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GeoSciences Code of Practice for Management of Research Staff

GeoSciences Code of Practice for Management of Research Staff. 29 September 2009. Some National History. 1996: Concordat on Contract Research Staff Career Management 1997: established Research Careers Initiative 1998: RCI 1 st report – lot to be done

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GeoSciences Code of Practice for Management of Research Staff

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  1. GeoSciences Code of Practice for Management of Research Staff 29 September 2009

  2. Some National History • 1996: Concordat on Contract Research Staff Career Management • 1997: established Research Careers Initiative • 1998: RCI 1st report – lot to be done • 2002: RCI Final report – steady improvement • 2008: Concordat to Support the Career Development of Researchershttp://www.researchconcordat.ac.uk/

  3. Main points at national level • 1996: • There was poor career structure and guidance for research staff and early career staff • Support to move to careers outside science was virtually non-existent in universities • 2008: • Funders and universities recognise the value of the investment made in staff • The need to manage expectations and maximise development of staff is acknowledged • There are obligations on the employer, the funder and the researcher

  4. Principles of the Concordathttp://www.researchconcordat.ac.uk/ • Recognition of the importance of recruiting, selecting and retaining researchers with the highest potential to achieve excellence in research. • Researchers are recognised and valued by their employing organisation as an essential part of their organisation's human resources and a key component of their overall strategy to develop and deliver world-class research. • Researchers are equipped and supported to be adaptable and flexible in an increasingly diverse, mobile, global research environment. • The importance of researchers' personal and career development, and lifelong learning, is clearly recognised and promoted at all stages of their career. • Individual researchers share the responsibility for and need to pro-actively engage in their own personal and career development, and lifelong learning. • Diversity and equality must be promoted in all aspects of the recruitment and career management of researchers. • The sector and all stakeholders will undertake regular and collective review of their progress in strengthening the attractiveness and sustainability of research careers in the UK

  5. Why is the COP important? • Important document which: • clarifies the University’s expectations of researchers and PIs and encourages a culture of shared responsibilities • describes a process for regular Performance and Development Review (appraisal) of researchers • links to resources to help support and enhance the personal and career development of individuals • Will be issued with Contract of Employment in future. • http://www.researrcherdevelopment.ed.ac.uk/CoP/contents.html

  6. Performance & Development Review • Meeting is about the staff member • Not about specific projects • Not just appraisal of performance • Importantly about career development • Make reviewer aware of issues • Not just for postdocs • Support and academic staff have career development needs • Jobs and environments change and staff need to be equipped to meet the change

  7. http://www.researcherdevelopment.ed.ac.uk/ Latest News What we Provide FAQs Workshops & Courses (Dates/Booking) Induction Pages for New Researchers Web Guide for Staff New to Edinburgh Code of Practice for the Management of Research Staff Career Development Support and Resources Requesting a Career Development Review CPD Planning and Recording Mentoring Programme Learning Resources for Researchers Researchers Newsletter Research Staff Societies Researcher-Led Initiative Fund Research Staff Online Exit Survey Edinburgh Research and Innovation  (ERI) Some help…

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