Tagged / research staff

Recruiting: FST Rep for the Research Staff Association (RSA)

BU research, Research Concordat, Research news, research staff

The BU Research Staff Association (RSA) is a forum to promote research culture at BU. Research staff from across BU are encouraged to network with other researchers, disseminate their work, discuss career opportunities, 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.

The Association is run by three leaders and supported by at least two reps from each faculty.

If you are interested in the FST rep role, please supply a few words to demonstrate your suitability, interest, availability in relation to the position to Researchdev@bournemouth.ac.uk by the 22/10/23.

Eligible research staff are those on research-only contracts – fixed-term or open-ended employment  (not PTHP/casual contracts).

Please contact the RSA FST rep  to chat about it if you have any queries.

Imposter Syndrome

Doctoral College, ECR Network, Events, RKE development framework

 

The Imposter Syndrome session is aimed at colleagues dealing with feelings of imposter syndrome in academia.

At the end of the session attendees will have achieved greater confidence in developing their career and profile.

This workshop aimed at all colleagues dealing with feelings of imposter syndrome in academia and facilitated by Prof. Ann Hemingway, aheming@bournemouth.ac.uk and Prof. Sam Goodman, sgoodman@bournemouth.ac.uk

Thursday 12th October 

from 10.00 – 11.30 at Talbot Campus and MS Teams

To book a place, please complete the Booking form. 

 

For any further information please contact RKEDF@bournemouth.ac.uk

BU Research Staff Association

BU research, Research Concordat, research staff, Uncategorized, Vitae

BU Research Staff Association (RSA) is a forum to promote BU research culture. Research staff from across BU are encouraged to attend to network with others researchers, disseminate their work, discuss career opportunities, 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.

There are three Institutional Representatives. Their role is to facilitate the BU RSA events, attend both the BU RCSG and the URPPC meetings, to provide an update on the BU RSA, and raise any feedback or concerns. The Institutional Representatives are: Chaoguang Wang, Faculty of Media & Communication, Anastasia Vayona, Faculty of Science & Technology, Rejoice Chipuriro, Faculty of Health & Social Science

Each Faculty also has two Research Staff Representatives. Their role is to support the BU reps in facilitating the BU RSA events, attending the BU RCSG and URPPC meetings to provide an update on the BU RSA and feedback any comments or concerns.

The current Faculty Research Staff Representatives are:

Faculty of Health and Social Science, Gladys Yinusa and Sophia Amenyah

Faculty of Science and Technology, Kimberley Davies

You can  contact the RSA reps @ ResearchStaffAssociation@bournemouth.ac.uk

 

 

BU’s ECR- Dr Rejoice Chipuriro awarded NIHR Clinical Research Network Wessex grant to work with underserved communities in health and social care

Awarded & submitted bids, BU research, ECR Network, NHS, Research news, research staff

Dr Rejoice Chipuriro a Post-doctoral researcher in the Department of Social Science and Social Work has been awarded a grant from the NIHR Clinical Research Network Wessex. The grant is aimed at generating new insights into asylums seekers’ lived experiences with community based mental health care support services. This study involves partnership between Bournemouth University and Vita Nova- a community arts organisation that supports people in recovery from addiction. Vita Nova works in a holistic way to support members with their ongoing recovery programs which helps to avoid relapse back into treatment centres, mental health institutions or prison.

In recent years Vita Nova has worked with other underserved communities including asylum seekers, for example the Refugee Nativity last Christmas with local asylum seekers which brought communities together and raised awareness of the current refugee crisis. Vita Nova uses creativity to process trauma as a form of art therapy. Asylum seekers will be supported by Vita Nova to co-produce drama and photography for public exhibition to connect with mental health service in community, as well as the public, to dispel stigma around mental health and marginalisation of asylum seekers. The photo exhibition will also be co-designed with asylum seekers as a way for participants to share about their lived experiences, and break taboos about mental health.

 

Talking about this new research Dr Rejoice Chipuriro shared the following, ‘Mental health is a priority area for the NHS. Asylum seekers are listed by the NIHR as an underserved group in health research which is why this research seeks to generate new knowledge about mental health which is co-produced with asylum seekers.’

Michael Armstrong the Creative Producer at Vita Nova had this to share , ‘ As we step into a new chapter, we’re reflecting on the journey that brought us here. Rooted in the centre of Boscombe, our charity has dedicated itself to empowering community members and artists alike for almost 25 years. Through a rich tapestry of events and projects, we’ve woven connections, shared stories, and nurtured creativity. The partnership with Bournemouth University advances our approach to evaluation and how we can capture the voices of some of the most vulnerable people in our wonderful community.’

Sharon Coyne, Artistic Director at Vita Nova says ‘our partnership with Bournemouth University really helps us think differently about how we communicate the experience of our wonderful members and engage new partners and (hopefully) new funders’.

Congratulations Rejoice!

PTHP advert for a Research Assistant ( TANGERINE)

Research communication, Research news, research opportunities, research staff

Do you have experience in quantitative data analysis and analysing large datasets?

 

We have an exciting opportunity for a part-time research assistant role to undertake secondary data analysis of UK Biobank and Understanding Society data using statistics software (e.g. Stata, R).

We have secured prestigious funding from UKRI (MRC) for a project starting 30th September 2023. The project is a collaboration between Bournemouth University as lead, Loughborough University and University of Chester that aims to develop a food-based intervention to improve nutrition in UK South Asian and Black African and Caribbean older adults.

There is up to 240 hours of funded work to be delivered between a 6-12 month period and can be undertaken through secure remote working.

If you would like to know more about the opportunity, please send your CV and email (no later than 25th August 2023) to Professor Rebecca Hardy, Professor of Epidemiology and Medical Statistics r.j.hardy@lboro.ac.uk. or Professor Jane Murphy, Professor of Nutrition jmurphy@bournemouth.ac.uk. Please contact Professor Hardy if you have any queries about the skills required for the post.

 

We welcome expressions of interest from people from a Black, Asian or other Minority Ethnic background but accept applications from all groups.

 

Welcome to the Bournemouth University Research Staff Association (RSA)

BU research, Research communication, research staff, RKE development framework, Uncategorized

Welcome to the Bournemouth University Research Staff Association (RSA)

 

 

What is it?

An association run by BU researchers from all faculties who want to make BU a great place to work and do research. We aim to ensure that researchers are supported to realise their full potential and to develop and produce research of the highest quality. (There are Research Staff Associations throughout UK universities and one of our BU RSA representatives is also a member of the UK RSA).

 

Who is it for?

Almost everyone! Postdoctoral researchers, research fellows, research assistants as well as anyone else who is actively engaged in research (or planning to be): postgraduate researchers; staff on teaching and research, or teaching contracts; clinicians; professional support staff; technicians.

 

What are our aims?

To help make BU a great place for researchers to work and progress in their careers.

 

To support BU researchers to produce excellent research by enabling them to thrive, personally and professionally through informal peer support / friendship with other researchers and encouraging BU to provide

      • a well-designed induction
      • a caring and helpful mentor
      • support to develop research and professional skills
      • increased job security
      • a university culture of inclusion, kindness, care, and support
      • opportunities to network, collaborate, share, and learn

 

How do we do that?

We support researchers through:

 

  1. Signposting you to the BU teams or individuals who can help you with issues such as: employment and contracts, work conditions, fairness and equity, discrimination, unions, professional development, careers advice, support for mental health and well-being.

 

  1. Offering peer support – opportunities to meet, socialise, network, share ideas, and collaborate with researchers from different faculties. We run informal online get-togethers and coffee mornings in faculties. We are also developing a series of university-wide events (in partnership with the Early Career Network) on topics such as career progression, funding, wellbeing.

 

  1. Representing you – raising concerns, lobbying, and advocating for researchers at the:
    • Research Concordat Steering Group. This group is responsible for helping BU translate the ideals of the Concordat to Support the Career Development of Researchers into improved researcher career development and effective policies.  The steering group can then highlight responsibilities across university departments from line managers and HR to the Vice Chancellor and the Executive Team.

 

    • Faculty Research & Professional Practice Committees (FRPPC) – where we can highlight specific initiatives and the vital role that line managers and senior academics play in facilitating the development of researchers in their department.

 

    • University Research & Professional Practice Committee (URPPC) where we can share the combined voice and experiences of research staff to shape the development of University wide research-based policy and procedures.

 

What do we need to succeed? 

You!  We need to know what the important issues, concerns, challenges, and aspirations of BU researchers are. We can then try to provide informative sessions which address the issues that are important to you, advocate for change – as well as letting BU know when they are getting it right! We would also like to get to know you and learn from your experiences – doing research can be lonely and being in contact with other researchers enriches our day.

 

When does the RSA meet?

The RSA meets regularly throughout the year. Everyone is welcome to attend or share issues that you would like raised with your faculty rep

 

How do I get involved/get in touch with the RSA representative for my faculty?

 

Your current reps are:

 

Faculty of Health & Social Science                         Sophia Amenyah samenyah@bournemouth.ac.uk

                                                                                             Gladys Yinusa yinusagg@bournemouth.ac.uk

 Faculty of Science & Technology                           Kimberley Davies daviesk@bournemouth.ac.uk

                                                                                            Sarah Elliott  selliott@bournemouth.ac.uk 

Faculty of Media & Communications                   No representative at present.

BU Business School:                                                   No representative at present.

 

 

 

Institutional Reps:                                                      Chaoguang Wang   wangc@bournemouth.ac.uk

                                                                                            Anastasia Vayona   avayona@bournemouth.ac.uk

                                                                                           Rejoice Chipuriro          rchipuriro@bournemouth.ac.uk

 

Academic Reps:                                                           BUBS-Rafaelle Nicholson rnicholson@bournemouth.ac.uk

                                                                                           BUBS-Julia Hibbert jhibbert@bournemouth.ac.uk

                                                                                           FST-Derek Pitman dpitman@bournemouth.ac.uk

                                                                                           FST-Michelle Heward mheward@bournemouth.ac.uk

                                                                                          FST-Ruijie Wang rwang3@bournemouth.ac.uk

 

 

Updated documentation for the BU Bridging Fund Scheme

Research news, research staff

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).

RIPEN Hub Funding Calls Live

Funding opportunities, Research Integritiy, research integrity, Research news, research opportunities, research staff

The RIPEN Hub will receive £250,000 per annum from the BBSRC (Biotechnology and Biological Sciences Research Council) – Diet and Health Open Innovation Research Club to fund research across three streams. The three streams are:

Feasibility Award, each with a maximum value of £100,000 with match funding from industrial partner

Mobility Award, each with a maximum value of £100,000

Progression Award, each with a maximum value of £50,000


Project applications should align with the 2023/24 priority areas listed below: 

a.     Food structure (matrix effects, bioavailability)

b.     Food processing (degree and type of processing)

c.      Chemical constituents in foods (fibre, vitamins, additives, sweeteners)

d.     Alternative food sources (plants, insects, algae)

e.     Targeted nutrition (individual/grouped)

To be able to apply, you have to be a member of the RIPEN Hub.

Join the RIPEN Hub:

https://www.ripenhub.co.uk/membership

Reminder about the BU Bridging Fund for researchers

Research news, research staff

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).

Studentship Funding Panel: call for Chair, Deputy Chair & Panel Members

BU research, BU2025, Doctoral College, Funding opportunities, Fusion, PG research, Postgraduate Research, Research Supervision, Uncategorized

***DEADLINE EXTENDED TO 6 FEBRUARY 2023***  The Studentship Funding Panel is responsible on behalf of the Research Performance and Management Committee (RPMC) for providing internal funding and support to ensure the University maximises opportunities for investing the University’s QR RDP Supervision grant in match funded studentships, in line with the BU2025 Research Principles.

We are seeking expressions of interest (EoIs) for the Chair, Deputy Chair and Panel members for the new panel.

Chairs should be members of the Professoriate – this is extended to Associate Professors for the Deputy Chair role. Applications from underrepresented groups (minority ethnic, declared disability) are particularly welcome.

EoIs for Panel members are open to the wider academic community, not just the Professoriate.

Application: EoIs will be reviewed against selection criterion which includes knowledge and experience of knowledge exchange, innovation and impact, experience of chairing meetings and plans for leading the research agenda across the university.

EoIs for the Chair and Deputy Chair roles should consist of a short case (maximum length of one page) on the form provided outlining suitability for the role. These should be submitted to the Doctoral College mailbox by the deadline of 5pm on 6 February 2023.

EoIs for Panel member roles should consist of a short case (maximum length of half a page) on the form provided outlining suitability for the role. These should be submitted to the  Doctoral College mailbox by the deadline of 5pm on 6 February 2023.

Please note: EoIs should specify to which role the applicant is applying.

There will be a delay in response to Panel member applications until the Chair and Deputy Chair roles are appointed by 6 March 2023. After this the Panel Members will be contacted about their appointment.

There will be an orientation meeting on at 10am on 9 March 2023 for the Chairs and Deputy Chairs. This will be with Deputy VC Tim McIntyre-Bhatty.

Full details are available here:

BU Studentship Funding Panel – ToR.pdf

BU Studentship Funding Panel – Chair & Deputy Chair Role Descriptor

BU Studentship Funding Panel – Panel Member Role Descriptor

BU Studentship Funding Panel – Expressions of Interest

Are you a member of research staff? Come for coffee and cake on 24th November!

BU research, Coffee Morning, ECR Network, Events, research staff

The BU Research Staff Association would like to invite all research staff to an in-person meet up for coffee and cake on Thursday 24 November on Talbot Campus in F106 (Fusion Building) between 12 and 1pm.

Bring your lunch and a coffee, and we will provide the cake! (Note: it may not look as good as this one does.)

File:Pound layer cake.jpg

This will be an opportunity for you to meet the Research Staff Association (RSA) Reps. We currently have three reps from HSS (Sophia Amenyah, Michelle Heward, Gladys Yinusa), three from FST (Sarah Elliott, Kim Davies and Sam Greenhill) and one from BUBS (Raf Nicholson).

This will also be an opportunity for research staff members to meet those within the same community, and to provide the opportunity for us all to get to know each other and support each other.

The RSA is a network to support research staff on fixed term contracts and to provide a mechanism to feed back to the university any issues or problems that arise.

At the meet-up, we will also be discussing the possibility of mentoring, within our departments and faculties – please do come along if you are interested in hearing more about mentoring, or want to provide some input into how BU can best support your development as a researcher via mentoring.

We would also like to take this opportunity to advertise for a rep from the Faculty of Media and Communications which is currently the only faculty not represented by a RSA rep. Please contact us if you are interested.

We hope to see you on 24 November!

Reminder about the BU Bridging Fund for researchers

Research news, research staff

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

Research news, research staff

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).

Research staff ‘virtual writing workshop’ 29 June 13.30-16.30pm

BU research, BU2025, ECR Network, Events, PG research, Postgraduate Research, Publishing, research staff, Uncategorized, writing

This is a reminder about our ‘Virtual Writing Workshop’ on 29 June 13.30 – 16.30pm. We will have 2 blocks of writing (just over an hour each and then a break in the middle to get a coffee and chat to other researchers if you wish). If you can’t make 13.30 you can join a bit later – no worries.

This is for anyone (PhD student, academic, full time researcher) who wants to/needs to write and would like to do that in the company of colleagues from across the university.

Please come prepared with something you are working on. We recommend turning off email notifications and anything else that could distract to help us get the most out of the time – but your decision – it’s your time!

Please click this Zoom link to join us.

Kind regards, BU Research Staff Association

Reminder about the BU Bridging Fund

Research news, research staff

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

Research news, research staff

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).