrating in cases of dispute over ethical best practice and misconduct. It reports into Senate and normally meets four times a year.  

If you are interested in any of the roles, please submit an Expression of Interest (no longer than one page of A4) to research@bournemouth.ac.uk outlining which position you are applying for, why you are interested in the role, and the knowledge, skills and experience you think you could bring. This will be followed by an interview process.  

The Terms of Reference for these committees are available on request by emailing research@bournemouth.ac.uk.

The closing date for submitting Expressions of Interest is Friday 15 November.  

RSA Drop-In Meetings – Join us on Wed 1st November

The Research Staff Association (RSA) is a forum to promote BU research culture. Research staff from across BU are encouraged to network with others researchers, hear updates on how BU is implementing the Research Concordat, and give feedback or raise concerns that will help to develop and support the research community at BU.

 

For this academic year, RSA has scheduled monthly drop-in meetings where colleagues can come along and discuss about workshops that might be interested to attend, RSA activities, any concerns that they have etc.

RSA cordially invites you to attend whichever of the scheduled sessions best suits your schedule and meet your RSA reps, discuss with them about your career development opportunities or any concerns you may have.

RSA Drop In Meetings are held on the first Wednesday of each month from 10:30-11:00

  Click here to join the meeting  on Wednasday 1st November!

 

We are looking forward to meeting you all.

Your RSA reps

Updated documentation for the BU Bridging Fund Scheme

In summer 2015, BU launched the BU Bridging Fund Scheme to HR excellence in research logoprovide ‘bridging funding’ for the continuation of employment of research staff for a short-term (usually up to three months, but up to six months can be considered in exceptional situations) between research grants. BU’s Bridging Fund Scheme is intended to permit the temporary employment, in certain circumstances, of researchers between fixed-term contracts at BU, for whom no other source of funding is available, in order to:

(a) encourage the retention of experienced and skilled staff, and sustain research teams and expertise;

(b) avoid the break in employment and career which might otherwise be faced by such staff;

(c) maximise the opportunity for such staff to produce high-quality outputs and/or research impact at the end of funded contracts/grants.

 

The scheme guidelines have been updated to include a figure demonstrating the application workflow (in Appendix 2 of the scheme guidelines).

 

The Bridging Fund Scheme is an action from our Athena Swan action plan (which aims to create a more gender inclusive culture at BU) and our HR Excellence in Research Award (which aims to increase BU’s alignment with the national Concordat to Support the Career Development of Researchers).

Reminder about the BU Bridging Fund for researchers

In summer 2015, we launched the BU Bridging Fund Scheme which aims to provide additional stability to fixed-term researchers who are often employed on short term contacts linked to external funding. This situation may impact on continuity of employment due to breaks in employment, job security and can result in a costly loss of researcher talent for the institution.

The Scheme aims to mitigate these circumstances through early career planning, forward research project planning, redeployment where possible, or where feasible, by providing ‘bridging funding’ for the continuation of employment for a short-term (usually up to three months, but up to six months can be considered in exceptional situations) between research grants. BU’s Bridging Fund Scheme is intended to permit the temporary employment, in certain circumstances, of researchers between fixed-term contracts at BU, for whom no other source of funding is available, in order to:

(a) encourage the retention of experienced and skilled staff, and sustain research teams and expertise;

(b) avoid the break in employment and career which might otherwise be faced by such staff;

(c) maximise the opportunity for such staff to produce high-quality outputs and/or research impact at the end of funded contracts/grants.

 

To find out more about the scheme, including how to apply for bridging funding, see the scheme guidelines. 

 

HR excellence in research logoThe Bridging Fund Scheme is an action from our Athena Swan action plan (which aims to create a more gender inclusive culture at BU) and our HR Excellence in Research Award (which aims to increase BU’s alignment with the national Concordat to Support the Career Development of Researchers).

Reminder about the BU Bridging Fund for researchers

In summer 2015, we launched the BU Bridging Fund Scheme which aims to provide additional stability to fixed-term researchers who are often employed on short term contacts linked to external funding. This situation may impact on continuity of employment due to breaks in employment, job security and can result in a costly loss of researcher talent for the institution.

The Scheme aims to mitigate these circumstances through early career planning, forward research project planning, redeployment where possible, or where feasible, by providing ‘bridging funding’ for the continuation of employment for a short-term (usually up to three months, but up to six months can be considered in exceptional situations) between research grants. BU’s Bridging Fund Scheme is intended to permit the temporary employment, in certain circumstances, of researchers between fixed-term contracts at BU, for whom no other source of funding is available, in order to:

(a) encourage the retention of experienced and skilled staff, and sustain research teams and expertise;

(b) avoid the break in employment and career which might otherwise be faced by such staff;

(c) maximise the opportunity for such staff to produce high-quality outputs and/or research impact at the end of funded contracts/grants.

 

To find out more about the scheme, including how to apply for bridging funding, see the scheme guidelines. 

 

The Bridging Fund Scheme is an action from our Athena Swan action plan (which aims to create a more gender inclusive culture at BU) and our HR Excellence in Research Award (which aims to increase BU’s alignment with the national Concordat to Support the Career Development of Researchers).

Reminder about the BU Bridging Fund

In summer 2015, we launched the BU Bridging Fund Scheme which aims to provide additional stability to fixed-term researchers who are often employed on short term contacts linked to external funding. This situation may impact on continuity of employment due to breaks in employment, job security and can result in a costly loss of researcher talent for the institution.

The Scheme aims to mitigate these circumstances through early career planning, forward research project planning, redeployment where possible, or where feasible, by providing ‘bridging funding’ for the continuation of employment for a short-term (usually up to three months, but up to six months can be considered in exceptional situations) between research grants. BU’s Bridging Fund Scheme is intended to permit the temporary employment, in certain circumstances, of researchers between fixed-term contracts at BU, for whom no other source of funding is available, in order to:

(a) encourage the retention of experienced and skilled staff, and sustain research teams and expertise;

(b) avoid the break in employment and career which might otherwise be faced by such staff;

(c) maximise the opportunity for such staff to produce high-quality outputs and/or research impact at the end of funded contracts/grants.

 

To find out more about the scheme, including how to apply for bridging funding, see the scheme guidelines.

 

The Bridging Fund Scheme is an action from our Athena Swan action plan (which aims to create a more gender inclusive culture at BU) and our HR Excellence in Research Award (which aims to increase BU’s alignment with the national Concordat to Support the Career Development of Researchers).

Reminder about the BU Bridging Fund

In summer 2015, we launched the BU Bridging Fund Scheme which aims to provide additional stability to fixed-term researchers who are often employed on short term contacts linked to external funding. This situation may impact on continuity of employment due to breaks in employment, job security and can result in a costly loss of researcher talent for the institution.

The Scheme aims to mitigate these circumstances through early career planning, forward research project planning, redeployment where possible, or where feasible, by providing ‘bridging funding’ for the continuation of employment for a short-term (usually up to three months, but up to six months can be considered in exceptional situations) between research grants. It is intended to permit the temporary employment, in certain circumstances, of researchers between fixed-term contracts at BU, for whom no other source of funding is available, in order to:

(a) encourage the retention of experienced and skilled staff, and sustain research teams and expertise;

(b) avoid the break in employment and career which might otherwise be faced by such staff;

(c) maximise the opportunity for such staff to produce high-quality outputs and/or research impact at the end of funded contracts/grants.

The Scheme was updated in 2020 to:

  1. Update the process to link the funding model with the conditions at the point of application:
    1. Sufficient external funding has been secured to retain the researcher but there is an unavoidable gap between funding (usually up to three months, but up to six months can be considered). If these conditions are met at the point of application and the application is approved then the central budget will cover 100 per cent of the salary and employers’ on-costs during the bridging period.
    2. The researcher is named on a submitted application for research funding and the decision is pending with an outcome expected before the end of the bridging period. If these conditions are met at the point of application and the application is approved then the central budget will cover 50 per cent of the salary costs during the bridging period. The Faculty will be required to meet the remaining 50 per cent of the salary and employers’ on-costs during the bridging period.
  2. Employment legislation updates.
  3. Add an additional financial approval to the application process.

To find out more about the scheme, including how to apply for bridging funding, see the scheme guidelines.

 

The Bridging Fund Scheme is an action from our Athena Swan action plan (which aims to create a more gender inclusive culture at BU) and our HR Excellence in Research Award (which aims to increase BU’s alignment with the national Concordat to Support the Career Development of Researchers).

Changes to the BU Bridging Fund Scheme

In summer 2015, we launched the BU Bridging Fund Scheme which aims to provide additional stability to fixed-term researchers who are often employed on short term contacts linked to external funding. This situation may impact on continuity of employment due to breaks in employment, job security and can result in a costly loss of researcher talent for the institution.

The Scheme aims to mitigate these circumstances through early career planning, forward research project planning, redeployment where possible, or where feasible, by providing ‘bridging funding’ for the continuation of employment for a short-term (usually up to three months, but up to six months can be considered in exceptional situations) between research grants. It is intended to permit the temporary employment, in certain circumstances, of researchers between fixed-term contracts at BU, for whom no other source of funding is available, in order to:

(a) encourage the retention of experienced and skilled staff, and sustain research teams and expertise;

(b) avoid the break in employment and career which might otherwise be faced by such staff;

(c) maximise the opportunity for such staff to produce high-quality outputs and/or research impact at the end of funded contracts/grants.

The Scheme was updated in 2020 to:

  1. Update the process to link the funding model with the conditions at the point of application:
      1. Sufficient external funding has been secured to retain the researcher but there is an unavoidable gap between funding (usually up to three months, but up to six months can be considered). If these conditions are met at the point of application and the application is approved then the central budget will cover 100 per cent of the salary and employers’ on-costs during the bridging period.
      2. The researcher is named on a submitted application for research funding and the decision is pending with an outcome expected before the end of the bridging period. If these conditions are met at the point of application and the application is approved then the central budget will cover 50 per cent of the salary costs during the bridging period. The Faculty will be required to meet the remaining 50 per cent of the salary and employers’ on-costs during the bridging period.
  2. Employment legislation updates.
  3. Add an additional financial approval to the application process.

To find out more about the scheme, including how to apply for bridging funding, see the scheme guidelines.

 

The Bridging Fund Scheme is an action from our Athena SWAN action plan (which aims to create a more gender inclusive culture at BU) and our EC HR Excellence in Research Award (which aims to increase BU’s alignment with the national Concordat to Support the Career Development of Researchers).

BU Bridging Fund

In summer 2015, we launched the BU Bridging Fund Scheme which aims to provide additional stability to fixed-term researchers who often rely on short-term contracts usually linked to external funding. This situation may impact on continuity of employment and job security and can result in a costly loss of researcher talent for the institution.

The Scheme aims to mitigate these circumstances by redeploying the researcher where possible, or where feasible, by providing ‘bridging funding’ for the continuation of employment for a short-term (maximum three months and up to six months, in exceptional circumstances) between research grants. It is intended to permit the temporary employment, in certain circumstances, of researchers between fixed-term contracts at BU, for whom no other source of funding is available, in order to:

(a) encourage the retention of experienced and skilled staff, and sustain research teams and expertise;

(b) avoid the break in employment and career which might otherwise be faced by such staff;

(c) maximise the opportunity for such staff to produce high-quality outputs and/or research impact at the end of funded contracts/grants.

The Scheme was updated in 2019 to:

  1. Increase the potential bridging period to a maximum of six months in exceptional cases (from the max of three months as it is currently).
  2. Update the application criteria so that applications will only be considered when one of the following conditions has been met at the point of application:
      1. Sufficient external funding has been secured to retain the researcher but there is an unavoidable gap (usually up to three months, but up to six months can be considered) between funding.
      2. The researcher is named on a submitted application for research funding and the decision is pending with an outcome expected before the end of the bridging period.

To find out more about the scheme, including how to apply for bridging funding, see the scheme guidelines.

The Bridging Fund Scheme is an action from our Athena SWAN action plan (which aims to create a more gender inclusive culture at BU) and our EC HR Excellence in Research Award (which aims to increase BU’s alignment with the national Concordat to Support the Career Development of Researchers).

BU Bridging Fund

In summer 2015, we launched the BU Bridging Fund Scheme which aims to provide additional stability to fixed-term researchers who often rely on short-term contracts usually linked to external funding. This situation may impact on continuity of employment and job security and can result in a costly loss of researcher talent for the institution.

The Scheme aims to mitigate these circumstances by redeploying the researcher where possible, or where feasible, by providing ‘bridging funding’ for the continuation of employment for a short-term (maximum three months and up to six months, in exceptional circumstances) between research grants. It is intended to permit the temporary employment, in certain circumstances, of researchers between fixed-term contracts at BU, for whom no other source of funding is available, in order to:

(a) encourage the retention of experienced and skilled staff, and sustain research teams and expertise;

(b) avoid the break in employment and career which might otherwise be faced by such staff;

(c) maximise the opportunity for such staff to produce high-quality outputs and/or research impact at the end of funded contracts/grants.

The Scheme was updated in 2019 to:

  1. Increase the potential bridging period to a maximum of six months in exceptional cases (from the max of three months as it is currently).
  2. Update the application criteria so that applications will only be considered when one of the following conditions has been met at the point of application:
      1. Sufficient external funding has been secured to retain the researcher but there is an unavoidable gap (usually up to three months, but up to six months can be considered) between funding.
      2. The researcher is named on a submitted application for research funding and the decision is pending with an outcome expected before the end of the bridging period.

To find out more about the scheme, including how to apply for bridging funding, see the scheme guidelines.

The Bridging Fund Scheme is an action from our Athena SWAN action plan (which aims to create a more gender inclusive culture at BU) and our EC HR Excellence in Research Award (which aims to increase BU’s alignment with the national Concordat to Support the Career Development of Researchers).

BU Bridging Fund

In summer 2015, we launched the BU Bridging Fund Scheme which aims to provide additional stability to fixed-term researchers who often rely on short-term contracts usually linked to external funding. This situation may impact on continuity of employment and job security and can result in a costly loss of researcher talent for the institution.

The Scheme aims to mitigate these circumstances by redeploying the researcher where possible, or where feasible, by providing ‘bridging funding’ for the continuation of employment for a short-term (maximum three months and up to six months, in exceptional circumstances) between research grants. It is intended to permit the temporary employment, in certain circumstances, of researchers between fixed-term contracts at BU, for whom no other source of funding is available, in order to:

(a) encourage the retention of experienced and skilled staff, and sustain research teams and expertise;

(b) avoid the break in employment and career which might otherwise be faced by such staff;

(c) maximise the opportunity for such staff to produce high-quality outputs and/or research impact at the end of funded contracts/grants.

The Scheme was updated in 2019 to:

  1. Increase the potential bridging period to a maximum of six months in exceptional cases (from the max of three months as it is currently).
  2. Update the application criteria so that applications will only be considered when one of the following conditions has been met at the point of application:
      1. Sufficient external funding has been secured to retain the researcher but there is an unavoidable gap (usually up to three months, but up to six months can be considered) between funding.
      2. The researcher is named on a submitted application for research funding and the decision is pending with an outcome expected before the end of the bridging period.

To find out more about the scheme, including how to apply for bridging funding, see the scheme guidelines.

The Bridging Fund Scheme is an action from our Athena SWAN action plan (which aims to create a more gender inclusive culture at BU) and our EC HR Excellence in Research Award (which aims to increase BU’s alignment with the national Concordat to Support the Career Development of Researchers).

Coming soon – CROS and PIRLS 2019

Every two years Vitae runs the Careers in Research Online Survey and the Principal Investigators and Research Leaders Survey. Once again, BU will be participating in these important national surveys.

ThCareers in Research Online Survey CROS logoe Careers in Research Online Survey (CROS) gathers the anonymous views of research staff in UK higher education institutions about their experiences, career aspirations and career development opportunities. At BU, those categorised by HR data as research staff will receive an invitation to complete this survey.

Principal-Investigators-and-Research-Leaders-Survey-PIRLS-logoThe Principal Investigators and Research Leaders Survey (PIRLS) gathers anonymous views and experiences from principal investigators in relation to their role as managers and leaders of researchers and research groups. Based on data from RED (BU’s Research & Enterprise Database), and HR records, relevant BU academics will be invited to participate.

Both surveys are beneficial to BU:

  • Together they inform our policy and practice in researchers’ employment, management and career development
  • Provide knowledge of the views and experiences of research leaders across topics, including leadership, management and recognition
  • The surveys allow us to measure our progress over time and confidential comparisons with groups of institutions or national results
  • Provides evidence to support our institutional submissions, such as for the European HR Excellence in Research Award (we have recently retained this award following the recent six year review), implementation of the Concordat and Athena SWAN
  • They provide insight into the research environment element of the Research Excellence Framework

If eligible to participate, look out for your invitation, which it is anticipated will be sent out in the week commencing 22nd April 2019. The closing date for making your opinions known is 31st May 2019.

If you have any queries about either survey, please contact Emily Cieciura (Research Development & Support) via researchdev@bournemouth.ac.uk

 

BU Bridging Fund Scheme – updated

In summer 2015 we launched the BU Bridging Fund Scheme which aims to provide additional stability to fixed-term researchers who often rely on short-term contracts usually linked to external funding. This situation may impact on continuity of employment and job security and can result in a costly loss of researcher talent for the institution.

The Scheme aims to mitigate these circumstances by redeploying the researcher where possible, or where feasible, by providing ‘bridging funding’ for the continuation of employment for a short-term (maximum three months) between research grants. It is intended to permit the temporary employment, in certain circumstances, of researchers between fixed-term contracts at BU, for whom no other source of funding is available, in order to:

(a) encourage the retention of experienced and skilled staff, and sustain research teams and expertise;

(b) aconcordat to support the career development of researchersvoid the break in employment and career which might otherwise be faced by such staff;

(c) maximise the opportunity for such staff to produce high-quality outputs and/or research impact at the end of funded contracts/grants.

The Scheme has recently been updated to:

  1. Increase the potential bridging period to a maximum of six month in exceptional cases (from the max of three months as it is currently).
  2. Update the application criteria so that applications will only be considered when one of the following conditions has been met at the point of application:
          1. Sufficient external funding has been secured to retain the researcher but there is an unavoidable gap (usually up to three months, but up to six months can be considered) between funding.
          2. The researcher is named on a submitted application for research funding and the decision is pending with an outcome expected before the end of the bridging period.

To find out more about the scheme, including how to apply for bridging funding, see the scheme guidelines.

The Bridging Fund Scheme is an action from our Athena SWAN action plan (which aims to create a more gender inclusive culture at BU) and our EC HR Excellence in Research Award (which aims to increase BU’s alignment with the national Concordat to Support the Career Development of Researchers).

BU’s Acorn Fund for ECRs – just over a week to the closing date

BU Challenges, Funding opportunities, Fusion Investment Fund

Will you be applying to the Acorn Fund (Acceleration Of Research & Networking) for Early Career Researchers?

This new scheme will provide c. five awards, of up to £5,000 each, to support BU’s ECRs, with the most promising talent, to gain experience of managing and leading their own pilot research projects. These award support BU’s commitment to the Concordat to Support to Career Development of Researchers and is made possible by the BU Fusion Investment Fund

There will be a strong link to the new ECR Network and the ECR Showcase event, also being launched in 2018. In this way, those who do not benefit directly from the Acorn funds scheme by receiving funding, will benefit indirectly though interaction with those ECRs who receive support via the scheme.

For eligibility, an ECR in this case is defined as someone who started their research career on or after 1 August 2013. This is the point at which they held a contract of employment of 0.2 FTE or greater, which included a primary employment function of undertaking ‘research’ or ‘teaching and research’, with any HE or other organisation, whether in the UK or overseas. 

To assist with the budget section, please refer to the RKE Sample Costs, within the Research > Pre-award area on the staff intranet.

Find out more and apply.

The closing date for applications is 18th April 2018. As these require faculty support, start your application and obtain faculty approval as soon as possible. Applicants are responsible for obtaining an electronic faculty signature and for submitting the application to the email below.

Please address any queries to RKEDevFramework@bournemouth.ac.uk.

Acorn Fund Launch – Internal funds for ECRs

BU Challenges, Funding opportunities, Fusion Investment Fund

The Research and Knowledge Exchange Office is pleased to announce the launch of the Acorn Fund (Acceleration Of Research & Networking) for Early Career Researchers.

This new scheme will provide c. five awards, of up to £5,000 each, to support BU’s ECRs, with the most promising talent, to gain experience of managing and leading their own pilot research projects. These award support BU’s commitment to the Concordat to Support to Career Development of Researchers and is made possible by the BU Fusion Investment Fund

There will be a strong link to the new ECR Network and the ECR Showcase event, also being launched in 2018. In this way, those who do not benefit directly from the Acorn funds scheme by receiving funding, will benefit indirectly though interaction with those ECRs who receive support via the scheme.

An ECR, for the purpose of this scheme is the REF definition modified to: an ECR in this case is defined as someone who started their research career on or after 1 August 2013. This is the point at which they held a contract of employment of 0.2 FTE or greater, which included a primary employment function of undertaking ‘research’ or ‘teaching and research’, with any HE or other organisation, whether in the UK or overseas

Find out more and apply. The closing date for applications is 18th April 2018. As these require faculty support, start your application and obtain faculty approval as soon as possible.

To assist with the budget section, please refer to the RKE Sample Costs, within the Research > Pre-award area on the staff intranet.

Please address any queries to RKEDevFramework@bournemouth.ac.uk.

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.

Focus on an Inclusive Research Environment

Focus on: an inclusive research environment

Vitae have launched their latest ‘Focus on’ theme: ‘an inclusive research environment’. With useful resources and reading covering:

  • Women in research
  • Part-time/flexible working
  • Supporting disabled researchers
  • Preparing for your professional development conversations around equality and diversity

The vitae blog during this ‘Focus on’ theme will explore issues relating to supporting the wellbeing and mental health of researchers as well as the challenges of juggling caring responsibilities with research commitments.

Concordat community consultation

As part of the current ‘Focus on’ topic Vitae would like to invite you to take part in the Concordat community consultation. The consultation has been commissioned by the Concordat Expert Review Panel who are conducting the ten-year review of the Concordat to Support the Career Development of Researchers. In order to develop the pipeline of research talent globally, the well-being of researchers is clearly of paramount importance so take part and let them know your views. To take part in the consultation click here.

The survey will close on Friday 1st December.

 

 

 

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