Programme

Registration

Welcome and introduction

Ellen Pearce, Director, Vitae and CEO, CRAC
Prof Peter Doyle, Key Skills Coordinator, London South Bank University and Visiting Professor at University College London

The European Research Area, H2020, the HR Excellence in Research Award and the future directions

Ellen Pearce, Director, Vitae and CEO, CRAC

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Indi Seehra, Director of Human Resources, London School of Economics and Political Science

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Dr Iain Cameron, Head of Research Careers and Diversity, RCUK; Chair, EU Expert Group ‘Shaping the future of the Human Resources Strategy for Researchers – HRS4R’

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Refreshments

Discussion groups: input to the development of a European strategy for the HRS4R to 2020

Facilitators:
Prof Louise Ackers, Director Knowledge and Place Research Group, University of Salford
Dr Janet Metcalfe, Chair and Head, Vitae
Indi Seehra, Director of Human Resources, London School of Economics and Political Science

Lunch

Evaluation and review: panel session; sharing experiences

Hear the emerging experiences of institutional reviews, including from the peer reviewers

Ellen Pearce, Director, Vitae and CEO, CRAC

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Dr Rob Daley, Academic Programme Manager, Heriot-Watt University
Dr Jane Dalton, Researcher development officer, University of York

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Isabelle Halleux, R&D Executive Director, Université de Liège (UK HR Excellence in Research External Reviewer)
Dr Sharon Saunders, Research Staff Development Consultant, University of Cambridge (UK HR Excellence in Research External Reviewer)

15.00

Workshops: case studies, models for evaluation  and evidence gathering

1. Exploring methods to track research staff careers to inform short and long term evaluation

Introductory remarks/Chair - Dr Janet Metcalfe, Chair and Head, Vitae

Dr Justin Hutchence, Research Staff Development Manager, University of Reading

Dr Sharon Saunders, Research Staff Development Consultant, University of Cambridge (UK HR Excellence in Research External Reviewer)

A common area for future focus noted in the four year review documents, is on collecting data about the longer term career outcomes of research staff. This workshop will include brief case studies from institutions planning, or having undertaken projects, to use longitudinal follow up studies and/or exit interviews to contribute to the evaluation of the implementation of the Concordat principles. Participants should come ready to share their own experiences and views.

2. The role of PIs in managing talent: exploring the evidence and future models for evaluation

Many of the institutions which have just undertaken their four-year review process noted that their future strategy included a shift of ‘ownership’ of the agenda from central (often within the HR or staff development departments) to departmental. We know from the PIRLS data that principal investigators and research leaders report least confidence in undertaking the human resources aspects of their roles, and perceive these as less important than other activities. In addition, funding and recognition structures mean that research staff do not always feel valued for their wider contributions. Against this backdrop, UCU are exploring the availability and role of bridging funds and the impact of short term funding for research on research outputs and quality. How do we further embed the delivery of the Concordat principles at research group/departmental level? How do we ensure that institutional policies are known and implemented locally? How should we evaluate this?

3. The role of employment status in recognising researcher contributions and gathering evidence about the implementation of the Concordat principles

Introductory remarks/Chair - Alison Mitchell, Director of Development, Vitae

Dr Jim Baxter, Researcher Skills Senior Training and Development Officer, University of Leeds

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At national and institutional level we are using a range of ways of gathering input and feedback from researchers as part of the on-going evaluation of the implementation of the Concordat and other institutional policies and practices. However, we tend to differentiate staff groups by employment contracts (teaching, research, teaching and research, fixed term etc). In December the Concordat Strategy Group meeting discussed the working definition in the Concordat of researchers being ‘those employed to do research’ and highlighted staff on ‘teaching-only’ contracts who were also undertaking research and whether this affected their ability to access researcher development programmes. How can we best manage the inclusion of all those undertaking research in our success measures and evaluation practice? How does this impact CROS and PIRLS and other methods of collecting ‘researcher’ views?

Conclusions, summary and next steps

Conference close