Tagged / impact

Research Impact Funding Panel – call for Deputy Chair

BU2025, Impact

The Research Impact Funding Panel is responsible on behalf of the Research Performance and Management Committee for providing internal funding and support to aid the development of research impact at BU.  This will ensure a pipeline of case studies for REF 2021 and beyond. It is responsible for assessing and determining priority areas for impact support and investment.

We are seeking expressions of interest (EoIs) for the Deputy Chair of the Research Impact Funding Panel. Deputy Chairs should be members of the Professoriate (Associate Professors).

EoIs for the Deputy Chair role will be reviewed against selection criterion which includes knowledge and experience of research impact, experience of chairing meetings and plans for leading the impact agenda across the university.

EoIs should consist of a CV and short case (maximum length of one page) outlining suitability for the role. These should be submitted to the Research Impact panel mailbox by the deadline of 5pm on 1 September 2020.

Full details are available on the Staff Intranet: https://staffintranet.bournemouth.ac.uk/news/news/thismonth/researchimpactfundingpanelcallfordeputychair.php

POST Parliamentary Academic Fellowship Scheme: latest news

BU research, Impact, parliament, Parliamentary Office of Science and Technology, policy

The Parliamentary Office of Science and Technology (POST) has formally launched its Parliamentary Academic Fellowship Scheme, with further details of the application process for expressions of interest and a list of parliamentary offices participating in the scheme.

If you are interested in applying, please follow the guidelines below:

  1. Firstly, inform your Faculty Dean or Deputy Dean of your interest and discuss potential sources of funding.
  2. Identify an idea for a potential project to conduct in a participating Host Office in UK Parliament. A list can be found on p. 10 of the Guidance note for applicants.
  3. Before completing the Expression of Interest Application Form, read the Parliamentary Academic Fellowship Scheme Open Call 2020 – Guidance Note for Applicants. POST strongly recommends applicants also read the Appendix to this document. It contains information about the offices in Parliament participating in the scheme, the kinds of projects you could propose to do with them and any topics they are particularly interested in receiving proposals on.
  4. Complete an Expression of Interest Application Form and send a copy of the completed form, along with a two-page CV, to postfellowships@parliament.uk. You should mark the subject of the email as: “PAFS Open Call: [name of proposed parliamentary Host Office]”. POST also requests that you complete and send them the diversity monitoring questionnaire, although this is voluntary.

If successful, you will be asked to submit a detailed application in September, which will also confirm BU budget approval. Interviews are likely to be conducted in October/November and the Fellowship will commence January 2021, following security clearance.

Please note, the BU Policy team and your faculty impact officer are available for guidance, support and to track your application.

POST Academic Fellowship Scheme: expressions of interest invited

BU research, Impact, parliament, Parliamentary Office of Science and Technology, policy

The Parliamentary Office of Science and Technology (POST) is inviting expressions of interest for its Parliamentary Academic Fellowship Scheme from Monday 8 June.

Securing a prestigious fellowship with POST provides researchers with unique access to Parliament, policy experience and direct potential for impact. It is open to all employed academics with a PhD, and applicants propose their own project for Parliament to conduct. These projects might include contributing to the work of a parliamentary office, filling gaps in expertise, helping to grow Parliament’s academic networks, informing parliamentary scrutiny, analysing and evaluating parliamentary practices, building staff capacity and skills, providing advice and support to a committee, scrutinising a specific area of government policy, providing briefing material or advice, generating data to facilitate effective scrutiny, writing specific papers for parliamentary teams, studying aspects of the parliamentary process or perceptions of that process, or something else!

There is no external funding associated with these fellowships, and the cost will need to be met either by BU internally or by other research funders. The types of cost the fellowship will entail are: cover arrangements, travel, subsistence and accommodation alongside consideration of your time. Do not let concern over costs or other factors hold you back at this stage. Parliament have a keen diversity agenda and applications from all career stages (from PhD onwards) and other equality characteristics are welcomed – you do not have to be a professor!

The fellowship will usually last for 1 year; there may be flexibility over the start date (and this may help to save or manage costs). Fellows will spend some of their time in Westminster and some aspects will be completed remotely. The amount of time spent in Westminster will be dictated by the nature of your project. It could be one day per week, or a week block every six weeks, or another pattern.

Expression of Interest applications will be invited from Monday 8 June, when more information about the scheme, what to cover in your expression of interest, and a list of the parliamentary offices participating will be released by POST. The closing date is Friday 26 June 2020. We will update this blog with the new details once they are released.

Process

  • Now: Inform your Faculty Dean or Deputy Dean , that you are interested in applying
  • June: Complete the expression of interest and forward before the 26 June deadline, and discuss potential sources of funding with your faculty leadership
  • September: Submit detailed application for the fellowship which will also confirm BU budget approval
  • Oct/Nov: Interview
  • If selected – complete security clearance, complete Fellowship Agreement
  • Jan 2021 – commence Fellowship

The BU Policy team and your faculty impact officer are available for guidance, support and to track your application.

Click here for full details from POST, as well as testimonials from previous fellows.

This is also an informative and useful document – it contains some examples of projects successful Fellows undertook and the evaluation of the whole scheme including what needs improvement.

 

 

How the C-19 lockdown has affected the work-life balance of BU academics (Part 5): lessons learned

BU research, COVID-19, Impact

As the week ends, we would like to close this series of blogs by sharing with you some of the lessons we believe can be learned from the experiences of 70 BU colleagues who completed our survey. Many thanks to all who have already contributed to this research. The results we have presented so far are only part of the data. The survey will remain open until the end of May, when we will then analyse all responses to improve our understanding of the impact of the C-19 lockdown on academics across the UK and beyond. If you have not yet contributed to this survey, you are kindly invited to do so here: tiny.cc/acad19, and please do share with your networks. This is a cross-faculty (FHSS and FST) collaboration conducted by an interdisciplinary team with expertise in social sciences (Prof Sara Ashencaen Crabtree), public health (Prof Ann Hemingway) and physical geography (Dr Luciana Esteves).

Lesson learned 1. The complementarity of the quantitative and qualitative data.
The quantitative data helped identifying the factors that are affecting the largest number of respondents and where there are contrasting views or experiences between groups of respondents. The qualitative data provided insights into how the factors have affected the respondents and why, particularly on specific personal circumstances and other aspects that were not included in the closed-ended questions. This research would be deficient without one or the other.

Lesson learned 2. Working from home is bringing compounded benefits to the majority and is something that is wished to remain as an option in the longer term.
You can find some insights about the benefits identified by respondents at the end of blog Part 2. Academics are not alone in wishing for flexibility to work remotely to continue after lockdown and some employers have already surveyed their employees preferences as they start planning for reshaping their office spaces.

Lesson learned 3. Some negative aspects of working from home will subside when lockdown restrictions are reduced but others will persist.
These are some examples:

  • Less pressure from balancing family and work needs when schools re-open; home-care support can resume; when social distancing measures allow some more interaction with family and friends (even if just a small number)
  • Inadequate workspace at home may persist due to space and/or financial difficulties in making adjustments to transform home shared spaces into quiet workspaces.

Lesson learned 4. Online teaching is seeing as positive by some and negative by others (see blog Part 2).
Part of the negative effect was due to the increased workload resulting from the fast pace in which adjustments needed to be made, sometimes under duress of lack of experience/training (including how to use software/tools) and/or inadequate equipment. Considerations of how to provide training and sharing of good practices are likely to be beneficial to some staff.

Lesson learned 5. The increased inequities that are arising from the rapid changes in the academic environment.
Conditions are wide ranging when the workspace is each one’s home. Some are perfectly suited or can be well adjusted, others were never meant to be. Identifying and supporting the staff who need to work from an office outside their home becomes crucial and urgent. Other long-standing inequities have been aggravated during lockdown (see blog Part 4), including but not limited to gender bias, with strong consequences to research.

Lesson learned 6. A fresh management approach is needed to address these emerging inequities.
Providing the specific support that is needed by staff who have been the most negatively affected should be prioritised to reduce inequities. The resulting short and long-term impacts of lockdown on staff productivity, health and wellbeing need to be taken into consideration in appraisals and career progression decisions.

Lesson learned 7. Most are greatly concerned about workloads and work-life balance when lockdown ends (see blog Part 1).
In addition to addressing emerging inequities, there is considerable concern and opposition to a possible ‘return to normal work’, which has been expressed by respondents (and the academic community at large) as working arrangements and demands affecting productivity and the health and wellbeing of staff.

Lesson learned 8. There is a need to improve communication and guidance from managers to staff dealing with students’ requests and concerns, such as programme leaders.
Managing students’ expectations is a major concern for a large proportion of respondents, more so for specific cohorts or programmes.

Lesson learned 9. Many staff are missing the interaction and support from colleagues.
Identifying ways to promote spontaneous interactions 1-2-1 or in small groups is likely to benefit staff.

Lesson learned 10. Staff wish that their experiences inform decisions and help shaping the ‘new normal’ working environment.
A working group with university management, UCU and senior leadership staff could be formed to co-create and shape the ‘new normal’ and the strategies that can be implemented to reduce emerging and long-standing inequalities.

How the C-19 lockdown has affected the work-life balance of BU academics (Part 3)

BU research, COVID-19, Women's Academic Network

In our previous blogs, we showed that work-life balance during lockdown got worse for 59% and improved for 37% of the 70 BU academics who responded to our survey (blog Part 1). We also showed how some aspects of life in lockdown have affected groups of people differently. For example, a considerably higher proportion of respondents under 40 years of age reported negative effect from switching to online teaching (75%), change in the number of emails (58%) and changes in the number of meetings (50%) in relation to other age groups (blog Part 2). This blog Part 3 focuses on how the main concerns of academics shifted through time and the support they have found most helpful.

If you have not yet contributed to this survey, you are kindly invited to do so here: https://bournemouth.onlinesurveys.ac.uk/impact-of-lockdown-on-academics, and please do share with your networks. If you want us to be able to identify that you are BU staff, you will need to provide this information in one of the open questions.

We asked respondents to identify the three main concerns they had at the start of the outbreak, at the start of the lockdown and at present from a list of 15 options. While respondents’ main concerns have changed through time, the health of a family member or close friend have always remained within the top three (Figure 1). Own health and coping with changes at work were within the top three main concerns at the start of both the outbreak and lockdown but subsided in priority afterwards. As lockdown progressed, main concerns shifted to broader issues such as the duration and/or gravity of the pandemic and longer-term impacts in the country or the world in general. It is important to note that, from the start of the outbreak to the time they responded to the survey (end of April/early May), work-life balance and the consequences to own work in the longer-term became a major concern to a considerably larger proportion of respondents.

Figure 1. Respondents’ main concerns at the start of the outbreak, at the start of the lockdown and at present.

In open comments, respondents identified other aspects that are of major concern, which can be grouped as worries about own or others health, managing circumstances at home or at work (Table 1).

Table 1. Other major concerns expressed by respondents

Figure 2 highlights the types of support that were considered to be helpful and the ones that need to be improved to help a larger number of staff (e.g. provision of IT equipment, which BU is currently addressing and support from line managers). Unsurprisingly, having good internet connection at home was considered very helpful by 65% of respondents and the support from family and colleagues was considered extremely valuable at these critical times .

Figure 2. Respondents indication of how helpful were these particular types of support available to them.

Responses to open questions provided insights on the relevance of support received and identified other means of support not listed in Figure 2. These other means of support are summarised in Table 2.

The support offered by learning technologists and other colleagues to enable the quick turnaround to online teaching was considered invaluable. In terms of support provided by the university, the extra days of leave were mentioned most often. Respondents indicate that they appreciate the ‘gesture of goodwill’ but are concerned that they might not be able to take these days in the near future due to work pressures. It was also mentioned that these extra days do not cover for the costs of working from home, e.g. internet charges.

Table 2. Examples of other types of support and coping strategies respondents found useful during lockdown.

Respondents identified four aspects in which support from the university could be more effective:

  • Availability of equipment and workspace adequate for job – this included computer/laptop, desk/chair, internet and quiet space at home.
  • Better communication and/or more timely guidance from the university to help staff dealing with student queries – issues of concern included the cascading of communication, with staff sometimes learning information from students and poor/insufficient information and support to staff, particularly affecting programme leaders, the first port of call to student cohorts.
  • Need for management to plan ahead more efficiently
  • Support and guidance to staff undertaking PhDs

 

Who are the respondents?

Exposure to Covid-19

  • 7% of respondents (5 out of 68) had severe symptoms of Covid-19 or tested positive or live with someone who did. All are female respondents in their 20s, 30s and 50s. Two of these households had someone at higher risk for severe illness from COVID-19.
  • 22% of respondents (15 out of 68) had close family members, friends or colleagues who had severe symptoms of Covid-19 or tested positive. All are female respondents in their 30s, 40s and 50s (the majority, 9 respondents).
  • 41% of respondents (28 out of 68) live in a household where there is at least one person at higher risk for severe illness from COVID-19.

BU academics contribute to initial findings from Covid-19 expert database

BU research, Knowledge Exchange, Parliamentary Office of Science and Technology, policy, Research news

In March, POST launched the Covid-19 outbreak expert database, inviting anyone who wanted to support Parliament in its work, and had expertise in COVID-19 and/or its impacts to sign up. In April, more than 1,100 experts on this database responded to a survey put out by POST, asking them to share their immediate, short, medium and long term concerns relating to COVID-19 and its impacts. Having analysed the responses, and determined there to be 15 broad areas of concern, POST is now publishing syntheses in these 15 areas.

 

The 15 areas of concern are listed here, along with the methodology for both conducting the survey and synthesising the insights. The 15 syntheses are being published on POST’s Horizon Scanning pages.

Those respondents who said they would be happy to be publicly acknowledged are listed in full here and the list includes the following BU academics:

  • Professor Katherine Appleton – Psychology
  • Dr Emily Arden-Close – Psychology
  • Professor Christopher Hartwell – Financial Systems Resilience
  • Professor Ann Hemingway – Public Health and Wellbeing
  • Dr Sarah Hodge – Psychology
  • Dr John Oliver – Media Management
  • Dr Karen Thompson – Leadership Strategy and Organisations
  • Dr John McAlaney – Psychology
  • Professor Lee Miles – Crisis and Disaster Management
  • Dr Andy Pulman – Digital Health and User Experience
  • Professor Barry Richards – Political Psychology

You can still sign up to the expert database here.

 

How the C-19 lockdown has affected the work-life balance of BU academics (Part 2)

BU research, COVID-19, Impact, Women's Academic Network

Our blog Part 1 (posted on Friday May 15th) provided a very crude overview of the preliminary results from the survey we have launched to collate data on the impact of C-19 lockdown on the work-life balance of academics. This Part 2 focuses on differences between groups of respondents and identifying whether particular groups have been more negatively affected. We are yet to do any statistical tests on these data, so please consider differences between groups with care.

We have received 170 responses to date, 70 we could identify as being from BU staff (63 from female colleagues). If you have not yet contributed to this survey, you can still to do so here: https://bournemouth.onlinesurveys.ac.uk/impact-of-lockdown-on-academics, and please do share with your networks, as the survey is open to all academics. If you want us to be able to identify that you are BU staff, you will need to mention BU in one of the open questions. This research is a cross-faculty collaboration conducted by Sara Ashencaen Crabtree (FHSS), Ann Hemingway (FHSS) and myself (FST).

Work-life balance during lockdown got worse for the majority of respondents (59%) and improved for 37%. The most common reason for worsening or improving work-life balance were ‘workload increased’ (31%) and ‘I could do what was needed and be at home/with family’ (24%), respectively (Figure 1a). Although there are differences across gender (Figure 1b), any differences between male and female respondents should not be considered representative of the wider community due to the small number of male respondents.

Figure 1. Changes in work-life balance of respondents during Covid-19 lockdown and the selected reasons for identifying positive or negative change (a) and reported changes per gender of respondents (b). Blue shades indicate work-life balance improved and red shades indicate it worsened.

A higher proportion of academics under the age of 40 (82%) indicated that their work-life balance has worsened during lockdown when compared with other age groups (Figure 2a). Most of these academics reported that work-life balance worsened because they couldn’t work much. For academics in their 50s or older, the key reason for worsening of work-life balance was the increase in workload.

Figure 2. Changes in work-life balance of respondents during Covid-19 lockdown per age group (a); presence of children in the household (b) – the group ‘with children’ includes children ages 0-12 and teenagers; and household size (c).

Balancing work and childcare and/or homeschooling  was mentioned as a negative effect on work-life balance during lockdown by 18% and 7% respectively. However, this does not seem to be the main cause affecting respondents under the age of 40, when responses between groups with and without children are compared. In fact, 87% of respondents in their 40s live in a household with children 12 years old or younger and yet the proportion of this age group reporting worsened work-life balance was lower (55%) than the proportion of respondents with no children (60%). However, respondents who live in a household with younger children seem to be more negatively affected.

All respondents (N=8) who live with children under the age of 5 years have reported that their work-life balance have worsened (Figure 2b), the majority indicated an increase in workload as the main reason. However, no major differences were found when comparing groups of respondents who live with children (all ages under 19 included) and households without children. Interestingly, a lower proportion of respondents who live with children aged 5-12 years report worse work-life balance (50%) than respondents who do not have children in their household (60%) (Figure 2b). Further, work-life balance has improved for a higher proportion of respondents who live in a household of three people (45%) than in other household sizes (<40%) (Figure 2c).

In all faculties, a higher number of respondents reported work-life balance getting worse than improving, except FST (Figure 3a), where work-life balance has improved for 50% of respondents and worsened for 36%. Professors were the only group with more respondents indicating work-life balance improved (50%) than worsened (25%); in contrast, all associate professors reported worsened work-life balance (Figure 3b), but the small sample in both groups may not be representative.

Figure 3. Changes in work-life balance of respondents during Covid-19 lockdown per faculty (a) and position (b).

Switching to online teaching and not being able to meet with colleagues in person, socialise and engage with preferred leisure activity were the factors affecting negatively more than 50% of respondents (Figure 4).When lockdown restrictions are lifted, two of these factors (socialise and engage with preferred leisure activity) will have less effect on academics work-life balance, but more could be done to support colleagues negatively affected by the switch to online teaching and missing the contact with colleagues while working remotely.

More respondents have indicated a positive than negative impact from changes in the number of meetings and switching to online meetings emails (Figure 4). Fewer and more effective meetings were reported as the positive impacts. However, for some respondents, there are too many online meetings and they are getting tired of (avoidable) prolonged screen time (an effect that has been called Zoom fatigue). Therefore, guidance on how best to use, organise and participate in online meetings and how to manage and reduce screen time/tiredness may be useful.

Figure 4. The impact of selected factors on the work-life balance of respondents during lockdown.

A considerably higher proportion of respondents under 40 years of age report negative effect from switching to online teaching (75%), change in the number of emails (58%) and changes in the number of meetings (50%) in relation to other age groups (Figure 5). This age group also shows lower proportion of staff indicating positive effect from these three factors.

Figure 5. Reported impact per age group from (a) switching to online teaching; (b) changes in number of emails; and (c) changes in number of meetings.

FMC is the only faculty with more than 50% of respondents reporting negative effect from switching to online teaching (58%), change in the number of emails (58%) and changes in the number of meetings (67%). FST and FM are the faculties with 50% of respondents reporting positive impact from changes in the number of meetings.  FHSS has the largest proportion of respondents indicating negative effect from switching to online teaching (62%) and strong negative effect due to changes in the number of emails (54%). Increased number of emails from students has been reported, particularly by FHSS staff who support students who were asked to work for the NHS.

Figure 6. Reported impact per faculty from (a) switching to online teaching; (b) changes in number of emails; and (c) changes in number of meetings.

Figure 7 shows word clouds based on responses to the open questions asking for the two most important factors leading to negative and positive impacts on their work-life balance during lockdown. Increased demand for student support was the most cited negative factor (by 27% of respondents), followed by missing contact with colleagues and inadequate equipment (e.g. IT, desk, chair) and balancing childcare (19%). Less commuting or travel for work was the most cited factor affecting work-life balance positively (46% of respondents), followed by time with family (25%) and enjoying working from home (15%).

Figure 7. Word cloud showing how respondents expressed the negative (a) and positive (b) factors affecting their work-life balance during C-19 lockdown.

In responses to open questions, it is apparent that many negative aspects of the lockdown relate to aspects that are likely to subside when restrictions are lifted (e.g. reopening of schools, meeting with family and friends, enjoying leisure activities). Other negative aspects relate to the fast pace in which academic staff had to switch to online activities, sometimes without adequate workspace, equipment and/or training, leading to overwork. On the other hand, respondents report many substantial advantages of working from home, many wishing that this can continue (at least for part of the time) in the longer term. This is a summary of the advantages respondents have identified:

  • No travelling = more control over time + less exhaustion + less expense + better for the environment + spending more time with family
  • Healthier – nutritionally better, more physical rest, more exercise
  • Staying safe – better protected at home, avoiding traffic hazards
  • Gaining extra hours to work
  • Slower pace = more time to concentrate; a breathing space
  • Greater autonomy to manage time and priorities
  • Greater flexibility = ingenuity and novelty, new ways of teaching and supporting students remotely
  • Less stress and physical/mental wear-&-tear
  • Stripping back work dross – basic priorities reveals a lot of bureaucracy that can be avoided

 Who are the respondents?


Exposure to Covid-19

  • 7% of respondents (5 out of 68) had severe symptoms of Covid-19 or tested positive or live with someone who did. All are female respondents in their 20s, 30s and 50s. Two of these households had someone at higher risk for severe illness from COVID-19.
  • 22% of respondents (15 out of 68) had close family members, friends or colleagues who had severe symptoms of Covid-19 or tested positive. All are female respondents in their 30s, 40s and 50s (the majority, 9 respondents).
  • 41% of respondents (28 out of 68) live in a household where there is at least one person at higher risk for severe illness from COVID-19.

How the C-19 lockdown has affected the work-life balance of BU academics (Part 1)

Awarded & submitted bids, Impact, Women's Academic Network

Last month we (Ashencaen Crabtree, Ann Hemingway and I) started a survey to collate data from the Women’s Academic Network on the impact of C-19 lockdown, initially targeting BU women academics, and then opening the survey to the wider academic community. We aim to identify lessons learned that can inform what staff and universities can do to reduce the impact of these abrupt changes on our work-life balance, particularly focusing on people who have been most affected. We have received 157 responses to date, 70 we could identify as being from BU staff (63 from female colleagues). The answers are providing a wealth of quantitative and qualitative data and we have just starting the analysis. However, we know how important and timely the findings are and so we have decided to disseminate our initial results in a series of blogs.

If you have not yet contributed to this survey, you are kindly invited to do so here: https://bournemouth.onlinesurveys.ac.uk/impact-of-lockdown-on-academics, and please do share with your networks. If you want us to be able to identify that you are BU staff, you will need to provide this information in one of the open questions.

This Part 1 presents (crude) initial analysis (graphs mainly) focusing solely on the 70 responses from BU staff. We hope this will give you a timely glimpse of how recent changes have affected BU academics.  Every day next week we will post a blog with further insights on each aspect covered in the graphs below and others we are yet to analyse, including the key coping mechanisms staff have used during lockdown and the changes respondents think could help improve work-life balance if they remain an option in the longer-term.

Work-life balance during lockdown got worse for 59% of respondents and improved for 37% (Figure 1). Blog Part 2 will discuss differences across age groups, faculties and career levels.

Figure 1. Changes in work-life balance of respondents during Covid-19 lockdown (a) and the selected reasons for identifying positive or negative change (b). ‘Other’ refers to other reasons for improved or worsened work-life balance.

Some factors have impacted the work-life balance of more than 70% of respondents (switching to online teaching, changes in the number of emails, changes in the number of meetings and not being able to socialise in person), while others were considered to have minor/no impact by most respondents (not being able to access campus facilities, switching to online meetings, lack of suitable work space at home and not having access to suitable IT equipment at home) (Figure 2). Some of these factors had a positive effect on the work-life balance of most respondents, while others affected a higher number of staff negatively than positively (see next week’s blogs for more details).

Figure 2. The level of impact of selected factors on the work-life balance of respondents during lockdown.

In an open question, less time commuting or travelling for work (46% of respondents) and student support requests (27%) were the most cited factors affecting respondents’ work-life balance positively and negative, respectively (Figure 3).

Figure 3. Most cited top two aspects that have affected respondents’ work-life balance (a) positively and (b) negatively (showing categorised responses cited at least five times).

Respondents’ main concerns have changed through time: longer-term impacts in the country or the world in general and  work-life balance have become more of a concern at present, while the health of a family member or close friend have always remained within the top three (Figure 4).

Figure 4. Respondents’ main concerns at the start of the outbreak, at the start of the lockdown and at present.

Figure 5 highlights the type of support that was considered to be helpful and the ones that need to be improved to help a larger number of staff (e.g. provision of IT equipment, which BU is currently addressing and support from line managers).  Look for the next blogs for further insights on these aspects and suggestions from staff of other support they would welcome from the university.

Figure 5. Respondents indication of how helpful were these particular types of support available to them.

Finding or maintaining work-life balance when lockdown ends was identified as a major challenge by 51% of respondents (Figure 6).

Figure 6. Major challenges identified regarding work at the end of lockdown.

80% or more of respondents think the C-19 outbreak has brought long-lasting changes in their attitude to ‘priorities and needs’ and work, considerably for 27% and 19% of respondents, respectively (Figure 7).

Figure 7. Perception of long-lasting changes brought by the C-19 outbreak.

Who are the respondents?

 

Exposure to Covid-19

  • 7% of respondents (5 out of 68) had severe symptoms of Covid-19 or tested positive or live with someone who did. All are female respondents in their 20s, 30s and 50s.
  • 22% of respondents (15 out of 68) had close family members, friends or colleagues who had severe symptoms of Covid-19 or tested positive. All are female respondents in their 30s, 40s and 50s (the majority, 10 respondents).
  • 41% of respondents (28 out of 68) live in a household where there is at least one person at higher risk for severe illness from COVID-19.

HE Policy Update for the w/e 15th April 2020

Business Engagement, COVID-19, Impact, innovation, Knowledge Exchange, NHS, parliament, policy, Research news

Hi all, a short update this week, with a couple of important updates

Office for Students update

The Office for Students issued another update to providers on 14th April.

They confirm the on-going uncertainty on access to government schemes for HE providers – there are hopes that this will be resolved (in a positive way) later this week. The update says:

  • We understand that the two coronavirus Business Interruption Loan Schemes and the COVID-19 Corporate Financing Facility are open to higher education providers, although final confirmation about eligibility for these schemes has still to be determined. We will continue to work with the Department for Education and HM Treasury to get further information about eligibility and will provide further information as soon as we can.

 

And this on the TEF:

  • As you will be aware, we were previously planning to develop and consult on a new framework for the TEF during the first half of 2020. The impact of the coronavirus crisis means that we do not currently have a date for the next TEF exercise. We will provide further information as soon as we can. We intend to consult on the future TEF scheme after the government has published the Independent Review and its response to the Review’s recommendations. Publication of the subject-level TEF pilot reports has been delayed as a result of the coronavirus pandemic.

 

Some commentators (see Johnny Rich here) are seeing this as a major step – an indefinite postponement of TEF using the virus as cover. After all, there are rumours that the Pearce review is not very positive about the TEF.

But this could be over-egging things. The OfS has postponed all its consultations and hasn’t yet set new deadlines for any of them – so this is just the OfS being consistent. Don’t read too much into the postponement, folks – we would be very surprised if TEF goes away, even though the 2020 data will be weird.

There is comment from Wonkhe here:

  • From the looks of the scant paragraph we get it would seem that this is a temporary measure, and that there would be every expectation that we would get a new date in time. But it is not hard to imagine this indefinite pause as a quiet death for a basket of metrics that has failed to capture the imagination of the audience it sought…..
  • It could, of course, be argued that the current situation suits everyone involved perfectly well. The Government seems in no hurry to publish a review of TEF that is likely to have been less than glowing, the OfS doesn’t need to respond to it or consult on it (making it easier to integrate TEF into the mainstream of regulation), and TEF remains on pause forever. Nobody loses face, the decision to cancel TEF is never explicitly taken (so the government never goes back on a manifesto promise) but it is quietly understood that no future work will be done on an indicator that signally failed to indicate anything.

 

[PS there is still no news from UKRI on the KEF deadline extension]

The Office for Students has a webpage which brings together all their guidance, FAQs and the Ministerial letters, which is a useful resource. They keep adding to the FAQs – what we are all waiting for now is the next news on admissions, due on 20th April

  • We have created a provider guide to coronavirus which includes information about our regulatory requirements, FAQs, and links to all letters and guidance issued by the OfS. There is also a student guide with FAQs and signposting to sources of information beyond the OfS.

 

Support for Universities

Universities UK issued a package of measures to address concerns in the sector – and shared it with Gavin Williamson in a telephone call.

They highlighted the many challenges to the sector, the work that we are doing to support the national effort and our staff and students. They asked for specific confirmation that confirmation that universities are eligible for the Job Retention Scheme (furloughing staff), and the Business Interruption Scheme and the Corporate Financing Facility and recommended a range of actions, including:

  • increasing funding for research and covering the full economic cost for UKRI funded research;
  • introducing a one year “stability measure” in the form of a student number cap equal to the number of UK and EU students forecast for 2020-21 plus 5% and a new sector agreement on fair admissions practices that would, amongst other things, restrict unconditional offers at volume;
  • provide further funding for courses that support key public sector services, including nursing and healthcare and some short and part-time courses;
  • a transformation fund to support universities to reshape and consolidate through federations and partnerships or mergers;
  • bridging loans and support for changes in lending terms, reprofiling funding allocations including the student finance payments towards the beginning of the academic year, and halting the planned cuts in teaching grant; and
  • mitigating the impact on international recruitment by providing flexibility of visa requirements and delaying changes that would apply to EU students after Brexit who would join in the 2021 academic year.
  • We don’t know when there will be a response, if at all.

The Opposition view

Research Professional has an interview with Emma Hardy, shadow Universities Minister. It’s an interesting read:

  • The model of intense competition is failing. Having read Universities UK’s submission to the government, letters from the University and College Union and other higher education organisations and interest groups, what is not surprising is the amount of consensus there is. If we continue down the same path of “unseemly competition” as UCU has warned, then some universities will face financial failure and as it stands the Office for Students has been clear that it will not bail them out.
  • As highlighted by UUK, the likelihood is that ‘cold spots’ will develop, exacerbating the regional inequalities and putting already disadvantaged students at a greater disadvantage.
  • There is a consensus around the need for change, and we should look to create a more collaborative system. UUK has already acknowledged that changes need to be made and that these could include “federations and partnerships”. Labour believes there should be greater collaboration between higher education, further education and adult community learning, to anchor those institutions in their communities and reform their governing structure.
  • Institutions offering similar academic courses in the same region could cooperate with the aim of staff development and educational improvement to benefit students and our national interest.

 

…

  • There needs to be a collective acknowledgement of the unpalatable idea of asking mature students who find themselves unemployed as a result of this crisis to commit to a lifetime loan of over £27,000 for a degree which the government knows they will never repay. Labour will continue to argue for free education for all as we face of challenge of upskilling our country in a post-Covid-19 world.

 

…

  • A higher education system funded by government, industry and commerce has the power to hold universities to a higher standard, and it should use this power to radically reform the terms and conditions of university staff and in particular the use of insecure contracts.
  • If we wish the UK to maintain its reputation as a world leader in research, then research grants must be balanced and distributed regionally to create regional institutions of excellence.
  • The Research Excellence Framework has been discredited nearly as frequently as the Teaching Excellence and Student Outcomes Framework and the space provided by the suspension of the REF due to Covid-19 opens the discussion on what makes for effective accountability. If we are to build a future based on cooperation, and universities acting in the national interest, then market-based accountability measures serve no purpose.

 

This follows an intervention by Rebecca Long-Bailey, the new shadow Education lead, who wrote to Gavin Williamson last week, as reported by Research Professional

  • In a missive dated 9 April, that also addresses schools and further education policy, Long-Bailey—who finished second to Keir Starmer in the recent Labour leadership election—asks Williamson if he believes universities are “likely to require additional financial support” as a result of the Covid-19 outbreak, and how decisions on such support will be made? She also asked the Department for Education to protect institutions from closure “for the duration of this crisis”.

 

…

  • She also asked if overseas staff working in universities would be offered the same one-year visa extension available to NHS staff and sought reassurances that international students’ visas will be extended where required.
  • “I believe in the current circumstances some additional support should be given to students,” Long-Bailey writes. Specifically, she calls for ministers to immediately suspend all interest on loans, waive tuition fees for the period that students are not receiving full tuition, and give students the opportunity to “defer to next academic year without needing to pay extra tuition fees”.
  • There should also be an assurance that students do not have to pay for accommodation that they are no longer able to use, Long-Bailey wrote, while those in receipt of a maintenance grant should be able to return all or part of it in exchange for it being written off.
  • The shadow education secretary also calls for clarity on student assessment practices during the Covid-19 outbreak and asks the government to “urgently consider” creating a student hardship fund for those who encounter financial difficulty as a result of the pandemic.

 

Opportunities

Finally, we are delighted that two members of academic staff have submitted evidence to an All Party-Parliamentary Group this week and we are very proud of the work that staff across BU are doing to support the national effort, and to contribute to the national debate.

If you haven’t done so before, now may be a good time to explore the APPGs active in your area of expertise and see if they are doing interesting work – the full list is here. Look under subject groups and follow the links  Some APPGs don’t update their websites very often (or have them at all) but some are very active.

And if you have a news story or a plan for research, or a solution to a practical problem linked to the virus, speak to the M&C press team or Becca Edwards.

Subscribe!

To subscribe to the weekly policy update simply email policy@bournemouth.ac.uk.

JANE FORSTER                                            |                       SARAH CARTER

Policy Advisor                                                                     Policy & Public Affairs Officer

Follow: @PolicyBU on Twitter                   |                       policy@bournemouth.ac.uk

 

Coming soon – POST’s Parliamentary Academic Fellowship Scheme – Open Call

parliament, Parliamentary Office of Science and Technology, policy

 

Advance notice that the Parliamentary Academic Fellowship Scheme Open Call will be launching in June 2020, when expressions of interest will be sought.

Securing a prestigious fellowship with POST provides researchers with unique access to Parliament as well as direct potential for impact. It’s open to all employed academics with a PhD, and applicants propose their own project for Parliament to conduct. Click here for the complete timeline for applications, full details and testimonials from previous fellows.

If you’re interested,  you will need to inform your Faculty Dean/Deputy Dean, to discuss potential sources of funding, and also let the policy team and your faculty impact officer know, so applications can be tracked, and support and guidance provided.

Look out for a post next week on this blog, with details of specific points to consider if you would like to take up this opportunity.

Free interactive training on impact and UKRI/Horizon 2020 funding bids

BU research, Impact, Research Training, Training

If you would like to take the opportunity of online impact training as it relates to the UKRI Case for Support or writing the impact sections of Horizon 2020 proposals, Professor Mark Reed of Fast Track Impact is offering free, interactive webinars, giving you access to his most popular training sessions. Due to a high level of interest, there are now a further 100 tickets available for each of the two courses below:

How to integrate impact into your UKRI Case for Support
A highly interactive opportunity to learn about research impact and discuss example proposals integrating impact into their Case for Support
14.00-15.00, UK time (BST), Wednesday 15th April 2020

  • Learn exactly what impact is (and is not) based on evidence from The Research Impact Handbook
  • Discuss two contrasting examples of applied research proposals that have integrated impact into their case for support, identifying which of the two is best and why (using the break-out room function in Zoom), and report back key features of good practice to the wider group
  • Get a masterclass in integrating impact to bids from Professor Reed
  • Get the option to join free follow-up training to learn more about impact via email over the next 5 weeks
  • Get a free PDF copy of Prof Mark Reed’s book, The Research Impact Handbook (second edition), and access to a video recording of the whole session (exclusive to those attending the webinar)
  • Access is on a first-come-first served basis, with up to 100 spaces available. Book now to avoid disappointment.

How to write the impact sections of a Horizon 2020 proposal
A highly interactive opportunity to learn about research impact and discuss impact sections of funded and rejected Horizon 2020 proposals
15.00-16.00, Central European Time (CET), Friday 3rd April 2020

  • Learn exactly what impact is (and is not) based on evidence from The Research Impact Handbook
  • Discuss two Horizon 2020 proposals (impact sections only) in small groups (using the break-out room function in Zoom), identifying key features of good practice to work out which one was funded
  • Get a masterclass in writing the impact sections of a Horizon 2020 bid by Professor Reed
  • Get the option to join free follow-up training to help you embed what you’ve learned via email over the next 5 weeks
  • Get a free PDF copy of Prof Mark Reed’s book, The Research Impact Handbook (second edition), and access to a video recording of the whole session (exclusive to those attending the webinar)
  • Access is on a first-come-first served basis, with up to 100 spaces available.  to avoid disappointment.

New study published comparing high-scoring and low-scoring impact case studies from REF2014

BU research, Impact, Knowledge Exchange and Impact Team, REF Subjects, Uncategorized

A paper titled: Writing impact case studies: a comparative study of high-scoring and low-scoring case studies from REF2014 was published in Nature this week.

The authors have analysed the content and language of the impact case studies submitted to REF2014 and concluded that: “implicit rules linked to written style may have contributed to scores alongside the published criteria on the significance, reach and attribution of impact”. The article is enlightening, with many useful tables comparing high and low-scoring impact case studies which show a clear difference in content and language between them.

From the abstract: “The paper provides the first empirical evidence across disciplinary main panels of statistically significant linguistic differences between high- versus low-scoring case studies, suggesting that implicit rules linked to written style may have contributed to scores alongside the published criteria on the significance, reach and attribution of impact. High-scoring case studies were more likely to provide specific and high-magnitude articulations of significance and reach than low-scoring cases. High-scoring case studies contained attributional phrases which were more likely to attribute research and/or pathways to impact, and they were written more coherently (containing more explicit causal connections between ideas and more logical connectives) than low-scoring cases. High-scoring case studies appear to have conformed to a distinctive new genre of writing, which was clear and direct, and often simplified in its representation of causality between research and impact, and less likely to contain expressions of uncertainty than typically associated with academic writing.”

The authors analyse each section of impact case studies and find differences in language and content in the research, impact and evidence sections of high and low scoring case studies. As they say: “The findings of our work enable impact case study authors to better understand the genre and make content and language choices that communicate their impact as effectively as possible”.

SciVal – Research Performance Tool Training

BU research, Events, Impact, Research assessment, Research communication, Research Training, Training

Elsevier, the manufacturers of SciVal, will be coming to BU to deliver a number of workshops on their research performance online tool.

SciVal shows bibliometric data for individuals and organisations and is used by some funders and organisations when assessing research grants, informing research evaluation and identifying collaborators worldwide.

27th February 2020 at Talbot Campus

There are two sessions running during the day as follows:

09:30 – 11:00 SciVal for REF purposes

11:30 – 12:30 SciVal Introduction (for Researchers and Professional Support Staff)

13:30 – 14:30 SciVal Introduction (for Researchers and Professional Support Staff)

15:00 – 16:30 SciVal for REF purposes

To register book your place for one of these workshops, please e-mail Organisational Development stating which session(s) you wish to attend.

If you have any queries, please contact RKEDF@bournemouth.ac.uk

 

 

New BU paper published on Plos One

Uncategorized

Congratulation to Dr Francesco Ferraro, who published his latest paper on Plos One. 

The paper “Comparison of balance changes after inspiratory muscle or Otago exercise training” comes from Dr Ferraro`s PhD where, under the supervision of Professor McConnell, Dr Gavin and Associate Professor Wainwright, he looked at the effects of inspiratory muscle training on balance and physical performance with older adults.

This latest paper looks at the potential benefit of inspiratory muscle training as an alternative to standard balance training intervention.  The findings of this pragmatic parallel study support the hypothesis that 8 weeks of unsupervised, individual, home-based inspiratory muscle training, improves balance ability to a similar extent to supervised, group-based balance training in healthy older adults.

The article is now fully available as open access here

https://doi.org/10.1371/journal.pone.0227379

 

–

Dr Ferraro.

fferraro@bournemouth.ac.uk

www.ferrarotrainer.com

 

‘Research adrenaline junkie: how clinical research energised my career’

BU research, Clinical Governance, nhs, NHS

The Royal College of Physicians have recently published a set of articles that reflect the crucial role clinical research plays in the NHS.

This article comes from a Consultant Gastroenterologist at the Royal Wolverhampton NHS Trust in which he talks about the transformational effect that clinical research had on his career.

You can see the article here.

Remember – support and guidance is on offer at BU if you are thinking of conducting clinical research, whether in the NHS, private healthcare or social care  – get in touch with Research Ethics. You can also take a look at the Clinical Governance blog for resources and updates.

Happy reading!

Introduction to Impact Workshop 5th February

BU research, ECR Network, Impact, Research Training, RKE development framework

The societal and economic impact of research is becoming increasingly important in academia, not only for REF purposes, but in funding applications. UKRI announced this week that they are removing impact pathways from their funding applications because impact should be embedded into the research process.

Together with Dr Katey Collins, Impact Champion for HSS, I am running a two hour workshop to explain what impact ‘outside of academia’ means, why it’s important, how to create pathways to impact, and how to evidence the impact your research has created.

If your research is already having an impact, the workshop will give you tools to help accelerate and capture that impact.

If you would like to attend the workshop, you can book here.

New Resolutions for Researching

BU research, ECR Network, Events, Impact, Publishing, Research Training, RKE development framework, Training, writing

There are some great opportunities coming up this month to enhance your research skills.

Writing Academy –  Tuesday 14th – Thursday 16th January

This popular training event will enable you to develop the skills required to improve the quantity and quality of your publications and to develop a publication strategy which best represents you as an academic. Taking place offsite in Bournemouth, this comprises two days in-depth training followed by a supported writing day.

Writing Day – Systematic And Scoping Reviews – Monday 27th January

Systematic and scoping reviews are a great way of publishing quality publications. They are highly valued as REF submissions, especially, but not only, in the health field. One of the most important aspects for a systematic review is to create an effective and professional search strategy. This session will provide information on effective search strategies and advice on writing scoping and systematic reviews from academics with experience in this field.

Introduction to Impact – Wednesday 29th January

This workshop will explain what research impact is, why it matters, and how to build impact into your research from the beginning of a project.

Environment Narrative Writing Day – Friday 31st January

For those who are currently writing their environment narratives for REF submission.

Even more great research training opportunities from the RKEDF can be found on the event calendar.