Transcript This space is for the name and role of the speaker. A sans

A shifting employment landscape for
HE Research Staff
Christian Carter, Personnel Manager (Policy Development)
What might be
influencing this
changing environment?
University Strategy
UK Funding strategy
UK political opinion
European Union
Researchers: You
My job description
“Respond to (and influence) the
employment landscape for the
benefit of the University of Bristol and
UK HE”
Employment landscape
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30,000 RS in UK HEI’s (1200 at Bristol)
1996 Research employment ‘Concordat’
1997 Research Careers Initiative work
2002 Sir Gareth Roberts government review ‘SET For
Success’
• 2002 House of Commons Science enquiry into short
term contracts in Science
Employment background cont…
• 2002 EU FTC Legislation introduced
• 2002 HM Treasury Report ‘Investing in Innovation: A
Strategy for Science, Engineering and Technology’ (Part of
2002 Spending Review)
• 2003 Final report of the Research Careers Initiative
• 2003 Launch of Funders Forum
• 2004 Roberts Review funds begin!
• 2004 Launch of Research Careers Government Committee
• 2005 Launch of European Charter for Researchers
• 2006 FTC legislation effective
Lots of talk and policy but how much
action is possible locally?
RS actions happening now
Careers Advice
Annual Conference
Communication & Reps
Web site
Training
Why do this? - University Strategy
Why do this? – University strategy
Our mission
The University of Bristol is a world-class institution that contributes to
society by advancing knowledge and developing creative graduates,
and through its cultural, social, economic and environmental
activities.
Supporting the Mission (one of 10 key objectives)
Implement the next phases of its strategy to develop a more
united and motivated workforce - one that is well led, well
informed, properly rewarded and provided with a positive work
environment
Why do this? – HR Strategy
RS featured in two of the eight key HR objectives….
Objective 5: Positive Work Environment
Continued action to establish a positive work environment for all
staff, including equal opportunities and diversity, dignity at work,
working hours, fitness to work, communication, participation and
partnership and improvements in the physical and social
environment.
Objective 6: Governance and Policy Review
Actions to review and update our governance and policy framework,
in particular those statutes, ordinances, policies and procedures
covering grievance, conduct, performance and ill-health, the use of
fixed-term contracts, redundancy arrangements and the
management of “atypical staff”.
OK, so what’s the impact?
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Impact so far 2003 - 2007
Staff group
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The university is committed to training and
developing its staff (agree) (PWE 2007)
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staff group
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The university demonstrates it cares
about people it employs (PWE 2007)
Some feedback………(positive)
“I think Bristol is doing a great job here”
“Bristol has an extensive program for Research Staff. I
feel a lot is being done for fixed term contractors”
“I think the university really values research staff and the
conditions and opportunities available to them has
increased immensely in the 10 years since I started here”
Some feedback………(needs work)
“Lack of job stability is THE main problem still”
“We still don't have job security”
“I believe the University as an institution is addressing
issues RS face; however, I think PIs believe it is all a waste
of time as we are here to participate in research only”
Plenty of work to be done….
Sarah Musson, Career Coaching Manager
Dr Alison Leggett, Research Staff
Development Manager
Research Staff Training and
Alison
Leggett
Development
Research Staff Development Manager
• Training 2008/2009
• Departmental Project fund
• Research Staff Reps
Training
• Various short workshops
• Piloting several new workshops and events
• Speed reading, memory skills, public engagement,
enterprise skills
• Longer-term programmes:
• Management diploma
• Plans to develop the training pages of the
RS website (www.bris.ac.uk/researchstaff)
• Details of course and trainers
• Feedback from previous attendees
Research Skills
Careers Courses
• Academic/non-academic c.v.s
• Where am I going?
• Working towards a lectureship
Statistics
RS
•Papers, rapid, focused first draft
•Writing message-driven books
•Rapid reading
•Memory skills
•Teaching and learning
•Presenting with confidence and
flair
•Grant writing and funding
•Effective networking
•Creative problem solving
Personal development/
effectiveness
Public Engagement and
Enterprise
•Enterprise skills training
•Intro to the media
•Why engage?
•Communicating to nonspecialists
•Writing for the public
•Volunteers event
•Memory skills
•Effective networking
•Personal impact
•Managing research relationships
•PDP and staff review
•Management diploma
What do you want?
Departmental Project fund
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To help develop leadership and transferable skills through projects which
originate from RS ideas and/or local needs and which benefit UoB
researchers:
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Develop transferable skills of RS
Improve the morale/motivation of RS
Improve departmental practices with regard to RS
Improve communication within or between departments
Any member of RS staff can apply (individually or as a group)
Max £5000
Bids assessed by a panel
Written report or presentation to rep committee following project
Next Deadline: 2 September 2008
Success stories
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Vascular…conference at DHB (now gained external funding)
Biology – seminar series
Chemistry – new staff library
Research Staff
representatives
• Each department/unit should have at least one rep
who will:
• Represent the views of departmental RS at the University
RS Reps Committee and thereby inform decision-making:
• Reward
• FTC/redundancy (READ NICK’s E-MAIL and expand)
• To help inform research staff of University-wide
developments that may have an impact on their role or
career aspirations.
• To provide information and support to new RS in their
department.
Research Staff Communication Process
Individual Research Staff in
departments
e-mail and face to face
communication
Department research
staff meetings
Departmental Representatives
Meeting with Head of
Department/ Research
Director
Research Staff Representative
Committee
(3 meetings per year)
Agenda and notes on
RS Web site
3 Departmental Representatives
Research Staff Working Party
(3 meeting per year)
University Personnel & Staff
Development Committee
And
University Research Committee
Annual Report (October)
Agenda and notes on RS
Web site
Annual Report (March)
More reps needed!
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Civil Engineering
Computer Science
Electrical & Electronic
Engineering
Engineering Mathematics
Medical Physics
Obstetrics & Gynaecology
Cardiac, Anaesthetic and
Radiological Sciences
Medical Postgraduate Unit
Leverhulme Centre for Market
and Public Organisation
Centre for Deaf Studies
Economics
School for Policy Studies
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Oncology
Centre for Ethics in Medicine
Avon Longitudinal Study of
Parents and Children
Dental Postgraduate Unit
Department of Oral & Dental
Science
Physiology
Earth Sciences
Mathematics
School of Law
Management Research Centre
Politics
Sociology
Staff Career Coaching
Why?
What?
How?
Why?
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Never chose, fell into, offered
FT funding
Lectureship
Enjoyment
Don’t want to lead a group
Want to identify new opportunities
Self-awareness
Reflect / review
Opportunity
awareness
Decision making
So we will…
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Reflect on where you’ve come from
Jigsaw puzzle
Explore assumptions
Self-limiting beliefs
Give exercises
Whole life
[email protected]
Clare Brophy
Jo Hutchings
Sarah Musson