Achievements against Implementation Plan 2012-14
Action
Principle
Responsible
Progress
1. Roll out programme of
HR training for all PIs
with responsibility for
staff
1,2,3,4,5,6
SDU, HR
(Ops)
Significant progress – the briefing sessions, which were
developed in our initial plan and launched this semester,
have been strongly supported by Faculty PVCs, and there is
an expectation that Principal Investigators attend. 202 PIs
have attended so far and average evaluation ratings have
been 4.15/5. Further sessions are booked for the autumn
as part of an ongoing programme of training and refresher
briefings, and numbers will be monitored quarterly by the
HR Excellence in Research Steering Group. In their
employment letter, PIs new to the University are directed to
information on their responsibilities and encouraged to book
onto the PI briefings. Contract enclosures available at
http://www.ncl.ac.uk/hr/recruitment/enclosures.php The
next steps will now be to enhance the offering with
appropriate skills-based development interventions.
2. Develop
communications to
accompany the award
of a new grant to
ensure that all new PIs
are reminded of their
responsibilities under
the Concordat and
made aware of the
support available to
them
1,2,3,4,5,6
HR (Ops),
URO
Completed – PIs now receive an email communication on
the award of a new grant which directs them to the PI web
page containing information on their responsibilities, the PI
manual and contacts to arrange to attend a PI briefing.
This ensures that all new PIs are aware at an early stage of
the University’s expectations of them as a research
manager. PI web page accessible from HR Home Page and
available at www.ncl.ac.uk/hr/about/researchers/principalinvestigator.php
3. Continue to raise
2,3,4,5
SDU, HR
Significant progress – Latest University quarterly reports
Achievements against Concordat Implementation Plan 2012-2014
1
Helen Cameron, 29th August 2014
Action
Principle
awareness of the
University’s policy to
conduct annual PDRs
for all staff and actively
monitor PDR rates for
research staff via SAP
4. Identify and publicise
examples of good
practice in researcher
development and
management.
1,2,3,4,5,6
Responsible
Progress
(Ops),
Faculty
PVCs, Heads
of Academic
Units,
(31st July 2014) record 90.6% researchers as having
received a PDR in the last year. Statistics for research staff
PDRs are now being produced on a quarterly basis by
academic unit and monitored by Faculty Executive Boards
and the HR Excellence in Research Steering Group to
increase uptake. 76% researchers reported having a PDR
in 2013 EOS compared with 74% (CROS) two years ago.
The PDR form was also revised to build in more detailed
prompts on career development and links to the Academic
Career Pathways and the Career Pathways Framework for
research staff, researcher role profiles etc and is available
at
www.ncl.ac.uk/staffdev/assets/documents/ResearchStaffPD
RJanuary2014sage.docx Researchers are reminded at
induction and Career Pathways events of their joint
responsibility in the process and the need to engage fully
with PDRs and their personal career development. As
engagement with PDR increases, the next steps are to work
on the quality and effectiveness of the PDR process.
SDU, Faculty
Research
Deans
Completed – 10 PI case studies have been developed as a
web resource to support good practice in researcher
management and development, each illustrating a range of
different learning points. These are complemented by a
number of researcher case studies which demonstrate ways
in which researchers can engage with the opportunities
provided by both PIs and University and Faculty support
mechanisms to develop their careers either in research (10)
or in alternative career paths (8). Some of the exemplars
are also regular speakers on our PI Development
Programme and evaluations of their input are consistently
positive. Case studies are available at:
www.ncl.ac.uk/staffdev/devactivities/research/planning/pro
Achievements against Concordat Implementation Plan 2012-2014
2
Helen Cameron, 29th August 2014
Action
Principle
Responsible
Progress
files/index.htm As this is a new resource, further work is
still required to maximise its potential, and it has not yet
been possible to measure impact to date.
3
5. Further develop the
integration of faculty
induction programme
for new research staff,
including six month
follow up workshop and
integration with the
Career Pathways
Framework. Also
develop appropriate
mechanisms to extend
our induction
procedures to research
staff employed in our
ventures in Singapore
and Malaysia.
6. Roll out Career
Pathways Framework
for researchers in
Faculty of SAGE
2,3,4
SDU, Faculty
Research
Deans
Completed – the University now has a comprehensive web
resource to support induction activities and this also
provides an introduction to Newcastle University for our
staff employed at other locations. Bimonthly Faculty
induction programmes involving Faculty Research Deans,
Research Funding Development Managers and Research
Staff Support Team members have now been fully
integrated with the Career Pathways Framework in FMS and
SAGE and a recap version is available. 80% of those
attending indicated they were very satisfied or satisfied
with their induction to the University. The challenge is now
to increase awareness (67%) and uptake (49%) of Faculty
induction programmes and to enhance our online materials
to provide further support and information for staff who are
not based in Newcastle or who are unable to attend.
Awareness will be monitored in the 2015 CROS survey, and
numbers attending induction will be reported on an annual
basis to the HR Excellence in Research Steering Group.
SDU, HR
(Ops), SAGE
Faculty
Research
Dean
Completed – the career pathways framework has been
successfully rolled out in SAGE. The Faculty Fellowships in
particular have been extremely successful. Two cohorts
have been recruited and of these one has already been
successful in applying for a lectureship and one has been
awarded an MSCA International Outgoing fellowship in
partnership with Shell. The scheme has also been
recognised by EPSRC and NERC and our fellows are able to
apply for funding as PIs in their own right. Biographies
from the two cohorts are now available at
Achievements against Concordat Implementation Plan 2012-2014
3
Helen Cameron, 29th August 2014
Action
Principle
Responsible
Progress
www.ncl.ac.uk/staffdev/assets/documents/sage-facultyfellows-profiles.pdf Faculty inductions have been integrated
with the scheme and PDR forms for researchers revised to
incorporate it, and HSS plan to extend participation to their
research staff. To date only one career pathway review has
taken place in SAGE, which attracted very positive
feedback, but in view of the overlap with various mentoring
schemes it is possible that researchers have chosen this
alternative route. Our next plan intends to examine and
further integrate our support and mentoring initiatives in
order to provide a more coherent support structure going
forward. The HR Excellence in Research Steering Group will
continue to monitor engagement with the Scheme on an
annual basis.
7. Further develop
mentoring scheme to
increase participation
rates among research
staff, and to extend to
all academic staff
3
SDU, Faculty
Research
Deans,
Heads of
Academic
Units
Achievements against Concordat Implementation Plan 2012-2014
4
Significant progress – we relaunched the Academic and
Research Mentoring Scheme within SAGE. We currently
have 67 mentees and mentors registered on the central
mentoring tracking and recording system. In addition
several local schemes for researchers exist around the
University in addition to the FMS internal and external
fellowships and ‘Career Track Fellowship’ scheme, and
through the Athena SWAN Silver award applicant academic
units. In EOS, 29% reported having been mentored in their
current role though awareness of the various schemes has
remained at 55%. The challenge going forward is now to
consolidate these schemes into a more coherent and
accessible offering and to recruit and train sufficient
mentors to meet the very high reported demand from
researchers (37% in EOS). Mentoring is a significant
element of our next Implementation Plan, and progress will
be monitored quarterly by the HR Excellence in Research
Helen Cameron, 29th August 2014
Action
Principle
Responsible
Progress
Steering Group and via the 2015 CROS survey.
8. Extend success factors
pilot to senior
researchers, and work
towards integration
with external sectorwide frameworks and
other development
frameworks within the
University
1,3,4
SDU, HR
(Ops)
Some progress made – the success factors were trialled at
an FMS Development Centre in 2013 and have proved to be
robust for the identification and development of future
senior research leaders. A further Development Centre is
to be held in spring 2015, following which the success
factors will be finalised. The project to integrate our
internal development frameworks and competencies
schemes with one another and with external sector-wide
frameworks is a longer term piece of work which is
progressing slowly but was inevitably delayed by the
implementation of the UKPSF standards. This action is
being carried forward into our next plan.
9. Explore mechanisms to
enable researchers to
have more interactions
with research users
3,5
SDU,
Careers, RES
(KTP &
Enterprise
teams)
Significant progress – research staff are provided with a
range of opportunities to develop their entrepreneurial
skills, and to engage with and gain insights from outside
academia through seminars and talks from visiting
speakers, courses, visits by post doc associations to local
companies, engagement with community projects, such as
the Cancer Research UK charity runs, and entrepreneurial
competitions such as our EPSRC funded 9 month enterprise
programme ACTION which culminates in a ‘Dragon’s Den’
style event where teams pitch to a panel of judges for
money to further their business idea of for their own
entrepreneurial development in front of invited guests and
members of the public. Research Funding Development
Managers and Business Enterprise Teams provide training
and one to one advice on funding and opportunities to
assist researchers in these activities, including: the EPSRC
funded ‘Pathways to Impact’ TSB preparation awards to
develop interactions with end users following an EPSRC
Achievements against Concordat Implementation Plan 2012-2014
5
Helen Cameron, 29th August 2014
Action
Principle
Responsible
Progress
award with a view to developing funding applications to the
TSB; the opportunity to engage with the HEIF funded
Business Voucher Scheme whereby new SMEs are invited to
engage with University expertise to resolve technical
issues; EPSRC funding for incoming and outgoing
secondments to bridge the gap between Universities and
industry; and events held by LEPs and Universities with
industry, which have led to new research and consultancy
projects. For example the ‘Driving Innovation’ event in
2013 specifically showcased specialist research capability
for the automotive industry and included the work of four of
our research staff; and 7 researchers have had projects
with SMEs via the Business Voucher Scheme. We have one
of the highest KTP participation rates in the country
(currently 21 schemes) in which successful appointees are
involved in working on technology transfer solutions to SME
problems. 14 RAs have received £80K each to work on
Follow on Funded Projects to work on EPSRC related
technologies with commercial impact; and 4 researchers
are working on Seedcorn funded projects of £10-15K to
explore commercial viability of their research. We also
have 5 researchers going out to companies on Impact
Accelerator Account Knowledge Transfer Secondments and
two industrialists are seconded in to the University on an
IAA KTS. Many of our schools and institutes work in close
partnership with research users on joint projects with
researchers taking a key role in working within the
company, attending meetings with companies, engaging in
consultancy activities or managing projects on behalf of the
PI which gives them a closer feel for the pressures of
working outside academia. Some researchers are involved
in developing and running company spinouts; and some
have the opportunity to benefit from the colocation of
Achievements against Concordat Implementation Plan 2012-2014
6
Helen Cameron, 29th August 2014
Action
Principle
Responsible
Progress
research and development capabilities with our Schools,
such as the Dyson research centre, and Red Hat – the
largest open source company in the world, thus enabling
the cross fertilisation of ideas and talent and creating a
potential alternative career pipeline for some of our
research staff. The development of Newcastle as a Science
City will enable us to capitalise much further on such
developments as we attract new companies to the region to
work alongside academic expertise. Strategic funds have
also been allocated for next year to enable us to create
more opportunities for researchers to become involved with
research users to develop research impact.
10. Further encourage
international mobility
of research staff
1,3
SDU, RES
Achievements against Concordat Implementation Plan 2012-2014
Significant progress – international mobility is a key strand
of the University’s Internationalisation Strategy and it is
University policy both to seek to attract further incoming
Marie Curie fellowships (Newcastle hosted 27 MSCA
fellowships under FP7 where fellows moved country to take
up the opportunity) and to encourage more researchers and
academic staff to apply for MSCA outgoing fellowships and
to engage in international partnerships and networks. Five
of our research staff were involved in international staff
exchanges under FP7 RISE projects. Modest funds are
available from the European Office to facilitate visits to
promote international collaborations and researchers are
encouraged to subscribe to the EU and International
Research Funding Opportunities mailing list which contains
details of all opportunities for research staff to apply for
international funding. A new International Research
Collaboration Award (IRCA) has been established to pumpprime new collaborative projects or provide supplementary
funds to add an international element to existing UK-based
projects such as exploratory joint research initiatives,
7
Helen Cameron, 29th August 2014
Action
Principle
Responsible
Progress
targeted workshops, bid writing meetings, academic staff
exchanges and/or the formation of collaborative networks.
The IRCA explicitly recognises the importance of nurturing a
new generation of global researchers. Therefore, proposals
must include a mentoring arrangement and those including
early career/doctoral researcher mobility are encouraged.
Two of our researcher case studies feature researchers who
have embraced international mobility, including one who is
a ‘multiplier’ on the EU’s Voice of the Researcher. The
University is a Local Contact Point for Euraxess. Two
members of staff attended the EC Raising Researchers’
Voices Conference in Brussels in November 2013 and
another has recently attended a TOP II Networking
conference in Barcelona. There have been few
opportunities as yet to link with Singapore and Malaysia
who are just starting to build their research capability,
however the work we have undertaken on short term and
long term assignments policies will facilitate future
secondments and appointments. In our next plan, we look
forward to developing a more comprehensive offering to
support international mobility and attract top international
research talent by maximising our engagement with
Euraxess, advertising all research jobs on the Euraxess jobs
portal and building relationships with Euraxess links officers
based in Singapore, Malaysia and China to assist with
raising our recruitment profile overseas.
11. Continue to explore
opportunities to embed
our career
development and
advice while
consolidating existing
2,3,4
SDU, Careers Significant progress – formal provision of careers advice for
Service
researchers has been reviewed and retained and 118 one to
one meetings have so far taken place with our researcher
careers officer over the course of this plan. Engagement
with lunchtime events and our transitions programme for
researchers considering moving out of HE has continued to
Achievements against Concordat Implementation Plan 2012-2014
8
Helen Cameron, 29th August 2014
Action
Principle
Responsible
provision
12. Develop mechanisms
to encourage research
staff to develop their
academic career
Progress
be popular and very well received. A career planning
workshop is now an essential element of our researcher
Career Pathways Framework and already 114 researchers
have attended this academic year. We have developed a
comprehensive online careers information and advice
resource for researchers and case studies featuring our own
research staff have been developed for the website to help
support and guide researchers in making their career
choices and to demonstrate the options available to them
and where they can find assistance. Case study
participants are available to be contacted for advice and
information. This on-line resource has just been completed
so it will be some time before we are able to evaluate
impact, but we look forward in the next plan to how we can
maximise use of these tools in our support for researchers.
The HR Excellence in Research Steering Group will monitor
engagement with careers provision and with the online
resources and will review the offering on an annual basis.
4
SDU, Faculty
Research
Deans,
Research
Funding
Development
Managers,
Heads of
Academic
Unit
Achievements against Concordat Implementation Plan 2012-2014
9
Ongoing – EOS results confirm the positive work in this
area with 81% reporting they are encouraged to engage in
personal and career development, 87% stating that their PI
encourages their development, and 87% agreeing that they
take ownership of their career development. These results
are higher for researchers than for any other group of staff
in the University and will be reviewed in the 2015 CROS.
The expectation to support and encourage career
development is strongly emphasised in PI Briefing sessions.
The Career Pathways Framework
www.ncl.ac.uk/staffdev/devactivities/research/pathway is
also a critical means of ensuring that researchers are
actively planning their careers from the very first
intervention at induction to the career planning workshops.
Helen Cameron, 29th August 2014
Action
Principle
Responsible
Progress
Faculty inductions include talks from the Research Deans on
our expectations of them as researchers and from the
Research Funding Development Managers on the
opportunities to apply for research funding and the
assistance available to support them. Researchers are
encouraged to join funding mailing lists, and opportunities
appropriate to research staff are frequently circulated on
the research staff mailbase. One to one advice and
support, including mock panels, is offered with fellowship
applications. Researchers are encouraged to develop their
own web profile through myImpact and so far 644 (58%)
have engaged with this tool. The revised PDR form and our
mentoring activities are focused around the essential
elements of an academic career and case studies of some
of our PIs and successful researchers have been developed
to illustrate the skills required to succeed in research and
the ways in which PIs can support them. Case studies
include researchers who have initiated funding proposals
and been recognised through our promotions procedures
despite not being able to apply for funding as a PI;
researchers who have engaged in international mobility and
a researcher who came into research late in his career and
the adjustments he has had to make to be successful in
research. The SAGE Faculty Fellowship Scheme
www.ncl.ac.uk/staffdev/devactivities/research/pathway/fell
owships/index.htm has been hugely successful in
identifying and nurturing excellent research talent and two
have already gone on to secure external fellowships or
academic positions. The Scheme has been formally
recognised by EPSRC and NERC and our Fellows are eligible
for PI status on their proposals. The Faculty of Medical
Sciences has also funded internal research fellowships for a
number of years which are recognised by the MRC and the
Achievements against Concordat Implementation Plan 2012-2014
10
Helen Cameron, 29th August 2014
Action
Principle
Responsible
Progress
Faculty is currently piloting the extension of this scheme in
the appointment of Early Career Researchers to the Faculty.
Many research staff have the opportunity to be involved in
teaching and/or in the supervision of undergraduate or PhD
projects. All such staff are supported through a suite of
relevant training from the Staff Development Unit. This
includes the opportunity to take part or all of the Certificate
in Advanced Studies in Academic Practice leading to
recognition at Descriptor 1 or 2 of the UK Professional
Standards Framework (UKPSF). We recognise the
importance of this area of work and will be continuing in the
next plan to develop and embed these activities
13. Encourage and support
all academic units
within the Faculties of
Medical Sciences and
SAgE to apply for the
Athena SWAN Silver
award
6
HR
(Diversity),
SDU, Faculty
Research
Deans,
Athena Swan
Steering
Group
Achievements against Concordat Implementation Plan 2012-2014
11
Significant progress - the University has fully engaged in
Athena SWAN and all academic units in SAGE and FMS are
preparing for submission for an award. The University
bronze award was renewed in 2013 and we are aiming to
submit for institutional silver in 2015. To date 2 units have
silver, one has bronze, three are awaiting the results of
their submission, and 14 more submissions are scheduled.
Two 0.5 project officers provide dedicated support to
Athena SWAN Faculty level committees, researchers are
represented on School/Institute Self-Assessment Teams,
and academic workload models have been adjusted to
recognise additional workload in preparing the submissions
and monitoring the implementation of action plans. There
is now a strategic and coordinated approach to applications
and the sharing of best practice. Athena SWAN has a
presence at all Newcastle University Welcome events for
new staff. Newcastle and Durham Universities hosted a two
day conference in February 2014 on Women and Change in
HE which was attended by 110 participants
womenandchangeinhighereducation.wordpress.com
Helen Cameron, 29th August 2014
Action
Principle
Responsible
Progress
examining issues around gender equality and progression;
six senior female academics have participated in a crossinstitutional coaching and mentoring network for academic
staff; and we have held workshops on ‘Managing your
academic career: for women’ in 2013 and 2014 for early
career researchers attended by 43 so far with excellent
feedback. 30 women attended a recent Athena SWAN
consultation event hosted by the Faculty PVC for SAGE
around the people pipeline, work-life balance, good practice
initiatives and the attractiveness of a career in STEMM,
resulting in agreed follow up actions. We re-launched our
women’s network NU-Women in July this year and are
working on the establishment of a parents’ network.
Maternity guidance for managers was launched in 2012 and
we are working on the development of guidelines for
women going on and returning from maternity leave and
guidance on keeping in touch days. Athena SWAN case
studies are available on the web and a number of local
mentoring schemes for women have been set up. We
currently host two Daphne Jackson Fellowships.
Information available at:
http://www.ncl.ac.uk/about/athenaswan/
14. Review our
mechanisms for
communicating and
consulting with
research staff to
ensure our
employment and
development policies
and practices are
informed appropriately
1,2,3,4,5,6
,7
SDU, HR
(Diversity)
Achievements against Concordat Implementation Plan 2012-2014
Significant progress - all researchers were invited to
comment on our draft HR Excellence in Research
implementation plans and all research staff were invited to
join a virtual researcher consultation panel
www.ncl.ac.uk/staffdev/devactivities/research/group.htm
with whom to conduct up to 6 surveys a year on specific
topics to assist us in improving support to research staff.
We currently have 71 members on the panel and to date
have run two surveys: international researcher mobility;
and consultation mechanisms. Our research staff mail base
12
Helen Cameron, 29th August 2014
Action
Principle
Responsible
by feedback from staff
15. Continue to review
current policies and
practices to provide
greater stability of
employment for
research staff
Progress
to which all researchers are automatically subscribed on
joining the University continues to be an important
consultation mechanism, and this was endorsed by the
latter survey. In EOS 80% said they were aware of the
Research staff webpages on the SDU website and 80%
agreed that communication in the University is effective.
The University EOS replaced CROS in 2013 and we will
survey with CROS again in 2015. Engagement with our
survey continues to be high (44%) and responses overall
were positive and compared favourably to 2011. See
www.ncl.ac.uk/hr/about/surveys/researchsurveys.php.
Significant differences however were identified between
Faculties so separate Faculty action plans are being drawn
up to focus on local issues. We have also just developed an
online exit questionnaire and we look forward to using the
results from this to address any areas of concern as well as
to share best practice identified by individuals. Annual
statistical data from the exit questionnaires will be reported
to the HR Excellence in Research Steering Group.
2
HR (Ops),
SDU
Achievements against Concordat Implementation Plan 2012-2014
Significant progress – in recent years the percentage of
staff on fixed term contracts has levelled out while numbers
of research staff have continued to grow. We now have 236
research staff on open ended contracts, representing 23%
of our research staff population. Numbers will continue to
be monitored annually by the HR Excellence in Research
Steering Group. We continue to implement the measures
reported against the previous plan and the Career Pathways
career planning workshops will support researchers at an
earlier stage to plan the next stages in their career.
Bridging schemes have become further embedded in SAGE
Schools to enable continuity of contracts. 60 researchers
have attended Transitions programmes over the last two
13
Helen Cameron, 29th August 2014
Action
Principle
Responsible
Progress
years and 79 have attended lunchtime Career Bites
sessions offering support with job search skills. Feedback
has been extremely positive: Application forms 4.43/5.00;
CVs and covering letters 4.80/5.00; Interviews 3.00/5.00;
Networking and contacts 4.64/5.00. Of the 118 who
attended 1-1 sessions over the past year, 87% rated
sessions Good/Very Good for help thinking through career
options; 83% for help with prioritising options and making
decisions; 74% for identifying job opportunities and job
search options. Engagement with the careers provision will
continue to be monitored annually by the HR Excellence in
Research Steering Group. We have also recently reviewed
our redeployment and pay protection policies in
consultation with UCU to ensure their ongoing relevance to
all staff.
16. Continue to
communicate and
consult with research
staff and managers on
significant
developments within
the plan
1,2,3,4,5,6
,7
HR (Ops),
SDU
Achievements against Concordat Implementation Plan 2012-2014
Regular communications take place – the report on our
achievements to date and draft implementation plan for
2012-14 was placed on the HR Excellence website for
comment and sent to all researchers via the mailbase
inviting comment and suggestions. URC, Staff Committee,
Research Deans, Faculty PVCs and Directors of Faculty
Operations were also consulted along with other relevant
stakeholders such as Director of Careers, Director of
Research and Enterprise Services etc. We have consulted
researchers again recently on proposals for the next plan
and invited further comment on the previous one. This
year we have established a Steering Group chaired by the
Director of HR comprising the three Faculty Research
Deans, a research staff representative, the Director of
Research and Enterprise Services, the Director of Careers,
the three Faculty HR Managers, the Manager of the
Research Staff Support Team, and the HR Excellence in
14
Helen Cameron, 29th August 2014
Action
Principle
Responsible
Progress
Research coordinator to develop and consult on the new
Implementation Plan and to monitor its ongoing
implementation on a quarterly basis. In the next plan we
intend to make the case for the creation of a research staff
portal which would contain an interactive forum to enable
even more dialogue to take place to gather and respond to
researchers’ views.
17. Provide regular
progress reports to
Staff Committee and
URC
7
HR (Ops)
Achievements against Concordat Implementation Plan 2012-2014
Regular reporting to the chairs of URC and Staff Committee
takes place: the Research Staff Support Team has quarterly
updates with each of the Deans of Research and a six
monthly report on researcher development is taken to URC.
The Executive Director of HR also updates the Chair of Staff
Committee on progress in her monthly updates with him.
In future, minutes of the HR Excellence in Research
Steering Group will be forwarded to URC and Staff
Committee to oversee progress against the plan.
15
Helen Cameron, 29th August 2014
GLOSSARY
CROS
EOS
EPSRC
EU
HE
HEIF
HR (Ops)
HSS
IAAKTS
IRCA
KTP
LEP
MRC
MSCA
NERC
PDR
PI
PIRLS
PVC
RISE
RFDMS
RSWP
SAGE
SAP
SDU
SME
STEMM
TSB
UKPSF
URC
URO
Careers in Research Online Survey
Employee Opinion Survey 2013
Engineering and Physical Sciences Research Council
European Union
Higher Education
Higher Education Innovation Fund
Human Resources (Operations) Team
Faculty of Humanities, Arts and Social Sciences
Impact Accelerator Account Knowledge Transfer Secondment
International Research Collaboration Award
Knowledge Transfer Partnership
Local Enterprise Partnership
Medical Research Council
Marie Sklodowska Curie Actions
Natural Environment Research Council
Performance and Development Review
Principal Investigator
Principal Investigator and Research Leader Survey
Pro-Vice-Chancellor
Research and Innovation Staff Exchange Scheme (FP7)
Research Funding Development Managers
Research Staff Working Party
Faculty of Science Agriculture and Engineering
University’s HR System
Staff Development Unit
Small and Medium Enterprise
Science, Technology, Engineering, Medicine and Mathematics
Technology Strategy Boar
UK Professional Standards Framework
University Research Committee
University Research Office
Achievements against Concordat Implementation Plan 2012-2014
16
Helen Cameron, 29th August 2014