The management of researchers, particularly facilitating support for career development, providing excellent leadership, and instilling inclusive practices to recruitment and employment provision. These guiding principles, aim to help you to support all members of the research community.
1. Undertake relevant training and development opportunities related to equality, diversity and inclusion, and put this into practice in their work.
2. Ensure that they and their researchers act in accordance with the highest standards of research integrity and professional conduct.
3. Promote a healthy working environment that supports researchers’ wellbeing and mental health, including reporting and addressing incidents of discrimination, bullying and harassment, and poor research integrity.
4. Consider fully, in accordance with statutory rights and institutional policies, flexible working requests and other appropriate arrangements to support researchers.
5. Engage with opportunities to contribute to policy development aimed at creating a more positive research environment and culture within their institution.
1. Undertake relevant training and development opportunities so that they can manage researchers effectively and fulfil their duty of care.
2. Familiarise themselves, and work in accordance with, relevant employment legislation and codes of practice, institutional policies, and the terms and conditions of grant funding.
3. Commit to, and evidence, the inclusive, equitable and transparent recruitment, promotion, and reward of researchers.
4. Actively engage in regular constructive performance management with their researchers.
5. Engage with opportunities to contribute to relevant policy development within their institution.
1. Engage in regular career development discussions with their researchers, including holding a career development review at least annually.
2. Support researchers in exploring and preparing for a diversity of careers, for example, through the use of mentors and careers professionals, training, and secondments.
3. Allocate a minimum of 10 days pro rata, per year, for their researchers to engage with professional development, supporting researchers to balance the delivery of their research and their own professional development.
4. Identify opportunities, and allow time (in addition to the 10 days professional development allowance), for their researchers to develop their research identity and broader leadership skills, and provide appropriate credit and recognition for their endeavours.
5. Engage in leadership and management training to enhance their personal effectiveness, and to promote a positive attitude to professional development.
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